Analysis of HR Skills, Learning, and Organizational Development Report

This report analyzes the essential professional knowledge, skills, and behaviors required of HR professionals within the context of a company undergoing restructuring, specifically Whirlpool. It explores the distinctions between organizational and individual learning, as well as training and development, emphasizing the necessity of continuous learning and professional development to drive sustainable business performance. The report examines the contribution of High-Performance Work (HPW) to employee engagement and competitive advantage, alongside an overview of various performance management approaches. The assignment also includes a personal skills audit, identifying strengths and weaknesses, and a corresponding development plan aimed at enhancing skills like coordination, team management, and leadership. The report ultimately highlights the importance of these factors in fostering a high-performing workforce and achieving organizational goals, particularly during periods of change.

Developing Individuals,
Teams and
Organizations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Professional knowledge, skills and behavior required by HR professionals.........................3
P2. Personal skills audit to identify appropriate knowledge, skills and behaviors .....................5
TASK 2............................................................................................................................................7
P3. Difference between organizational learning and individual learning and training and
development.................................................................................................................................7
P4.Analyse the need for continuous learning and professional development to drive
sustainable business performance................................................................................................8
TASK 3............................................................................................................................................9
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation................................................9
P6. Different types of performance management approach.......................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The high performing teams are backbone of every big organization. It is enabled by the
individuals within that team. An organization is comprises of individuals. The individuals of
organization comes together to form an effective team. In this present assignment the company,
Whirlpool’s is selected. In this given case scenario Whirlpool’s has gone for restructuring in
North American Region. The professional knowledge, skills and behaviors which is required by
HR is being discussed. Beside this the difference between organizational and individual learning
and training and development is being explained. As to drive sustainable business performance
there is always need for continuous learning and professional development, which is also
explained under this report. The High Performance working is very helpful in taking competitive
advantage, is being discussed in report. Along with these various performances management
approaches has also been explained.
TASK 1
P1. Professional knowledge, skills and behavior required by HR professionals
Being a HR professional of Whirlpool’s one should have the professional knowledge,
skills and behavior. These are described as below:
Knowledge:
Knowledge refers to the familiarity or understanding of something like some facts and
figures, information which is gained through experience. It can be theoretical or practical
knowledge of any subject. Being an HR professional of Whirlpool’s, one should have possess
these knowledge which are discusses below:
Business knowledge:
Business knowledge refers to awareness about business of organization. The Whirlpool’s
is a big organization and do their business operations across the globe. So being an HR of
company, one must have information about the business of company. This helps human resource
to formulate plan and policies according to business nature (Anagnostopoulos and Shilbury,
2014).
Knowledge of International HRM:

Globalization is very important in today’s competitive world. The Whirlpool’s is also
operating its business activities internationally to sustain in competitive market. The HR
professional of company must have the knowledge about international human resource
management. The human resource of company can formulate plan and policies according to
international standards (Tabassi and Bakar, 2012).
Knowledge of Human resource policies:
The HR of company should posses’ knowledge of human resource related policies. So
one can apply that knowledge in company for smooth functioning of HR related activities.
Skills:
Skills are refers as competencies of an HR professional. It is the ability to do particular
task. The human resource of Whirlpool’s should have these skills, which are discussed as below:
Communication Skills:
This is a basic skill which everyone should posses. It is the act of conveying the message
from one person to other. Being an HR of Whirlpool’s, it is very important to have
communication skill to communicate with internal and external stakeholders.
Technological Skills:
Technology is making people life simple now days. The companies are using technology
to perform the various functional activities within the organization. Being an HR professional of
Whirlpool’s, one should have this skill. The companies use payroll software for monitoring
employees pay related activities. So HR should have some technical skill to understand and
adapt this software of company.
Strategic Thinking:
Being an Hr of Whirlpool’s, one must be able to make strategies for betterment of
company. As human resource of company formulates strategic plan and policies so HR should
have strategic thinking for this.
Behavior:
The behavior is attitude, the way in which one act or conduct oneself. The behavior of
HR depends on how, HR behave in organization. The behavior includes followings:
Ethical Behavior:
This refers to the following policies, procedures and good values. Ethical behavior
includes honesty, fairness, and equality etc. Being an HR of Whirlpool’s, one should follow

