HR Skills, Performance Management and Development at Whirlpool

This report analyzes the essential skills, knowledge, and behaviors required of HR professionals, using Whirlpool as a case study. It explores personal skills audits and the development of professional development plans. The report differentiates between organizational and individual learning, emphasizing the need for continuous learning to drive effective performance. It also examines the contribution of high-performance work practices to employee engagement and competitive advantage. Furthermore, the report analyzes different approaches to performance management, providing relevant examples and insights into creating a high-performance culture within organizations. The report provides a comprehensive overview of HR practices and their impact on organizational success.

Developing individuals,teams
and organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determine knowledge,skills and behaviour which are needed by HR professional..............3
P2 Examine personal skills audit and professional development plan.......................................5
TASK 2............................................................................................................................................6
P3 Differentiate between organisational learning and individual learning.................................6
P4 Need of continuous learning and professional development to drive effective performance8
TASK 3............................................................................................................................................9
P5 HPW contribution to employee engagement and competitive advantage ............................9
TASK 4............................................................................................................................................9
P6 Analyse different approaches to performance management and with appropriate example. 9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Development is highly indispensable for success of each or every individual whosoever
are belongs from an organization in order to attain their personal and professional targets.
(Norros 2014). The particular project is based on whirlpool company, it is an American
multinational manufacturer of home and kitchen appliances such as washing machine,
microwave oven and refrigerator. Its headquarter situated in the Benton charter township,
Michigan, United States of America. The project highlights the skills, knowledge and behaviour
required by HR. In addition to above, it details about the importance of high performance work
practices and its contribution to enterprise performance. It also put a light on the various
approaches of performance management and their contribution in high performance culture.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals
HR officer should have or either requisite to develop different skills ,knowledge and
behaviour which are required to achieve personal and organisational goals in schedule time. If
HR manager is efficient than only he/she can able to motivate their subordinates. Each and every
department of the organisation should support in achieving business objectives. HR manager
have to perform different duties such as of recruiter, technical specialist and advisor which
assures that organisational objectives are fulfilled.
Continuing professional development (CPD) is the process of developing and
documenting the skills,knowledge and experience either formally or informally which is
different from Initial training. It is a self directed process which was undertaken by employee
itself not by his employer or the enterprise (Knipfer and et. al., 2013)
Knowledge need by HR in the undertaking
Legal knowledge : HR manager are requisite to have basic information about
employment laws for acting in correct manner. Moreover, other relevant laws also so employees
and business do face any issues while formulation decision and strategies involving workforce.
Sometimes HR have to face the problem in taking a decision which involve legal consequences
which can be effectively ruled out with the understanding of legislative framework.. Whirlpool

follows all government rules and rules which is necessary for the employees of the enterprise.
They use data protection act for keeping their employees protected from misuse.
Management theories : HR officer should have knowledge of business and management
theories so that they can do planning, resource allocation, human resource allocation, adoption of
different leadership technique and make proper coordination between management and
resources (Mac donald2017). In whirlpool HR professional have all the management knowledge
which help in making plan and policies.
Customer service : Human resource officer should have the knowledge how can they
provide effective services to the customer. They can do this by knowing customer needs or
evaluating the things which satisfy the customer. Whirlpool always tries to connect with various
types of clients in order to offer qualitative product according to their demand.
Skills required by HR in the organisation
Negotiation : HR should posses the qualities of negotiation otherwise he or she would
not get the middle path for resolving conflicting situations. The aim of negotiation is to end up
the dispute in the parties by providing satisfying outcome which is not very easy job.
Communication : HR officer is very accountable person in the organisation, he or she
have to communicate with up level management and different managers and at low level with all
existing employees. This responsibility can be fulfilled either by writing or speaking with the
small or large groups. If human resource not able to facilitate with various department in the
organisation than business not able to achieve success.
Multi tasking : In some big organisation HR performs only one single function which is
training and compensation( Mellor and et. al., 2011). But In most of the companies, HR manager
is responsible for performing many activities at a time such as compensation, retention related
activity, training, advertisement by social media or another platform, opening bank account and
so on. In Whirlpool human resource person perform all the above activities and many more task
at a time with full efficiency and dedication. They also have to remain calm when management
find problems in the recruitment process.
Behaviour required by HR in the firm
Adaptability : The HR professional need to make changes in the business quickly or in
a timely manner so that business can cope up. HR should adapt new thing by own as proactive
not reactive. They always should take initiative to adopt new techniques prevailing in the market

