Developing HR Skills, Teams, and Organizations: Whirlpool Report

This report provides a comprehensive analysis of HR skills, professional development, and organizational learning within the context of Whirlpool. It begins by identifying the essential professional knowledge, skills, and behaviors required by HR professionals, including organizational design, employee engagement, and performance management. The report then delves into a personal skills audit and the development of a continuous professional development (CPD) plan, outlining the reasons for implementing such a plan and detailing its practical application through specific activities and timeframes. Furthermore, the report explores the differences between organizational and individual learning, training, and development, highlighting their distinct objectives and approaches. It emphasizes the need for continuous learning and professional development to drive sustainable business performance and examines how high-performance work (HPW) contributes to employee engagement and competitive advantages. Finally, the report discusses approaches to performance management that support a high-performance culture and commitment within the organization.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Professional knowledge, skills and behaviours that required by HR professional in the
organisation.................................................................................................................................1
2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop
professional development plan to given job role........................................................................3
3. Differences between organisational and individual learning, training and development.......6
4. Need for continuous learning and professional development that drive with sustainable
business performances................................................................................................................8
5. How HPW contributes to employee engagement and competitive advantages in
organisational situation.............................................................................................................11
6. Approaches to performance management which demonstrate and support with high
performance culture and commitment......................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Individual and group development consist important role in business to get more profits
and revenue to gain effective results. With this regard, every enterprise develop their outcomes
through different kinds of skills and ability that assist to gain significant advantages at workplace
(Alsop, Griffin and Smith, 2016).
Present study based on Whirlpool which is multinational manufacturer and marketer of
home appliances. It is public type company which considered more revenue from different
operations and functions played to gain effectiveness in goods and services selling.
For gaining insight information of the present report, it includes professional knowledge,
skills and behaviours that are needed by HR in the chosen organisation. Furthermore, CPD plan,
it benefits and reasons implemented to gain more profitability and productivity. Moreover,
differences between individual and organisational learning also continuously develop to promote
creative results at workplace. At last, HPW contribution in employee engagement and
development of effectiveness attain at business environment.
MAIN BODY
1. Professional knowledge, skills and behaviours that required by HR professional in the
organisation
In Whirlpool, HR plays an important role to implement several functions and operations.
It also increases productivity and performances that is needed in different perspectives.
Professional knowledge
In every business, professional knowledge is defined and used with wide variety of
specialised training, advance learning, competencies, etc. Following are different types of
professional knowledge could be determine in Whirlpool: Organisation design: In professional knowledge, organisation must ensure that
appropriate design must be carried out to deliver maximum impact within short and long
term time (Alred, 2014). Therefore, it assists to develop more appropriate work in
Whirlpool. Employee engagement: Furthermore, HR manager requires working with professional
knowledge that assists to accomplish strengthen with appropriate connection among all
employees, colleagues, organisation, etc. Therefore, employees fulfilled their work to
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make greater contribution to accomplish organisational objectives. It assists to give
particular attention with leadership and management (Carter, Carter and DeChurch,
2018). Performances and reward: In the selected business, performance and reward assists to
maintain and achieve organisational culture with delivering programmes. It is considered
as reward, recognised with key employee capabilities, skills, behaviours, etc. This assists
to implement appropriate reward system at workplace to make cost-effective results.
Professional skills
In Whirlpool, HR consist different types of skills through their effectiveness and growth
develop successfully in different areas of the world. Following are different skills developed for
successful outcomes with commitment:
 Employee relations: In order to develop appropriate working, HR of Whirlpool
determine their function in employee relations. This is because, successful business
thrive to maintain employee and employer relationship (Shields, Brown and Plimmer,
2015). It is relatively broad area in HR field. Ability also manage conflicts to
advocate employer and employee.
 Performance management: Performance management defines as involvement of
employees to improve effectiveness to accomplish goals and objectives, with the help
of performances management tasks to setting expectations for employees (Edie,
Marshall and Mariani, 2016). In Whirlpool, monitoring performance and
development of capacity defines as rating performance.
