HR Manager's Role in Developing Teams and Organisations at Whirlpool

This report examines the crucial role of HR managers at Whirlpool in fostering employee development, team building, and organizational success. It begins by identifying the essential traits and skills required for an effective HR manager, including communication, time management, and problem-solving abilities. The report then conducts a skill audit, assessing the strengths, weaknesses, opportunities, and threats (SWOT) faced by HR managers. It further explores the differences between individual and organizational learning, emphasizing the importance of continuous professional development for improved business performance. The report highlights the contributions of High-Performance Working (HPW) to employee engagement and competitive advantage. Finally, it discusses different approaches to performance management within the context of Whirlpool. The report provides a comprehensive overview of HR practices, offering insights into how HR managers can drive organizational effectiveness and employee satisfaction at Whirlpool.

Developing Individuals,
Teams and Organisations

Table of Contents
Developing Individuals, Teams and Organisations.........................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
LO1.............................................................................................................................................1
P1: Traits of a HR Manager at Whirlpool...................................................................................1
P2: Skill Audit of HR manager at Whirlpool..............................................................................2
TASK 2............................................................................................................................................4
LO2.............................................................................................................................................4
P3: Difference in organisational & individual learning at Whirlpool.........................................4
P4: Need of continuous learning & professional development for better business performance
.....................................................................................................................................................5
TASK 3:...........................................................................................................................................6
LO3.............................................................................................................................................6
P5: HPW contribution to employee engagement & competitive advantage at Whirlpool..........6
Task 4...............................................................................................................................................7
LO4.............................................................................................................................................7
P6: different approaches of performance management...............................................................7
Conclusion:.................................................................................................................................8
References:.......................................................................................................................................9
Books & Journals:......................................................................................................................9

INTRODUCTION
Teams plays an important role in the development of the company. A better team will do
the job in a much better & systematic way to meet the company's targeted goals. As teams
comprises many individual employees working together, their efficient management is necessary
to meet the requirements of the company which is met by High performance Working(HPW).
The managers will see through the processes & factors to ensure HPW (Bolman and Deal, 2017).
The company chosen is Whirlpool which is a multinational brand in electronics sector. In this
report we will include that how HR managers look after the employees to motivate them for
HPW. Besides this, they will also see the training process to be followed at the company.
TASK 1
LO1
P1: Traits of a HR Manager at Whirlpool.
For a better management of the Whirlpool, the HR manager at Whirlpool will have
certain traits which will help them to perform their jobs efficiently. These, traits will help them to
connect them with their subordinate employees, employees of other departments & the
management officials (Herrmann and Herrmann-Nehdi, 2015). The skills which are required by
the HR manager at Whirlpool will be:
 Communication skills: The HR will have a strong interpersonal communication skills
which will help the managers to build a better bond with their employees. Also, well
communication will equip better conveying of message so that it motivates the employees
to work efficiently.
 Time Management Skills: From the analysis of the case study, it was identified that HR
professionals at Whirlpool are not efficient enough to conduct meetings timely. Thus, it is
very important for the managers to have time management skills in order to allocate and
schedule each and every activity timely and efficiently.
 Problem Solving Skills: Problem solving requires two distinct types of mental skill,
analytical and creative. Analytical or logical thinking includes skills such as ordering,
comparing, contrasting, evaluating and selecting. Thus, HR professionals at Whirlpool
must have adequate problem solving skills in order to cope up with complex problems.
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 Team Building Skills: After analysing the case study of Whirlpool, it was identified that
there is lack of team work in the organisation. Thus, HR professionals must possess team
building skills in order to coordinate everyone efficiently.
 Interpersonal Skills: Interpersonal skills, also known as people skills, are related to the
way you communicate and interact with people. When employers are hiring,
interpersonal skills are one of the top criteria used to evaluate candidates. Thus, the HR
professionals must have interpersonal skills in order to generate harmony in the
organisation.
 Excellent judgemental skills: The HR manager at Whirlpool will be having a better
judgemental skills. This will help the manager to decide the policies which will be
beneficial for the company.
 Ethical skills: The HR manager at Whirlpool should have a good ethics like sensibility,
honesty & dedication which will motivates its subordinate to perform well & work with
keeping in mind these qualities.
 Negotiation skills: This is the most important skill for a HR manager as he has to
manage all employees & any issue may lead to unnecessary arguments or conflicts,
which may affect the productivity of the Whirlpool. In such case, HR manager should
have a better negotiation skills to manage such conditions.
