HR Development Report: Whirlpool Individual, Team, and Organization

This report provides a detailed analysis of human resource development within Whirlpool, focusing on the development of individuals, teams, and the organization as a whole. It begins by outlining the necessary knowledge, skills, and behaviors required of HR professionals, including communication, teamwork, and leadership skills, and emphasizes the importance of emotional intelligence and curiosity. A personal skills audit and professional development plan for an HR consultant role is then presented, highlighting areas for improvement such as written communication and time management. The report further differentiates between individual and organizational learning, emphasizing the need for employees to independently develop their skills and for the management to integrate new learnings into the overall organizational patterns. The report also examines the role of continuous learning and professional development in driving sustainable business performance, and how high-performance work contributes to employee engagement and competitive advantage. Finally, it evaluates different approaches to performance management and illustrates how these can support a high-performance culture within Whirlpool, making this report a valuable resource for understanding and improving HR practices.

Developing Individual, Teams and Organizations in Whirlpool

Table of Contents
Introduction......................................................................................................................................................3
1 Appropriate and professional knowledge, skills and behaviors that are required by HR professionals in Whirlpool ..............................................3
2. Analyze a completed personal skills audit to identify knowledge, skills and behaviors and develop a professional development plan for a given
job role at Whirlpool.........................................................................................................................................5
3. Differences between organizational and individual learning, training and development with reference to the case study at Whirlpool...............7
4. Analyze the need for continuous learning and professional development to drive sustainable business performance with reference to the case
study at Whirlpool. ..........................................................................................................................................8
5. Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within the organizational situation
at Whirpool.......................................................................................................................................................9
P6 Evaluate different approaches to performance management and demonstrate with specific examples how they can support high-
performance culture and commitment at Whirlpool.....................................................................................10
Conclusion ....................................................................................................................................................13
References......................................................................................................................................................14

Introduction
Individual development is the technique by which employees focus on improving the skill set, developing life goals and also
enhancing the overall potential of the person. This starts with self-discovery which then increases awareness about employee behavior
and also brings in a positive change (Ng and Ng, 2017). The individual development then aids in team as well as organizational
development where the person is working. The present study has thus laid emphasis on Whirlpool organization which as America
based MNC that is involved in manufacturing as well as marketing of home appliances. As per the case study, it is focusing on
developing and sustaining high-performance culture thorough performance management, collaborative working and communication.
Focus is thus given on assessing the skill set, knowledge and behavioral traits of HR professionals and formulating a personal audit as
well as personal development plan on the basis of the skill set.
1 Appropriate and professional knowledge, skills and behaviors that are required by HR professionals in Whirlpool
The HR professionals within whirlpool are required to have many kinds of knowledge, skills and behaviors so as to attain the
aims and objectives of the firm.
Knowledge –The HR professionals must have a degree in Hr., business administration or similar such fields. He should also be
aware about employee/labor laws and regulations; compensation and development activities for them. Courses done in accounting,
statistics and IT can act as an added advantage. Training sessions done in workforce planning; labor relations; employee/employer
relationships can also be advantageous (Groen, Wouters and Wilderom, 2017). Most importantly he must have awareness about the
overall concept of high-performance work culture so that the same principle can be imbibed in the employees as well. Other than that,
he should also be aware about basic terms such as collaboration; Shared Commitment and accountability; Transparent
Communication; Mutual Respect and Solidarity; constructive conflict etc. which are to be attended by the company in a span of 6
months (Shuck and et.al., 2014).

Skills -The very first skill is of communication by which the Hr. team is required to inform the employees about the
organizational and strategic changes that are going on within the company. This is most likely to make the process a transparent one
and assist in attaining the aims and objectives with respect to restructuring. If the employees have awareness about the ongoing
changes, final goals etc. then they can provide full support to Whirlpool management. . Focus should thus be given on written as well
as oral skill set so that the Hr. appears caring, convincing as well as believable to the employees. The Hr. professionals are required to
develop a skill set of team work and collaboration so that the same skills can be maintained in the employees as well. There is further
a need to focus on conflict avoidance in the organization which is likely to occur in the organization due to the changes (Laschinger
and Read, 2017). The focus on this skill set is all the more important as Constructive Conflict is among the five core dimensions
meant for exceptional performance. The skill set of time management is also essential so that the process of restructuring can be done
in a scheduled manner. Most importantly, the HR is required to work on their planning skill set to aid in the process of restructuring,
policy planning’s etc. This also involves for working in an organized manner through the restructuring process (Strauss, Parker and
O'Shea, 2017). This is as adhering with an orderly approach is most likely to aid in proper workforce management, personal
effectiveness among others. As per the present case study, the Hr. professionals at Whirlpool are further required to develop a skill set
related to multitasking. This is a requirement as many goals and objectives are to be achieved by the firm in a relatively short span of
time. These are in form of the five core dimensions; high performance work culture and maintaining the norms of creativity and
innovation at the same time.
Behavior- In order to develop a work culture of high performance in Whirlpool, the Hr. manager must possess a sound level of
emotional quotient so that they can assess what motivates ND demotivates the employees. This will help in formulating the strategies
accordingly (Tripathi and Ghosh, 2017). Moreover as the company working is based on the principle of creativity and innovation
hence the need is that they should have a knack of curiosity with the help of which novel solutions can be developed for the orlbems
faced by the employees. Other than this, they must also be involved in leading rather than managing the employees. When only the
five core dimensions set by the company can be met.