 Teamwork and collaboration: HR professional of Whirlpool focuses on finding and
creating better workplace which is important to collaborate team members. HR
professional also look towards overall vision of the business instead of any particular
rules and tasks. These kinds of skills shows continuously creation of value in team for
entire business (Woodcock, 2017).
Professional behaviours
In order to develop professional behaviours, there are different perspective must be
considered to gain more desired work. Therefore, effective learning and development program
also ascertained to increase creativity. Following are different key HR behaviours that must be
compile at workplace of Whirlpool:
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 Curiosity: It is one of the important element in which HR seeks insight into strategic
business context. Therefore, they easily understood how to behave in different aspects. Skilled influencer: With the help of skilled influencer, stakeholders perform their
functions to solve complex issue and problem. Therefore, they are able to communicate
authoritatively to deliver clear and memorable messages (Dong, Bartol and Li, 2017). In
Whirlpool, this behaviour is considered as important functioning.
 Personally credible: Personally credible determines to keeps HR and professional in
practice. It also contains flexibility to meet with business needs and requirements.
Furthermore, it combines HR and businesses insight that provides advice to senior
leaders.
2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop
professional development plan to given job role
Continuous professional development (CPD): CPD refers as the process which helps in tracking
and documenting knowledge, experience, skills to gain formally and informally work without
any initial training. It assists to record experience, learning and it applies to gain appropriate
working. In Whirlpool, CPD plan determine important role to evaluate learning to do my work in
appropriate manner.
Reasons for implementing CPD plan
 Recording activities in Whirlpool assists me to undertake and address learning and
development needs.
 Evaluation of learning and development activity assists me to introduce practices in
further increment (Mohelska and Sokolova, 2015).
 CPD plan implemented to demonstrate competence to adapt new information for
further activity.
 This plan requires to build confidence and credibility to track learning.
 CPD plan also cope positively with changes that constantly update skills for business
development.
Ways to implement CPD plan
 Increment in staff member number, potential actions successfully taken to diverse and
develop ability as well
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 SMART objectives are also implemented in training that is closely related with
enterprise needs (Thorpe, 2016).
 Staff development promotion also leads with better staff morale which assists to
motivate towards workforce. It helps to increase positive brand image in the
organisation.
 Furthermore, with the help of adding value and on basis of reflection, staff members
consciously apply learning in their role for organisation development.
CPD plan
Activities/ skills Resource/method Time frame Job role
Communication skills Coaching and role
play
2 weeks In order to develop
communication skills,
it can be stated that, I
can perform very well
with coaching and role
play guidance. It
increases my
understanding level
with different
respondents to
accomplish aims and
objectives as well. It
assists to engage all
employees together
with appropriate
communication.
Decision-making skills Leaders 1 and half week In order to accomplish
decision-making skills,
it can be stated that I
can perform very well
to take appropriate
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decision. It increases
my understanding and
effectiveness among
several people easily.
This skill possess job
role to include
teamwork and
collaboration in
successful way.
Problem-solving skills Managers guidance 3 weeks In order to solve
problem, I am required
to increase my
problem solving skills.
This is because, it
helps me to ensure
appropriate working
with problem which
must be encountered in
systematic way.
Increasing in problem-
solving skill assists to
consider performance
management in
appropriate manner.
Technical skills Technician 2 and half weeks Furthermore, technical
skills must be
developed in
successful way to
attain more desired
results at workplace of
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Whirlpool. This is
because, it helps me to
deal with technical
tools of the business.
Team-work Group discussion 3 weeks In addition to this,
team-work is also an
important element
which I require to
promote cooperation
among several people
in positive way.
Technical skills
determine job role to
implement successful
CPD plan.
3. Differences between organisational and individual learning, training and development
Learning defines as a change in knowledge which can occurs through results of
experiences. Organisational learning defines as regulated collective learning process in which
individual and group concern for their improvement. Organisational performances and goals
transferred into routine, process and structures (McGuire, 2014). It can be accomplished through
gaining new facts, information, acquiring new procedures, skills, etc. Apart from this, individual
learning defines as the capacity that assists to build knowledge with individual reflection with
external stimuli and sources. It helps to increase interaction with others and environment in
successful way.