rather imposing on themselves. This adaptability help whirlpool in setting its high vision and
able to achieve long term survival and creativity.
Equality : Organisation and HR should follow the principles of the equality in the
arrangement otherwise it create conflict in the employees and affect the overall performance of
the workers (Cherubini and Nielsen 2016) . For the growth and success whirlpool’s should treat
all employees in the same way and compliance similar rules and regulations.
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Personal skill audit is very necessary for individual because it informs qualities he or she
should possess and what he need to develop for the upcoming future ( Anagnostopoulos, Byers
and Shilbury 2014). Some characteristics are those which person contains from its birth while
some they develop during life through facing different situations. These traits help the individual
to fulfil his personal and professional commitment.
Strength Weakness
 Team building is my biggest strength
 Excellent in managing conflicts and
providing its satisfactory solutions.
 Listening skills is very good which help
me to create relationship easily with
many peoples.
 Decision making skills are below
average.
 Ineffective in handing multiple task at a
time which is very essential part of this
work profile.
 Less technological knowledge
 Lack of convincing ability .
Personal development plan
Learning
objective/goal
Current
proficiency
Target
proficiency
Development
opportunities
Time scale
Decision making
skills
2 5 To take small
decision related to
employee skill
adjustment. This
type of
4 months

adjustment does
not create big
effect on the
undertaking
working
Handing multiple
task
2 5 By participating
in various task at
a time either
formally or
informally.
3 months
Technological
knowledge
3 5 Through
attending classes
of new upgrade
technology.
3 months
Negotiation skills 4 5 By indulging with
employer and
employees in the
organisation.
1 month
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development
Learning is the activity of acquiring new or modifying skills and behaviour. It aims to
add more to the existing values and knowledge (Córdoba and Piki 2012). Learning help
individual to face any issue of the life as learning provides addition in personal qualities and
behaviour which help them to survive for longer period. Individual learning increase the
opportunities of the personnel in the society by enhancing their skills for the betterment of the
organisation. Organisational learning take place to improve business performance by the help of
effective skills and knowledge.

Organisational learning Individual learning
This is a planned activity which remains only
for a shorter period of time.
This is unplanned activity which is ongoing
throughout his life.
It is performed in the organisation to maintain
a balance between employees and employer for
achieving organisation objectives.
It is performed to increase a skills and
knowledge in the employees.
Organisation learning depends upon the person
involved in that particular group.
Individual learning focuses on strengths and
weakness of self rather than focusing on whole
organisation.
This learning of an organisation improves with
the passage of time which impacts its overall
performance.
This type of learning slowly improved as it
fully depends on individual mind and interest
(Bourne 2016) .
Organisational Learning is very challenging as
it involves large number of employees.
Individual learning is very simple as it involves
only one person .
The main aim of this learning is increase the
amount of profitability.
The aim of this learning is to increase the skill
and ability of the employee.
Training and development : It is the foremost step which organisation take place after
recruiting new employee in the working environment. This is done to make people familiar with
organisation structure,vision ,mission and objectives. It also take place for existing employees in
the form of adding new skills and capabilities. It is done to enhance the individual capacity to
undertake some work.
Training and development is very necessary in the organisation because it-
High productivity : Effective training program increase the productivity of the
employees as it incorporated required skills. Increasing productivity and reducing cost of
production is very essential to sustain in this competitive world (Blandford, 2012)
Remove imperfections : Every person have some problem or issues due to behaviour
which can be improved by doing proper learning which is in form of training and development.
This program help individual by removing skills which are not contributing to efficiency and

effectiveness of the same and replacing with the crucial ones. Through this, organisation will be
able to deal with the challenges in an improved manner and contribute positively to the business
operations.
Reducing learning time: Training save learning time which person takes while
performing various activities. Through trial and error person take longer time and not able to
know right methods of doing work.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning is expanding the ability of the person by upgrading skills and
knowledge. Non-stop learning is important because it make person capable in performing its
duties. It is a method through which employee can maintain its capabilities by continuously
improving its existing knowledge and skills. Life long learning is necessary for every person
because it help to face all adverse situation of the environment. Individual can do learning non
stop by reading various books,journal and articles.(Stewart and et. al., 2015).
Professional development is perform to improve and increase the capability of the
employees by the help of extra circular activities,conferences and meetings. There are various
subject for which there is a need of continuous learning and professional development.
Prepare for uncertainties : Non stop learning help individual to face any unpredicted or
unknown situation. This type of learning motivates individual to try something new by scarifying
his comfort zone and explore new possibility prevailing in the market. Training and development
will be helpful to an individual in overcoming uncertainties of life such as Losing of a job as
latest developed skills and behaviour will be helpful in getting a new job.
Retention rate : Employees does not remain in one organisation for a longer period ude
to lack of opportunities for growth and development. But when continuous learning take place
than person or employee does not bother to remain in one enterprise. Every business want
retention because for organisation it is not every time possible to appoint new employees and
spend huge cost on their training and development.
Generate confidence : learning gives a feeling of achievements, which create a
confidence in employee about his capabilities and knowledge. Due to this person ready to take
challenges for the benefit of organisation.