2. Analyze a completed personal skills audit to identify knowledge, skills and behaviors and develop a professional
development plan for a given job role at Whirlpool.
As an HR consultant of Whirlpool Company my personal skill audit is as follows. As per the column meant for confidence 1
stands for highly confident while 5 is for no confidence.
Skill Summary Confidence/
competence
Oral communication I am able to summarize as well as
communicate information to my colleagues,
employees and management. But still I am
required to get well versed in that.
3
Written
communication
I am not so good in my written communication
skills especially in English language due to my
French background. I am thus required to
develop this skill set.
5
Time management I am not as good in time management due to
the presence of extreme work load on me as an
HR consultant of Whirlpool. I often miss
deadlines and hence require the help of
management in this.
4
Problem solving I am able to provide logical, constructive as
well as realistic solutions to the issues faced by
the employees. s per my understanding I take
constructive steps for conflict resolution which
is beneficial to all
1
Team work I am able to work effectively as a team
member in order to attain the goals of
company
4
Leadership skills I consider myself good in leading skills but
require an increased focus on the same.
3

Professional development plan
As per the above mentioned personal skill audit there is a need to develop the skill set in which I lag behind. Hence a
professional development plan has been made to assist in the process. The plan is as follows;
Skill set Current proficiency Target proficiency Steps to take Time
scale
Criteria to judge
success
Communicatio
n
Not so good in language skills
in English
Required to get a
good grasp over
English language
both in oral and
written format
Attend English language tutorials in
person and online basis.
Read books in English
Practice English language by creating
mails.
Talking with colleagues and friends in
English (Muratbekova-Touron and
Galindo, 2018).
6 months Appreciation by
supervisor.
Good grades in tutorial
classes.
A feeling of increased
confidence in myself.
Positive feedback from
friends and colleagues.
Time
management
Often miss urgent deadlines Require to
complete my work
before time.
Talk to my supervisor regarding this
issue.
Asking him to provide me with a helping
hand.
Avoid unnecessary distractions such as
phone calls and Whatsapp (Solnet, Kralj
and Baum, 2015).
Working on urgent and tough work
before.
Distributing work in my team members.
1 month Ease in reaching the
deadlines.
Feeling of less stress
within office premises.
Increase in my overall
performance.
Leadership
skills
Good in leading my team
members but need a little
more improvement in it.
Be recognized as a
good leader within
Whirlpool
Adhering to leadership styles adopted by
prominent leaders in the world.
Watching to videos on leadership styles
adopted by them.
Understanding the needs of the
employees by developing a good
emotional quotient (EQ).
3 months Satisfaction of my team
members in me as a
leader.
Increased confidence in
myself.
Overall enhancement in
the performance.

3. Differences between organizational and individual learning, training and development with reference to the case study at
Whirlpool.
Individual learning is the capacity by which a person is able to build knowledge through reflection and experience in the light
of interaction done with others and the environment. On the other hand, organizational learning is concerned with developing the new
knowledge as well as insights that have a potential to bring a change in employee behavior ( Individual and Organizational Learning,
2018). As per the concept of individual learning, the employees in Whirlpool are required to learn by themselves which can be inform
of solving case studies, involving in discussions, attending seminars, surfing and learning through net among others. The need here is
that the employees at Whirlpool should reduce their overall dependency on the organization for fulfilling their learning needs. This is
also a key requirement of high performance work culture which is to be adopted by Whirlpool. Hence, they must develop a knack for
developing their own skill set and should always be ready to try out new areas of working. The learning should be such that it is able
to bring a change in their overall behavioural traits which not only increases their own performance but also of the entire organization.
On the other hand, as per the concept of organizational learning, the management staff must embed new learning’s into overall
patterns of whirlpool by providing necessary resources and training session to the employees (Mathieu and et.al., 2014). Hence the
management at Whirlpool must focus on a set of activities such systematic problem solving, quick transfer of knowledge, allowing the
employees to carry out experimentation with new approaches among others. Overall focus of the management should be on creation of
the systems and processes that support the activities and integrate them into daily operations so as to manage the learning process in an
effective manner,
Both the above mentioned forms of learning are required in order to become a high performance firm. The management at
Whirlpool is further required to understand that both the forms of learning are a part of a cycle as when employees in the company
will learn then it will impact the process of organizational learning as well.
Training has been defined as a learning approach where employees get a chance to develop the necessary skill set, competence
as well as knowledge that is required in a current job. On the other hand development is an educational approach which focuses on the