Differences between organisational and individual learning
Basis Organisational learning Individual learning
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Objective To increase group performances to
develop organisation outcomes and
results.
To increase individual skills and
ability to build them to face future
challenges.
Goal In Whirlpool, goal is to implement
organisational learning is that the
organisation wants to develop their
competitive advantages (Yeo and
Lee, 2018).
Furthermore, individual learning
determines to develop each person
capabilities to increase their
efficiency.
Cost and time In organisational learning, more
time and cost needed to develop
effectiveness.
In individual learning, less time and
cost considered implement
effectiveness on personal basis.
Training and
development
Training in organisational context
defines as learning process in which
employees get opportunity to
increase their skills, competency
and knowledge according to
Whirlpool requirements (Surbhi,
2015). Further, development is
defines as educational procedure
that is concerned to increase overall
growth of employees.
In context of individual learning,
training and development consider
with single person to increase their
efficiency as per aims and
objectives.
Term Long term Short term
Number of
employees
Many Individual
Gap analysis: Gap analysis is a method that assists to identifying performance between
enterprise information system and software applications to assess that whether business
requirements met.
Training and development program
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Skills Resources Time-scale Job role
Technical skills
training
Technology based
learning
2 weeks Technical skills assists
to develop learning
regarding technical
tools and methods.
Quality skills training On the job training 1 and ½ weeks Quality skills assists to
develop products and
services quality that
helps to promote more
profitability (Taylor,
2016).
Safety skills training Role play and group
discussion
3 weeks Safety skills helps to
maintain cleanliness
and appropriate
working at workplace
of Whirlpool.
The chosen enterprise should focus on both training and development program to develop
their creativity and effectiveness. This is because, different types of skills required in the
business to promote their operations and reduce problem of crisis (Raes, Kyndt and Dochy,
2015). Furthermore, it also assists to employees of Whirlpool to do their job effectively. It
includes training needs that requires at all levels of the enterprise.
4. Need for continuous learning and professional development that drive with sustainable
business performances
Continuous learning assists to increase effectiveness with professional development that
drive with sustainable business performances. It is about constant expansion of skills and
knowledge to adapt professional and personal changes in successful manner. Furthermore, in
Whirlpool it is needed to make lifelong learners that are motivated to learn and develop
deliberate work. It also increases understanding and provide better opportunity to improve
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quality of life. Following are different theories undertaken to implement continuous learning at
workplace:
Kolb learning theory:
Kolb learning theory based on successful model which determines four stages cycle. It is
concerned with cognitive processes so that learning involves for acquisition and concept to apply
flexibility in particular range of situation. In this regard, new concepts also provided with new
experience. Diverging (feeling and watching): These kinds of people in Whirlpool looking from
different perspectives and ways. They mainly prefer to watch only not do. Hence,
information gather and used to solve issues and problems. As per Kolb style, diverging
people perform better in situation to generate ideas with using brainstorming. The
selected enterprise face issue of crisis so that there is team development requires with
people who are diverging. They are streamlined with focusing on resolving operational
issues that impact on enterprise. These people create awareness to commit with vision
and extraordinary goals. This is because, they are not working only feel and watch
functioning. Assimilating (watching and thinking): This learning prefer to involve concise, logical
approach. Ideas and concepts are more important in whole Whirlpool instead of single
person. These kinds of people require good and clear explanation instead of practical
opportunity. It assists in order to increase effectiveness in information for particular
learning situation. In Whirlpool, NAR staff members is a team that consider HPT process
to implement necessary changes after watching and thinking. Furthermore Converging (doing and thinking): People who have converging learning style assists to
solve issues and problems to find appropriate solution in practical issues. They are
generally preferred to perform technical tasks with less concerned people on the basis of
interpersonal aspects. In the selected business unit, converging people perform functions
with doing and thinking with end-run communication. Team members are also committed
to work in collaborative manner and solve business problems.
 Accommodating (doing and feeling): Accommodating learning styles relies on logical
information. These people generally use analysis to take practical and experimental
approach. In the Whirlpool, they are generally attracted to new challenges and experience
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