 Multitasking: the HR should have a better multitasking skills as he will have multiple
roles & jobs to perform at Whirlpool. Multitasking will help the HR Manager to do their
tasks efficiently.
 Excellent Management Skills: The HR should have a better management skills to
manage the time, resources & employees in a very efficient manner to maintain the
productivity at Whirlpool.
The following will be the roles followed by the HR managers
 Recruitment: The HR Manager will look after the recruitment process at Whirlpool to
employ the best work force that will meet the goal requirement of the company. They
will conduct interview's & screening of the employees.
 Training: The role of HR manager at Whirlpool is to provide adequate training to the
employees. It was identified that the employees were not competent enough. Thus,
effective training must be provided to the employees in order to raise their skills,
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competencies and knowledge level. It is the duty of HR manager of the organisation to
provide them effective training time to time.
 Maintaining of employee relations: The HR managers at Whirlpool will look after that
the company is having a better employee-company relationship. The managers will act
as an intermediate between the employees & the company (Rock, 2014).
 Providing of appraisals: The HR manager will look after the processes of employees
work assessment & will provide the incentives or appraisals accordingly to the
employees of Whirlpool.
 Deciding policies: The HR managers will assess the environment & based on this
assessment, will decide the employee benefit policies to improve work condition &
environment for the employees.
The various task that is been implemented for the better handling of better understanding
of skills et will involve the recruitment, training, screening and role allocation that helps in better
management of wide range of business operations. Besides this, it helps in effective assessment
of skill set and knowledge gained by an individual or a team. This will help in better
development of professional qualities and management of work functions.
P2: Skill Audit of HR manager at Whirlpool.
The detailed skill audit a HR manager at Whirlpool will include a detailed assessment of
its qualities & roles that he will have in the company. It will also help the HR manager to
develop his knowledge as well as to get familiar with the work conditions & the job requirements
(Ford, 2014.). The HR manager at Whirlpool will have the following qualities which will affect
the work at Whirlpool:
Job Profile: Human Resource Manager
 Qualities required:
1. The HR manager should have a better Communication & Interpersonal skills which will
help the HR Manager to develop a better relationship with its employees as well as the
company.
2. Also, the HR Manager should have a better management skills to manage the time &
resources provided them to achieve a targeted goals as well as the quality standards
decided.
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3. The HR manager should be rich in the knowledge & skill set to manage various types of
employees efficiently to keep a check on the productivity of the employees at Whirlpool.
4. Should be able to work in team & motivates every employee to work with determination,
dedication, hard work & commitment towards Whirlpool (Woodcock, 2017). Also, he
should not be biased towards a particular employee & treat everyone alike in a good way.
 Roles Played: The HR manager will be the recruiting & managing the employees, will
become a communication provider, resource manager & look after the following of
employee betterment policies for the benefit of the employees.
SWOT of HR Manager
 Strength: The internal factors of Whirlpool will be the factors affecting the strengths of a
HR manager. The HR manager has the strength of managing executive relationships &
promotion of better HR policies.
 Weakness: As HR manager has to manage the work of the employees & its subordinates,
he should possess a well backed experience to manage the work force for better
productivity & efficiency. If HR managers fails to handle its employees, it will have a
negative impact on Whirlpool.
 Opportunities: The opportunities for an HR Manager is enormous as he can work for
better employee policies, improve work conditions, motivates employees to work more
for better productivity & increase work force growth, both in quantity & quality (Ford,
2014).
 Threats: HR manager has to face many threats that can affect the Whirlpool, too. As HR
Department doesn't provide any revenue, it has to seek investments & sanctioning of
budgets. Besides, any internal or external factor that can have a negative impact on
management of Whirlpool has to faced by the HR manager too.
Activities Measures taken Time required Time taken
Improvement of soft
skills.
Attaining various work
shops and seminars.
1 week 1-2 weeks
Enhancing IT Skills Getting training
related to IT
1 Month 1 Month
Increasing Attaining various work 4-5 Days 1 week
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communication skills. shops and seminars.
From the above activities and measures that are been taken to improve the skills, I have
learned a great deal of skills that have helped me to have a better handling of business operations
that have helped to improve my efficiency and meet the operational requirements of user in
much effective and significant manner. Besides this, the assessment approach helped me to
identify my strength and weaknesses to tackle the available threats and opportunities.
TASK 2
LO2
P3: Difference in organisational & individual learning at Whirlpool.