ethical code of conduct in organization. The HR must not share the plan and policies with other
company. This can leads to legal issues against human resource personnel.
Fairness:
The human resource management performs the function like recruitment and selection.
The HR of Whirlpool’s should take fair decision while recruiting employees for company. There
should not be any partiality while selecting employees (Succar and Williams, 2013).
P2. Personal skills audit to identify appropriate knowledge, skills and behaviors
Personal skill audit is essential for the better performance and development in the skills
of the person. It helps to analyze the strength and weakness of an individual and helps to develop
a healthy environment in the organization. It depends on the working environment and area of
business. Personal skill audit requires thinking about full list of skills which can be posses by the
person. Whirpool can use it in its company to improve the skills of its employees in its
organisation.
Rating for self skill
Skills Rating
Communication skills 9
Coordination 7
Team management 6
Leadership 7
Dedication 8
Communication skills:
I have good communication skill which is help me to deliver my message effectively to
others.
Coordination:
I am not that much good in coordination so i cannot able to effectively work in a group.
Team management:
I am not able to management the team because i do not have management skills.
Leadership:
I am not a effective leader because i am not able to lead and motivates the team members
(Rae and Wang, 2015).
Dedication:

I am very dedicated person because i am very committed towards my work and i want to
perform better to achieve the task which is given to me by the management.
Strength and weakness
Strength Weakness
I think i have excellent communication
skills because i can influence persons in a
positive way.
It’s my weakness that i cannot work
according to the requirements of team
management.
I am very dedicated towards my work
because of my commitment to perform
better.
I do not have coordination skills because i
cannot work in a team.
I do not have leadership kills because i am
not able to lead a team and motivates the
team members.
Personal development plan
Learning
objectives
Current
performance
Required
improvements
Performance
analysis
Time duration
Coordination
skills
I get to know
that through
skill audit that
my
coordination
skill is not
good.
Steps for
improvements:
Practice
Training
My performance
can be analysed
by the senior
manager.
5 months
Team
management
I am not able
to perform in a
team
Steps for
improvements:
Coordination
Manager will
measure my
performance.
4 months
Leadership
skills
I am not able
to lead a team
which shows
that i am not a
good leader
Steps for
improvements:
Training &
development
Communication
Human resource
manager measure
my performance
6 months

TASK 2
P3. Difference between organizational learning and individual learning and training and
development
Learning:
Learning is continuous process. It can be defined as a change in knowledge which occurs
due to experience. Learning includes gaining new facts, information, acquiring procedures and
skills. The changing environment drives need for learning and allows to apply new knowledge
and practices to initiate change (Nissen and Clarke, 2014).
Organizational Learning:
Organizational learning refers to the exchange of information among employees to
increase and create knowledgeable workforce. This helps in producing a flexible organization
where people accept the new ideas and changes through a shared vision. The organization
learning allows everyone to make contribute in decision making process. It has developed a new
methodology by which businesses facilitate collaboration within organization to concentrate
more on continuous improvements. This helps the Whirlpool’s to achieve their goals at the time
of restructuring. It has been analyzed that organizational learning is very helpful in development
of overall organization and enable to learn new skills and abilities.
Individual Learning:
The organization are comprises on individuals. As participation of employees in
organizational process is key source of individual learning. The need for individual learning
drives from needs and intention of an individual. The employees of Whirlpool’s identified need
of individual learning and company has also met their need. This learning helped employees to
sustain and perform at the time of restructuring. This has been analyzed that individual learning
enables an individual to learn new skills and competencies so that they can sustain in different
organisation situation and can give their best efforts.
Difference between Organization and Individual Learning:
Organizational Learning Individual Learning
It deals with overall need for change of
organization
It is related with personal development of
employees.
In this it develops a new methodology in
business
It makes changes in individual employees of
company.
This allows the employees to take
participation in decision making process.
With help of individual employees develop
new ideas and share with organizations.
Difference between training and development
Training:

Training is a organized process with help of this employees learn new skills. As to sustain
in this competitive environment it is important to learn and develop new capacity to take
competitive advantage. Training is helpful for new employees to do their job effectively and
correctly. It is an act of enhancing skills of employees to do a particular job. It is part of
induction process of companies. The employees of Whirlpool have also got the training to
complete their task on time with proper efficiency (Langkamp and Lane, 2012).
Development:
This is a function of human resource management, which helps employees to enhance
and develop their personal skills, knowledge and abilities. The development is related with
upgrading existing skills of employees so they can sustain in this dynamic environment. The
organizations should motivate its employees to take participate in employee development plan. It
helps an employee to get professional growth in their career. The Whirlpool’s keep organizing
these kinds of development activities for employees. It helps their employees to sustain in
adverse situation like restructuring (Erez and et. al., 2013).
Difference between training and development
Particular Training Development
Meaning It is process of learning by
which employees gets an
opportunity to develop new
skills
It is concerned with up
grading the existing skill of
employees.
Time Period Training is provided for short
time period.
Development is concerned
with long time period.
Focus This focus on employees
present.
This is concerned with future
of employees.
Aim The aim of training is related
with particular job
Its main aim is to provide
conceptual and general
knowledge to employees.
Objectives The main objective of training
is to improve the job related
performance of employees.
It prepare the employees to
face future challenges.
P4.Analyse the need for continuous learning and professional development to drive sustainable
business performance
There is need of continuous learning and professional development in the organisation so
that it can able to achieve its objectives. In dynamic working environment it is necessary so that
employees can perform better. Whirpool can use it for the development of its workers so that
productivity can be improves. Organisation can use various methods for continuous learning and
professional development which are such as follows:
Training and development:

Training and development is very important to improve the skills of the employees so
that they can work effectively. HR consult of Whirpool can provide proper training to the
employees so that their skills can be developed and they can perform better as per the needs of
organisation. Continuous learning helps them to work effectively and efficiently and its develops
the confidence in the employees (Dixon-Woods and et. al., 2014).
Coordination:
Coordination is very important in the organisation so that company can achieve its
objectives. For the professional development it is essential so that work can be done on
appropriate time. HR consultant of Whirpool can improves coordination between all members of
its organisation which is a sign of professional development. It can help the company to
improves its productivity and perform its task efficiently and effectively to achieve the
organisational objectives (Carrillo and Fuller, 2013).
Communication:
Communication is essential to perform the task and duties effectively and its helps the
employees to work smoothly and efficiently. HR consultant of Whirpool can improve the
communication between all departments so that organisational objectives can be achieved and it
helps in professional development of employees.
Increased loyalty from one’s employees:
Continuous learning and professional development can help to feel workers happy from
its job when management care about their success and goals. HR consultant of Whirpool can
motivate its employees by making friendly relationship and participates in the success of its
workers when they perform better and achieve their goals.
Helping the employees:
Professional development and continuous learning helps the employees to perform better.
HR manager of whirlpool can help its workers by participating in their work so that staffs can
feel motivated and comfortable. It helps to improve the productivity and efficiency of the
employees.
Barrier to continuous professional development
There can be various barriers to continuous development like lack of communication in
organization, lack of understanding, lack of clarity around goals, fear of being wrong,
unsupportive environment etc. are major barriers for the continuous professional development.