overall development of employees. Both forms of learning are being training and development are required to be imparted to the
employees of Whirlpool (Tu, Lu and Yu, 2017). In this regard, the employees can be imparted training in specific work or job roles
such as working on a new software; tools of quality management; to train HR on how an interview is to be taken. While development
activities can be done to enhance general skill set such as leadership; upcoming career roles and developing the employees on future
possibilities within Whirlpool and elsewhere. In the present times, Whirlpool has focused on many development activities for its
workforce such as starting programs related to leadership and talent development. The Leadership Development Program for instance
focuses on placing the young employees on challenging job roles which helps to develop and drive differentiated results followed by
giving them a chance by which they can make a huge impact on the work and community (Ng and Ng, 2017). Similarly in the area of
training sessions, the company has focused on starting sessions that are there to build the cutting-edge skills of the employees (Killam,
2013). From the above example it can be said that training sessions given to employee at Whirlpool are job oriented while the
development is career oriented.
4. Analyze the need for continuous learning and professional development to drive sustainable business performance with
reference to the case study at Whirlpool.
Continuous learning is all about the overall ability of an employee to develop as well as improvise his skill set and knowledge
so that there can be an effective adaptation to change as and when it happens. In the same lines, professional development has been
defined as process by which abilities of staff members are increased via education, training or just by watching the work done by other
employees (Mooney and Burdon, 2017). It is very essential to imbibe the process of continuous learning and professional development
within Whirlpool so as to drive sustainable business performance. These strategies are not only advantageous to the employees but
also be Whirlpool as they aid in increasing the overall learning curve. The employees thus become more productive and deliver
increased organizational performance. The staff member works with increase contenment and the same kind of atmosphere can then
be spread to entire organization as well. This further may bring a reduction in overall employee turnover and lead to increased

retention (Groen, Wouters and Wilderom, 2017). It also ensures that skill set of employees at Whirlpool are in par with the top most
standards set by the industry. The level of knowledge is also relevant and up-to-date by which meaningful contribution can be done to
the company as well as the community. Most importantly, it ensures that the employees are served in the best possible manner which
increases the long term suitability of the organization.
5. Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within the
organizational situation at Whirpool
The UK commission meant for employment and skills has defined high performance working (HPW) as a technique that assists
in managing the company and involving the staff in the best possible manner. It further lays emphasis on making them work in a
committed manner so that the goal of high performance can be attained. The concept of HPW within Whirlpool has thus aided in
employee engagement and competitive advantage (Ramesh and Ravi, 2017). The case study has revealed that in order to bring HPW
in the organization, the management had a well formulated strategic plan which was executed as per the planned manner and results
were also generated in a span of just 6 months. This was all made possible on account of the engaged employees and commitment
shown by them towards the work practices. This further aided in gaining a competitive advantage over the rival firm as the company
was able to come out of the critical situation and also delivered high performance in a short span of time.
Whirlpool company engage its staff members so that they can perform in a better manner and also focus towards attaining
specific aims and objectives. In context to this, manager of Whirlpool company use different ways to engage employees which are
mention below:
Teamwork approach- Under this, leader use this approach in order to enhance involvement of staff members in activities.
Leader motivate employees that they can work in a team with out arising any conflict.