The Learning or training process is a measure that is adopted by company's to enhance
the performance level of their employees to meet the ongoing market trends. Also, training
sessions provided to the employees at Whirlpool will improve their confidence level & self
esteem. Trainings & development programs can be handled either for an individual as well as on
a departmental or organisational level (Goodwin and et.al., 2014). The differences between the
individual & organisational training & development processes is:
Individual training Organisational training
In this, the training is been provided to an
individual employee regarding the work.
In this, the training or development process is
held for a group or an organisation.
All the focus in these approach is been laid on
the individual development at Whirlpool.
All the focus is laid on team learning & better
team development at Whirlpool.
It will improve the working ability of an
individual employee at the Whirlpool.
It will lead to the working enhancement &
betterment of whole group or departmental
team at Whirlpool.
It will increase the work knowledge of an
individual employee of a department at
Whirlpool.
It will improve the working capacity & team
work of an all over team or departmental level
at Whirlpool.
Individual training is quite economic & time
extensive process to be followed at Whirlpool.
Organisational trainings are quite expensive as
it requires special setup & trainers to conduct
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training sessions at an organisation like
Whirlpool.
Besides this, the employees work in a very positive environment after the organisational
trainings as this sort of trainings give them a better exposure to team work & coordination &
improves their interpersonal interaction skills & helps them to adopt a problem solving attitude
(Levi, 2015). This will not only improve the over all productivity & profitability of the employee
but also improves the market presence of the Whirlpool. It will build a better employee-company
relationship which is required to sustain a better market position as compare to the competitors
of Whirlpool. The employees will do their best to give out suitable output & make themselves
worth appraisals & rewards. Besides this, the training will improve the employee's exposure to
outside market trends, perform a self assessment & put suitable efforts to meet the changing &
growing market trends. The company's like Whirlpool will also learn about the better work
cultures & environment to provide to its employees (Wates, 2014). It will improve Whirlpool’s
goodwill in the market & will help the company to achieve its market goals decided by the
management. The Individual training will help in better assessment of the single employee to
improve its work capability & knowledge while organisational trainings give a better exposure to
the market trends, building a better team work & increasing over all performance of the
department as a whole unit. Regardless, both, individual & organisational training approaches
lead to better performance of the Whirlpool.
P4: Need of continuous learning & professional development for better business performance
The approach of continuous learning & professional development helps an organisation
like Whirlpool to have a better & consistent business development. It will improve the work
productivity of the work & also the market share of the Whirlpool. This approach will ensure
that the employees from UK working at Whirlpool have a better exposure to global market &
achieve its targeted goals in a better way. Besides this, the need of continuous learning &
professional development of employees from UK will give them a better chance to improve their
performance & do a better work assessment to analyse their growth in an organisation.
The need of continuous learning for the employees of UK working at Whirlpool is
important because it gives the employees a better chance to improve their personal level
knowledge about the changing trends related to their work. It gives them a better opportunity to
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perform well, increase their confidence level & increase their motivational status to do their job
with more hard work, dedication & commitment. Also, this approach helps the employees to
keep a pace up with the changing market trends (Senge, 2014). Besides this, it will also improve
the work quality by an employee as with the advance knowledge, the employee will work more
efficiently which will improve the overall productivity of the Whirlpool at UK. Also, continuous
learning will enable the employees of UK at Whirlpool to come up with some innovative ideas to
meet the requirements of the market.
The professional development of the employees of UK working at Whirlpool will help
the employees to develop their skill set which will help the employees to work in a better way in
better condition. On the other hand, this will also help the Whirlpool to develop a better
employee benefit strategy that will improve the work environment for the employees. The
professional development will also help the employees to develop a better skill set or improve
them to meet any sort of professional challenges that occurs due to change in trends from time to
time in the market. It will improve the overall personality of the employee & also provide the
company with an assessment of the professional & personal traits of the employees (Goodwin
and et.al., 2014). This will improve the employee-company relationship which helps the
Whirlpool to perform better in UK market & also gain a good brand image among the local
people & employees of UK working for Whirlpool. Besides this, it will provide the employees a
better chance to mingle up in the company, build a better team spirit & coordination & remove
any sort of interpersonal or interdepartmental glitches or conflicts that may occur on the
management level at Whirlpool in UK.
Learning is the process of gaining the knowledge and skills set to increase the efficiency
and meeting the various requirements. The approach of continuous learning will help a lot in the
development of the skills sets of the individual to carry the operations in UK. Theories like
Morrow's change theory etc can be used to have a better understanding of the continuous
learning process.
The core difference between training and learning is that training is externally given to
have improvement in knowledge and skill sets, while, development is the change from the
training, comes from within the individual employee at Whirlpool.