TASK 3
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
High performance working system can be used by the management of the organisation to
create a healthy working environment where employees have greater involvement and
responsibility (Bolden, 2016). It is a management tool which is used to improve knowledge,
skills and commitment. Whirpool can use HPW to maximise the performance of its workers so
that productivity can be enhanced. There are various ways in which it contributes to the
employees engagement and competitive advantage which are as follows:
Transparent Communication:
Transparent communication is needed in the organisation for the effective and smooth
work. HR consult of Whirpool can make transparent communication with its employees so that
proper information can be communicated to all workers. If all staffs have appropriate
information then work can be done as per the need of the company. It employees perform
according to the need of organisation than it is able to achieve sustainable success.
Constructive Conflict:
Conflicts are the main reasons which can hamper the performance of the organisation and
than it can not able to achieve success. HR consultant of Whirpool can solve the conflicts which
can be arises from its employees. It can be related to the working place or management. If
organisation is able to solve the issues in the company than it will perform better because their
willingness towards works can increase. If staff shows its willingness than they can perform
better and it helps to improve the productivity also.
Mutual respect:
Mutual respect is important for the better results and effective performance of the
employees. It helps to develop the confidence and faith in the employees.HR consultant of
Whirpool should respect the advice of its employees in the decision making process and it helps
to develops the confidence in the workers that management is giving importance to their advice
and suggestion. It helps to improve the performance of the staffs because decisions are made
according to their needs and demand.
Shared Commitment to the Company Vision and Extraordinary Goals:
It is important for the company that its employees are committed towards the vision of
company. Employees of Whirpool are very dedicated and committed toward the goal and vision
of the organisation. They work effectively and efficiently so that performance can be improved

and it leads to leads to the productivity. It helps to the organisation to achieve the sustainable
success and growth (Blandford, 2012).
P6. Different types of performance management approach
Performance management refers to the analysis of employees, giving them valuable
feedback and creating positive effect on their future performance. The measurement of
employees’ performance is most important activity of every organization. This shows that how
much contribution is made by employees in business growth. The performance of employees
depends on number of factors like on their work profile, company working policies,
compensation and technology. All these factors can increase or decrease the work performance
of employees. There are different kinds of approaches of performance management which can be
used by Whirlpool’s to measure performance of their employees (Performance management.
2018). These are as follows:
Collaborative Approach:
The collaborative approach refers to comparing and ranking employee’s performance
with respect to other employee of group. The employees are ranked highest to lowest according
to their performance. There are different techniques for collaborative approach is used like
forced distribution, paired comparison and graphic rating scale. This techniques support high
performance culture in Whirlpool’s as they are compare with other employees so it motivate
them to give their best performance to achieve the goal of company (Belbin, 2012).
Attribute approach:
In this approach, employees are rated on basis of their attributes like problem solving
skills, teamwork, creativity and innovation. The graphic rating scale gives rating to employees on
a scale of 1 to 5. It works as lowest to highest. As most of organizations consider this approach
due to its simplicity. This supports high performance working culture in Whirlpool’s as
employees are being given rating on basis of their performance so every employees wants to
perform best. And employees will also use their skills while performing.
Behavioral Approach:
This is one of the old techniques of performance measurement. This approach consists of
a series of vertical scales for various jobs. It can be done by using of Behaviorally Anchored
Rating Scales. The BARS consist of 5 to 10 vertical scales. These are based on parameter which
called anchors. This will provide more specific description about employees performance to
Whirlpool’s.
Result Approach:
It is a simple and straight forward approach which rates the employees on their
performance. This used the Balance Scorecard technique to measure the performance of

employees. This tool mainly focuses on financial, customer, operation and learning and growth
of employees. The other technique which can be used in this is Productivity Measurement an
Evaluation System. It supports high performance working culture in Whirlpool’s as it motivates
employees to enhance productivity and achieve organization goals.
Quality Approach:
Quality Approach main focus is providing quality services to customers and improves the
customer satisfaction by minimizing errors. In this approach employer takes regular feedbacks
from employees managers, peers and clients. This mainly focuses on use of Kaizen process of
continuous improvement. The Whirlpool’s often takes the feedbacks from its customers and
according to that measure performance of employees.
CONCLUSION
In the conclusion it can be said that HR professional requires knowledge, skills and
behavior in order to sustain in this competitive market. The individual and organizational
learning plays an important role to improve the performance of employees. As training and
development is very important part of human resource management. The organizations should
provide the proper training and development to its employees in order to perform their task
effectively. To drive a sustainable business performance the continuous learning and professional
development of employees is very important. The high performance working contributes to
employee engagement and to take competitive advantage. As there are various performance
management approaches which is used by companies to measure performance of employees.

REFERENCES
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Online
Performance management. 2018. [Online]. Available Through:
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