Whirlpool: A Report on Developing Individuals, Teams and Organizations

This report examines the role of Human Resources in developing individuals, teams, and organizations, using Whirlpool as a case study. It covers essential HR professional knowledge, skills, and behaviors, including communication, customer relations, and management expertise. The report includes a personal skills audit, identifying strengths such as communication and time management, and weaknesses like decision-making. It also explores the importance of continuous learning, performance management approaches, and high-performance working in contributing to employee engagement. The report provides a skill audit plan for HR professionals to enhance their capabilities and contribute to organizational success. Overall, the report emphasizes the importance of aligning individual and team development with organizational goals for sustainable growth and effective operations.

DEVELOPING
INDIVIDUALS, TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION ..........................................................................................................................1
LO1..................................................................................................................................................1
P1 Professionals, knowledge, skills and behaviours that required under HR Professionals..1
P2 Completed personal skills and audit to identify the knowledge, skills and behaviours....3
LO2..................................................................................................................................................6
P3 Differentiate between organisational & individual learning ,training and development . 6
P4 Need for continuous learning and professional development ..........................................8
LO3..................................................................................................................................................9
P5 High performance working contributes to employee engagement ...................................9
LO4................................................................................................................................................11
P6 Approaches to performance management.......................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
The individual and team plays down a vital role in organisation. It is necessary for an
organisation that both team and individual are working in a right platform only then they are able
to give positive impact on company and by that way only organisational purpose will be achieve.
The company can carry its operations on a right track when they are having right individual and
they are working in a correct direction. For sustainable growth and development it is necessary
for the company having positive value and commitments and company having capability to fulfil
those promises and commitments that he already made in the past. The effective communication
is also required for conducting smooth running of operations(Armstrong, 2016). In, company the
proper communication channel should have been followed between individuals so that it directly
helps in achieving organisational growth and development. The present report, is based on
Whirlpool which is a multinational manufacturing and marketing of electronics items and
appliances and having headquarter is situated in United States. It has annual turnover about $21
billions along with 100000 employees. This report also describe about the individuals and team
and how there growth and development will be possible and it also describes about the HR
manager role and responsibilities.
LO1
P1 Professionals, knowledge, skills and behaviours that required under HR Professionals
1. Knowledge perspective of human resources :-
 Effective knowledge of communicating : The human resources of Whirlpool must have
great communication skills. Since organisation is multinational and operates in the
regions of cultural variations. It is essential for the organisation to ensure that its
employees can easily and effectively coordinate its customers and language barriers must
not affect it.
 Requirements of target audience – Without retaining the customers it will be almost
impossible for the organisation to sustain its position in competitive market. Thus, human
resources must have abilities to establish good and long term relations with the customers
by providing them high quality services.
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 Management - Human resources must have expertise knowledge of the business goals
and principles of Whirlpool. This knowledge is essential as it helps them to plan and act
accordingly.
 Personnel and human resources – Human resource plays a key role in making Whirlpool
successful. Thus, human resource department must have sufficient knowledge about the
requirements of organisation so that only suitable and skilled candidates are selected in
recruitment process. They must have knowledge regarding the skills of employees and
training and development sessions so that other employees can be groomed as per the
demand of Whirlpool's objectives.
2. Skills required by human resource professionals
 Coordination skills : These professionals must be skilled enough to coordinate the various
business processes of Whirlpool. The lack of coordination may not bring desired results
and organisation may suffer failures.
 Communication skills: Human resource experts must be highly skilled in communication.
These skills are the fundamental building blocks in executing business operations.
Inefficiency in communication skills may cause failure to Whirlpool in achieving desired
goals. These professionals must be good in speaking as well as listening.
 Decision making and time management skills: These skills will help organisation to
utilise the opportunities without possibilities of negligence to them. HR experts must take
decisions by minimising the risks associated with them and by considering its future
impact on organisation.
 Continuous learning: In order to sustain the quality of performance the HR must include
regular learning process in their practices. It will keep them upgrade with the
advancements and requirements of organisation.
 Monitoring and evaluation skills: For accomplishing the tasks with higher accuracy and
efficiency Whirlpool must monitor the business activities. Thus, human resource
professionals must have skills to monitor the operations and to evaluate the performance
of self as well as of others.
3. Behavioural aspects of HR professionals
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 Self control and independent: Human resources must posses self control so that they can
manage their tasks without difficulties. They must independently perform their job roles
without getting influence by challenges.