Increase loyalty : Life long learning make workers happy at their jobs and they care
about firm success and growth with their own. Loyal employees always take the organisation to
the new heights with their own development. The employees can be dedicated to the firm when
firm care of their issues and priorities (Lyons 2013).
Improve productivity : Lack of opportunities compel employee's to leave the
organisation and move to new one. Continuous learning retains talent employee's in the
undertaking and assist in achieving high profit. High skilled workers are more productive as
compared to depressed workers who only waste time and money of the company.
TASK 3
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
There are various evidences which shows that by the adoption of high performance work
practices would improve a business performance and its growth. High performance work system
includes different methods are used by HR in its business to make its performance effective.
This is very open, transparent and trustworthy system for every individual of the organisation. It
included in the undertaking so that employee get motivated for achieving higher productivity and
performance. HPW system help whirlpool’s company to survive for a longer period in the
operating market (Patel and Wilson 2012).
Mutual relations : High performance work system create harmonious relationship in the
organisation. Due to HPW workers collaborate their efforts to achieve shared goals which can
not be achieved through individual effort. When more than two employees come together for
common goal than automatically their relation get improved . With the help of HPW whirlpool
able to engage its employee more in the organisation and increase productivity.
Constructive conflict management : it is extremely crucial for management to specify
the roles and responsibility of an individual so that there are minimum situations involving
conflict. For this it is essential that every individual have their own responsibilities and task and
they don't have to look on another for their working. Conflict basically arises when people have
to work on the same task, in which their responsibilities are not clear. By adopting this whirlpool
able to decrease the dispute because everyone is focused about their own and achievements.

Mutual respect : Every industry have high performer which motivate all remaining
organisation of that industry. Similarly high performance employee increase organisation
productivity because each and every employee of the undertaking as they wish to be a role model
for the their subordinates. The respective company also get the support from high performance
individual as it increase the performance of all employees. People more get involved in his work
as they are more dedicated by seeing high performer. ( Shevlin Winter and Flynn, 2013).
TASK 4
P6 Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high-performance culture and
commitment
Performance management is the process which undertakes numerous activities making
sure that organisational goals and targets are being fulfilled. Performance is very complicated
approach which is performed by HR through continuous review and frequent feedback for
improving performance,implementation of employee growth programmes and so on ( Pettitt
2012).
Measurement of employee performance is done to know the employees contribution
towards firm success. This basis should be convey to the employee at the time of evaluation of
their working. The performance of the enterprise can be improved only by improving the
performance of the individual in a team. Here the six approaches which can be applied in the
organisation to evaluate the performance of the individual according to business suitability and
structure which are as follows-
Collaborative working : In this comparison of the performance is done on the ground of
the group accomplishment not on the individual basis. Under collaborative working task is
performed by more than two workers for achieving a desired outcome. It is known with the name
of joint working. It involves heavy cost and time due to the involvement of large number of
employees.
Comparative approach : Under this approach employees performance is evaluated on
the basis of other individual of the same group. For this various techniques are used such as
paired comparison,forced distribution technique and graphic rating scale. It is difficult to the
organisation to apply this who have large number of employees. For instance: two individuals

performing in the same department can be evaluated on the basis of comparative approach to
identify the one which has performed better.
Result approach : This is very simple and straight forward method which can be
adopted by any organisation because in this firm rate employees on the basis of their result. It
uses balance score card and productivity measurement and evaluation technique. Due to this
employees get focused on increasing their productivity and improving performance. For
instance: the employees working in the sales department will be evaluated on the basis of the
revenue which has been availed by organisation through their efforts.
Attribute approach : In this system employees are evaluated on the ground of qualities
they contain. The qualities are cooperation, innovation ,creativity, problem solving,
communication and team work. The major benefit of this approach is its simplicity which help
enterprise to implement easily. It include two methods which are graphic rating scale and mixed
rating scale (Mittal and Dhar 2015).
Behavioural approach : In the evaluation take place on the basis of how employee
undertaken that particular activity. It was done by behaviourally anchored rating scale and
behavioural observation scale. It is based on data so HR officer need to remember it when they
analyse the employee performance. When accuracy and reliability is required in the performance
than it can be adopted.
Quality approach : The aim of this approach is increasing the customer satisfaction by
reducing the errors of the services. Under this kaizen theory is used to improve the business
process. The advantages of this approach is that it assess both management and the employee.
Each of the above approaches are varied on the basis of their features. Approach should
be adopted on the basis of business need.
In every organisation performance should be measured time to time otherwise it would
create effect company 's performance. On measuring time to time business can generate
employees high performance and commitment from workers. When evaluation take place then
employee behave responsibly in the organisation and always take care of his working. For
example- in some organisation if person or the employee work is not evaluated than he or she
would perform his job with full dedication and commitment (Boer and et. al., 2017). He always
think that no one is watching him so that he can do anything what he want. In place of this the
person whose performance is measured take initiative to improve his working. In the whirlpool

company,evaluation take place within schedule time which motivate the employees to work
effectively.
CONCLUSION
From the above description, it is verified that every business want to develop its
individual and the team for the growth of its business. Throughout the assessment it has been
identified that development of an association can be achieved with contribution of each and
every employee working with the organisation. There is a description of various skills,
knowledge and abilities which HR of whirlpool company need for its growth and development.
It also tells how the continuous learning and professional development help the business in
improving its performance. Performance appraisal is undertaken to know the working of
employee and to provide the feedback so that they can improve their performance. It informs
about the various approaches through performance of the individual can be measured in the
organisation.

REFERENCES
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