Reward System – Rewarding and Recognizing the staff through other avenues is often far more effective solution. A reward
system, personal thank you, or internal announcement on intranet strikes, a personal chord that makes employees feel valued. In turn,
this will improve employee engagement and happiness. Whirlpool manager can reward their companies employees.
Delegation of Roles and Responsibilities - Delegating includes working with an employee to achieve goals, granting them
sufficient authority and responsibility to attain the goals. Whirlpool company can often give their employees substantial freedom in
deciding how the goals will be reached, and assessing the quality of their effort and accomplishment of the goals.
P6 Evaluate different approaches to performance management and demonstrate with specific examples how they can support
high-performance culture and commitment at Whirlpool.
There is a presence of different approaches by which overall performance of the employees can be increased and a high-
performance culture and commitment can be attained. One such is collaborate working where employees are required to lay emphasis
on team working; consensus and decision-making so as to generate the desired results. Other than this, Attribute approach is also there
for performance management where the attributes of staff such as skills, ideas and attitude that are needed are identified and overall
work in then measured against that attribute. This helps in finding out what skill or knowledge is required by the employee to attain
good performance (Ng and Ng, 2017). The management can then train the employee in that direction. For example, if the employee
lacks in leadership skills then management can provide small leadership roles to the employee so as to increase his confidence of
leading a team. Then there is also a presence of comparative approach where performance of employee is measured against that of
others. For example, a comparison of HR team can be made on attributes such as oral and written communication; time management;
organizing etc. The generated results can assist the management in providing employees with valuable feedback about overall
performance and skill set to be improved by them (Groen, Wouters and Wilderom, 2017). This strategy also ensures that proper
rewards can be given to the top performers and training can be provided to others who are not as per the set standard. There are
various approaches of performance management some of them are mentioned below:

Behavioral approach- This approach refers to the working patterns according to the nature of the worker and employees. In
the organization, the manager of the firm can easily monitor the difference between their effectual and weak personals. This approach
is a rating scale and the manger of the form analyses the performance of the work according to the behavior of the employees and
differentiating the ability of employees effectively through this process. In it the manager use BARS and BOS techniques. For
example, if Whirlpool apply such approach in their business then they can easily knows about behavior of employees regarding work
performance. According to behavior of staff, respective organization can provide guideline and help to perform better and achieve
high performance and commitment towards given work.
Result approach- It is a simple and straight forward concept in which the company rate employees on the basis of their
performance results. The importance of this approach is that it converts strategy in to operations with a more holistic view. Here, two
techniques are used such as Balance Scorecard and Productivity Measurement and Evaluation System (ProMES. In balanced
scorecard it has four perspectives such as customer, growth & learning, financial and internal & operation. ProMES is effective
techniques which helps in motivating staff for productivity enhancement and feedback measuring. For example, Whirlpool can use
such approach and rate their employees on achieve results. This helps in creating motivation and encouragement to employees to give
their best and stick towards their commitment and perform high for effective results.
Quality approach- it is another approach of performance management, this approach focus on making improvement on
customer satisfaction by resolving and decreasing errors and issues and attaining continuous service improvisation. This approach
majorly focus on the continuous improvement of the business. This approach helps in assessment of system and employee,
considering both internal and external factors. It also assist in solving problems and using multiple sources for evaluating
performance. For instance, this approach mainly focus on satisfaction of consumers through provide goods and services along with
service their issues. As Whirlpool is large organization which requires quality approach for customer for good performance and
achieving high commitment for business which helps in success and growth of firm.

Attribute approach- In this system, the manger analyses the performance of the employees on the basis of graphic rating
scale and mixed rating scale on the basis of high, medium and low parameters and providing rating in numeric like 1, 2, 3, etc. They
are rated on set parameters such as innovation, teamwork, communication, creativity, judgment, problem solving skills and others. For
example, Whirlpool use such approach in order to know about qualities and characteristics of their working force and rate them
accordingly. They also focus on providing training and development for them so that they can improve themselves. This leads in high
performance and commitment towards goals and objectives of business.
Comparative approach- This approach is used for ranking performance of employees with respect to others. They are ranked
based on high to low performance. Under this approach, different techniques are used such as paired comparison, forced distribution,
graphic rating scale and others. For example, it is very important for respective organization to use such approach to make their
employees more better and effective for work performance. As comparison helps them to know where they stand and which areas they
need to improve them for high performance and achievement of goals and objectives. This also help them to analyze their own
strength and weaknesses.
Collaborative Working approach- It is the approach where all people collectively work for solving issues arise in
organization. As each of them present their own opinions and views regarding solving problem arise in business. This can help in
better achievement of goal and objectives of Whirlpool. For instance, the respective organization requires such approach in business in
order to work collectively for effective and efficient outcome in competitive market. As this can help employees to learn more and
solve issues and problems arise in corporate.
Therefore, after analyzing various types of approaches, it can be concluded that Whirlpool should adopt collaborative working
approach as various problems and issues arise in business which requires opinion, views from different person in order to solve issues.
Therefore, this approach is best suitable for respective organization for achievement of goals and achievement along with their
achieving commitment of business.