 Innovation and stress management – In the absence of innovations the organisation
cannot lead to success. Thus, human resources must be innovative and should have the
capability to manage the stress and pressure under critical situations or risks handling.
 Leadership – These professionals must have leading skills so that they can motivate and
lead the other team members and they can achieve targets of organisation. They must
maintain the healthy competition in Whirlpool but must not neglect the team spirit.
 Technological advancements: The HR experts must be advanced in technical knowledge.
Without technical up-gradation Whirlpool will not survive against its strong competitors.
So its human resources must always focus on improving their technical skills. It will also
make their work completion easy and speedy.
P2 Completed personal skills and audit to identify the knowledge, skills and behaviours
To identify and to check the knowledge, skills and attitude of professionals it is necessary to
have a SWOT analysis because it is a process to check and to analyse all such things. This
process helps me a lot to identify down my strength and weaknesses and also telling that how I
can improve all such factors(Ohanga-Too, 2014).
STRENGTHS
 This development process helps me lot to enhance my knowledge and skills.
 It also develops my communication skills and made it effective.
 It also grooms my personality and develop it.
 It also helps me under time management process through which I complete my work on
time before deadline and develop my skills.
 Monitoring and Evaluation skills.
WEAKNESSES
 Lack of decision making
 More time taking in solving down problems and sometimes the problems will not be
solve due to ineffectiveness so it is a big weakness .
 It also increasing the chances of risk under management.
 IT structures is ineffective and mismanaged.
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OPPORTUNITIES
 Helps down in improvement under globalisation process.
 Various conferences and seminars been organised to develop the skills under individuals.
THREATS
 Raising in competition
 Changing under demographic conditions.
The SWOT analysis process helps me a lot in identifying my strengths and weaknesses and also
telling what are the factors that are to be adopt so that it develop my personality and knowledge
and also identifying the opportunities in me so that I can develop my professional career(Ford,
2014). It also describes about the weakness and certain areas that requires improvement so for
build those and to overcome our of it and I am still working on that. The certain things develop
my personality and also helps me in determine the certain purposes and goals so that I can
enhance my skills and working for a long term and also provide me a great experience and that
will be very helpful in my future.
Personal skill audit
Skills I have these I have but not
accurate
I need to work upon
these
communication skills 
time management 
decision making 
time taking in solving
down problems

Management skills 
Skill audit plan
As a HR professional it is important for me to communicate with the other employees of
the organisation so that I can deliver my best services to the organisation. For my continuous
professional development it is necessary for me to have regular skill audit. The skill audit will
help to analyse and improve my strengths and weaknesses identified in SWOT analysis. For
example I can take feedback from other senior and experienced HR professionals regarding my
practices. It will help me to take better decisions. Similarly, while implementing various schemes
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and plans for the organisation I can ask for the other team members to give their ratings and
suggestions regarding plan. The suggestions and ratings will guide me to add more
improvements in my decisions.
By taking out such points I have prepared a plan accordingly so that it can help me in build my
career and develop it in the field related to personal and professional development.
Personal skills Measured
efficiency on
scale of 1-5; 1-
weak, 2- strong
Current
evaluation
Criteria to achieve Duration
Management skills 4 I am good at
management
skills. I find it
easy to find
available
resources so that
they can be
effectively used.
However, during time
when I do not find
resources I get panic
and do not understand
how to ensure their
availability. I want to
develop skill so that in
critical situations also
I can manage the
required resources.
The suggestions and
rating programs will
give me a practical
exposure to the actual
requirements of the
organisation. Thus, I
will develop
management skills
which are the best
suitable for the
organisation with
10 DAYS
5

available resources.
Decision making
skills
2 In ordinary
situations it is
easy for me to
take decision but
for decisions
which involves
risk it becomes
difficult to choose
the correct
decision.
I must have ability
that even in the most
critical situations I
can analyse the pros
and cons of my
decision and I can
make decisions in
favour of
organisation. Though
skill audit will not
affect the decision
making at the initial
level but it will help
to analyse its impact
after implementation.
It will help
organisation to
evaluate the
effectiveness of the
decisions
1.5 months
Problem solving
skills
3 This is one of the
most difficult
skill. When I have
clear analysis of
problem aspects
then, I can
explore its
solutions via team
The major cause for
experiencing
difficulty in problem
solving is lack of
understanding the
cause of problem. I
must develop
analysing skills to
15 days
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work but it
becomes tough to
solve the
problems when
they generate
randomly.
evaluate various
aspects of the
problem. The skill
audit will provide
guidelines to solve the
issues faced by me as
a human resource
professional. It will
help me to develop
emotional
connectivity also
which can be
beneficial for
organisation as I will
be capable to analyse
the organisational
needs.
With the help of this plan I am working on my weaknesses and improve it and will shortly
overcome out of it. Moreover, it also helps me in identifying my strengths and capability and
empowering me so that I can perform it accordingly to achieving the sustainability, growth and
long term goals(Woodcock, 2017). For, achieve down certain things I have proper plan so have
to work accordingly so that it tend to helpful to reduce my weaknesses and risk factors that made
involve.
Personal reflection: As per my self evaluation I have some weaknesses which can drag me
behind from achieving my organisational goals. For instance when I have to perform multiple
tasks I find it difficult to manage the resources for each of the task. The lack of effective time
management also contributes to the same. This weakness results in time delay and declined
efficiency. However, I have observed that I have great analysing skills. I can identify the future
opportunities by observing marketing trends and other competitive organisations of Whirlpool. If
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I will keep myself update with advanced technologies and innovative strategies then I can
enhance my efficiency and personal skills. I should also establish coordination and good
behaviour with my other colleagues. It will make business environment more comfortable for me
and I will be able to achieve my tasks with more concentration.
LO2
P3 Differentiate between organisational & individual learning ,training and development
The learning process can only be develop with the help of experience. If ,individual is having the
abilities of learning through that process they can improve their knowledge and also gaining their
experiences. The organisational learning and growth will be depend upon the individual learning
process(Glaister, 2014). If individual is having the capability and art of learning the things then
by using such process they can perform their work under the organisation, so that it directly
helps down the company in learning and then only the organisational development will be
possible. This is big difference between both because the organisational learning is emphasising
towards the approaches regarding the organisational development and Individual learning
emphasises and having a vision towards the personnel development.
Organisational process is a process that based on two looping process of learning namely single
and double loop learning approaches. In ,single looping approach the individual consider down
the goals and objectives and will learn the things and performing it accordingly to achieve it.
Under, double looping process this occurs only when there are changes under the rules,
regulation, policies, procedure, strategies and framework and individual will learn accordingly
by considering out certain factors and situation which arise and made applicable on company.
Moreover, the certain differences also involving under both the approaches is that the Individual
learning and emphasising towards the growth and development of individuals while the
organisational learning and focusing towards the growth of the firm and the certain things only
been possible when individual having the abilities of learning and when certain things are present
under individuals then only he prepares down strategies, procedures, plans and implement it
during work perform so for this proper training should be there to the employees and staff so
they can develop their own skills and performing it while conducting work so that work can be
going on right track(Seuring, 2013).
Organisation Individuals
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Learning The organisational learning
and growth will be depend
upon the individual learning
process(Glaister, 2014)
Individual learning is based as
per their skills and experiences
and which helps them in the
process of learning.
Training The training which provides to
individual helps them in their
working and it also helps down
in achieving organisational
growth and development
The organisation conducts
various training programs
which helps down individuals
in enhancing their skills and
also helps them In learning
their job.
Developments Through training process it
helps down individual I
enhancing skill and learning
their job and that impact
organisation in positive
manner because the
organisation growth is also
been achieving through this.
The individual development is
also been possible through
various training programs
which launched by
organisation, and it also helps
down individual in enhancing
their personality and trait and
also development been also be
done.
P4 Need for continuous learning and professional development
There is great need for continuous learning and professional development because both of
them plays down an essential role in current scenario. This approach helps down a person in such
a way that person will consider down the changing factors and adapt it and perform their
working in their professional life. The continuous learning process is such under which a
individual is learning throughout their carrier(Goetsch and Davis, 2014). The continuous
learning process and development process not only helpful for the individual in providing
benefits to them but it is also beneficial for the company perspective and public.Kolb's learning
theory is one of the effective tool which can be used by Whirlpool for ensuring continuous
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learning and professional development. This learning theory will help organisation to sustain its
competitive success with maximum profit gain. This theory consist of following stages:
Figure 1: Kolb's theory learners
Experience: As per the first stage of Kolb's theory learners first encounter the new experiences.
For instance Whirlpool can gain experiences from its failures, competitors or changing
marketing trends.
Reflection: After gaining the experiences the learner reflects them into practice. The reflective
analysis is also accompanied by the feedbacks from the other stakeholders of the organisation or
learner.
Conceptualisation: Reflection gives learner an opportunity to conceptualise the abstract idea
and to bring innovation. When Whirlpool will self analyse its growing and innovative
requirements through reflection then it will search new ways and strategies to frame concept for
these proposals.
Experimentation: In the final stage of Kolb's theory conceptualised abstracts are transformed
into actions. For example when Whirlpool has framed concepts from the previous stage then
organisation can implement those learnings for achieving its goals.
Thus, these stages of Kolb's learning theory can stimulate the continuous and professional
development within business environment of Whirlpool.
The learning and professional development plays down a great role and it also gives
provide benefit and growth by generating employment opportunities. The various programs and
conferences are conducted for that so it is necessary for the staff and employees to take down
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part under various programs and conferences so that helps them in enhancing their skills and
improving their personality and also guides them to learn down the certain changes and adapt
those changes by considering out the situations that involving and impacting the organisation and
its structures.
 Future Employability: Promoting growth, continuous learning skills and ability,
development helps down an individual and also preparing them for the next situation i.e.,
Professional Development so that it helps down in generating opportunities ad improving
the knowledge and skills and also increasing the ability under individual and also guides
them towards the next level of work that he used to perform.
 The team growth: This term is not talking about the individual and there ability, instead
of that it talking about team and giving statement that if candidate is working altogether
under groups by using their abilities and skills under different sorts of work foe achieving
different goals and then only they become efficient and their development will be
possible. The continuous learning and professional development only been possible when
training is been provided to an individual effectively (Moon, 2013). The certain activities
are been conducted and learn programs are launched for the individual so by using that
they can develop there skills and capabilities and conduct their work in better manner and
the certain things also helps down business in achieving growth and sustainability.
LO3
P5 High performance working contributes to employee engagement
The high performance working involving different practices that are directly linked with
the practices under human resources but under different group. It involving different stages in
form of planning, organising, directing, staffing and also appraise down worker when his
performance is good and so on. These practices are also helps down staff and worker to identify
the work and also guides them to perform it(Marsick and Watkins, 2015). It also helps down in
increasing the efficiency and capability of labourers and staff. It allows them to work In
harmonised manner and also providing a chance to them so they can able to work in productive
way and also generating opportunities for them and also motivate them so they can enhance their
skills and knowledge(Reynolds, 2017).
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By implementing out such process it helps down an organisation in gaining loyalty and
trust of their workers so they become aware and will commit towards the organisation. It also
giving a positive impact on the staff and its attitude and creating down the company citizen
behaviour ship. It also made a positive impact on the performance of various individual and
departments by creating healthy working environment. Invest and contributing under the process
related to organising, planning, directing, controlling, planning, recruitment and made it
qualitative.
This process helps down a lot in raising the objectives of firm by providing the maximum
satisfaction to its employees and staff and also changing the attitude and mindset of individual
and employees who are working so right kind of work is performed and there thinking will be
change and whatever they are thinking think towards the perspective related to the company.
This plays down a great role and it also improving the knowledge and skills of employees and
motivated them positively for achieving objectives and performance and also enhance there
abilities and skills so by help of that then can achieve long term goals and also improve the
performance of company and lead them towards the growth and development.
This tool is very helpful for the employer and employee because it creates a strong
relationship between them(Monks and et. al., 2013). Training is very essential for the employees
because through that can enhance there skills and learned there job and performed it while
conducting there activities and raise the objectives of the organisation. When employees are
given authority to conduct work without ineffective training then it does not help down a
individual in performing there abilities and also made a negative impact on the working
conditions of the organisation. The employees and staff performance is very important for the
whirlpool organisation because it involving down more and more individuals and motivated
them towards the work so that the activities can be put on right track.
Benefits for high performance working for individual's at Whirlpool: If the organisation use
high performance working (HPW) practices in its functional activities then it will improve the
quality of individual's performance. This will be beneficial for not only individual's but also for
the organisation because the performance of Whirlpool significantly depends on its human
resources.
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 It will identify the strengths and weakness of the individuals at Whirlpool so that the
organisational tasks can be achieved with greater efficiency. It will minimise the extent of
errors and hence quality of individuals as well as work output is increased.
 Retention of the skilled human resources is essential for the organisation. These practices
motivate individuals to provide their best output. At the same time it ensures that all
necessary resources are available within business environment of Whirlpool. This
approach creates satisfaction among individuals and employees can feel the emotional
bonding with Whirlpool.
 With high performance work employees are convinced that organisation is not only profit
oriented but is also conscious about the interests of their employees. It encourages the
participation of the employees and they get more opportunities to explore the emerging
challenges and advantages of the rapidly changing and competitive business
environment.
 It provides an opportunity to employees to individuals to explore and analyse the great
opportunities for their self-development which can be obtained by giving contribution to
the well-established organisations like Whirlpool.
The commitment of employee will be resulting into their loyalty with organisation and
alignment with organisational goal or objectives. The employee satisfaction, retention and
productivity will be higher. This all will be leading towards better customer service and
increasing into market share with greater profitability as well.
If the employees are committed and loyal then it is very much important that there is
alignment with goal of organisation with the objective. Thus it wills leading to have increase
into market share and increase into shareholder’s value as well.
LO4
P6 Approaches to performance management
The performance management is an important aspect of organisation as it ensures the
quality of the business operations. Whirlpool requires these management tools to evaluate the
performance and quality of its resources. This analysis holds importance because it provides the
guidelines to the organisation as well as its employees that which areas or skills need
improvement and in which direction organisation is failing to achieve goals. The performance
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management tools enables organisation to identify its drawbacks and to proceed towards
continuous development and improvement strategies. Whirlpool can use following tools for
measuring its performance.
 Collaborative approaches: In cited organisation the different department is there and
under different department different individuals are working and each employee role is
different as compare to others and all the employees are working together to raise down
the company objectives. The promotional measure is taken under organisation to raise the
performance of employees and it also helps down the company in bringing down the
efficiency. For example: Under whirlpool there are different departments are working and
each and every department role is different as compare to others so all of them, are
working under different fields for the aim of making the promotional activity successful
and every time the product is launching in such a way that large number of individuals
will be attracted towards it (Mone and London, 2014). The collective efforts of
individuals and department during carrying out promotional activity made out the
whirlpool department successful and also conduct down an event successfully to raise its
objectives.
 Comparative approaches: This is one of the most productive way by which Whirlpool
can measure its performance. The organisation can compare the results and performance
of its various teams and individuals. It will lead to develop a competitive atmosphere
within organisation. The competitive approaches increase the quality of work and
innovative ideas but with this approach it becomes challenging for the organisation to
ensure the integrity of team work. The organisation must strictly monitor that competition
does not affect the team performance otherwise individuals will compete against each
other and organisational goals of Whirlpool will be neglected.
 Behavioural approaches: Whirlpool can analyse the performance of its human resources
by evaluating their behaviours in critical situation. Organisation can use BARS technique
to review the desired behaviour of its employees in particular situations. The performance
management via behavioural approaches are very reliable and have transparency in
standards of evaluation. One of the advantage of this type of performance evaluation
method is that it becomes very easy for the organisation to provide feedback about rating
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the performance of individual. The reason for the same is that organisation has clearly
described standards which form the basis for measurement of performance.
CONCLUSION
From the above report it can conclude that the cited organisation conduct down various
training through which the individual ca develop their skills and improves their learning. The HR
manager is been responsible for conducting and providing training so that employees can grow
their skill and conduct their working so that organisational objective will be raised. A group can
perform effectively only when he is having knowledge in the field related to training, staffing,
recruiting, controlling and communicating. The report also tells that HR required time
management skills so that he can conduct his work and manage it properly before the deadline.
The SWOT analysis process is very helpful for the HR because it tells them about their strengths
and weaknesses and also provide appropriate solution through which a HR can overcome their
weaknesses. The personal and professional development plan tend to be very helpful for the
individuals because it helps them in raising down long term growths and developments and also
tells that how an individual can gain their learning skills and also using it while conducting down
personal and professional work.
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REFERENCES
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Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Glaister, A. J., 2014. HR outsourcing: the impact on HR role, competency development and
relationships. Human resource management journal. 24(2). pp.211-226.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Marsick, V. J. and Watkins, K., 2015. Informal and Incidental Learning in the Workplace
(Routledge Revivals). Routledge.
Megginson, D. and Whitaker, V., 2017. Continuing professional development. Kogan Page
Publishers.
Mone, E. M. and London, M., 2014. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Monks and et. al., 2013. Understanding how HR systems work: the role of HR philosophy and
HR processes. Human resource management journal. 23(4). pp.379-395.
Moon, J. A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
Ohanga-Too, A., 2014. PROFESSIONAL DEVELOPMENT PLAN.
Reynolds, M., 2017. Organizing reflection. Routledge.
Seuring, S., 2013. A review of modeling approaches for sustainable supply chain
management. Decision support systems. 54(4). pp.1513-1520.
Woodcock, M., 2017. Team development manual. Routledge.
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