The educational theories like Cognitivism, Constructivism and Transformative theories
help in better management of the learning and training process at Whirlpool. It will help in better
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construction of learning measures and improve the working of an individual employee to
improve his/ her skills at workplace and manage the wide range of business operations by
improving their efficiency and skill set in a much effective and better way.
TASK 3:
LO3
P5: HPW contribution to employee engagement & competitive advantage at Whirlpool.
The High performance working approaches(HPW) is the method to give high level of
output in an organisation like Whirlpool to increase the profitability and productivity. It helps a
company like Whirlpool to perform better & increase their profitability & productivity by
engaging & implementing some employee beneficial policies leading to the improvement in the
work environment & work culture at Whirlpool. Besides this, it will also help Whirlpool to
develop a better business strategy to meet its targeted goals. Also, such practices will give rise to
a better work satisfaction level min the employees. They will work in a better environment which
will help the employees to perform well, build coordination & solve out any sort of problem or
issue related to the job.
The various leaders & managers working at Whirlpool will work in a coordination a
better planning to achieve the goals of the company. The High Performance Working approach
will motivate the company's like Whirlpool to provide suitable training to its employee to meet
the requirements of the project or the targeted goals. Apart from this, such approaches will
motivate the employee's to work better for the productivity & profitability of the Whirlpool. This
will not only improve the market share but will also help the Whirlpool to meet the customers
expectations (Day and et.al., 2014). The High Performance Working will help Whirlpool to
improve its work productivity & quality. Besides this, such approaches give employees an
outlook for the required traits to meet the decided goals of the company. Apart from gaining
profitability, it will also motivate the employees as well as the company to develop a better work
environment & business policy to meet all the objectives of the Whirlpool.
Besides this, the High Performance Working will also enable company's like Whirlpool
to build a better employee-company relationship & better interaction with the customers to
improve its sales & production & achieve the targeted goals of the employees. This will help the
company's like Whirlpool to decide a better business plan & strategy to perform well & meet
customers demands (Woodcock, 2017). On the departmental level, the High Performance
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Working approach will allow managers & team leaders to perform an extensive assessment of
the services & product quality as well as the work done by every individual employee working in
the department of the Whirlpool. This approach has a major competitive advantage for the
Whirlpool as it will increase the motivational level, job satisfaction & loyalty of the employees
which will lead to the rise in productivity & profitability of the company.
Besides this, it helps in the achieving of the company's objectives by fulfilment of the
various operations effectively. The effective management process of Spelt vision restructuring
will help in better management of the various operations and lead to increase in understanding,
causing good employee engagement. Also, it will improve the behaviour of individual
employee's and the team. The major advantage of HPW is that it increase the work efficiency
and betetr ROI, leading to high employee's retention and customer satisfaction.
These processes and theories that are been utilised in the firm will help the organisation
to increase its efficiency and will prevent the loss of work force at Whirlpool. Besides this, it will
help the employee's to have a good satisfaction level that will improve their work quality and
efficiency to give a good output.
Task 4
LO4
P6: different approaches of performance management
The performance management is a practice to ensure the consistent work productivity &
profitability for an organisation like Whirlpool. It includes Various approaches which give it an
elaborative significance which are:
 Comparative Approach: It includes a practice of comparing one's work or product with
another department or company. Whirlpool can adopt this approach to have an
assessment of the services & products with that of its competitors to meet the quality
standards of the company.
 Attribute Approach: This approach is based on certain attributes like problem solving
skills, team work communication, innovation to meet the customers demand by the
Whirlpool. It will help the company to determine the specific parameters of quality &
high performance by the employees (Bolman and Deal, 2017).
 Behavioural Approach: In this the behaviour of individual team as well as the
department or an organisation is been assessed by the managers at Whirlpool. It has
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certain vertical & horizontal approaches which are been considered to have an
assessment of the work & productivity at Whirlpool.
 Result Approach: In this approach, the final result is evaluated to make the High
Performance Working occur on the organisational level. This approach is affected by the
including factors like financial growth, customer satisfaction, internal & external
operations which may have a positive or negative impact on the operational functioning
of Whirlpool.
Hence, such approaches are implemented by the organisation like Whirlpool to improve
& sustain their productivity. It will not only give a better idea to meet the productivity goals but
also allows managers or leaders working to perform an extensive assessment of their policies &
adopt any improvement to increase profitability & productivity of the company (Woodcock,
2017). Besides, it will also improve work conditions & management of employees at Whirlpool.
Besides this various collaborative practices are been taken in consideration such as better
team building and make the information of data accessible to all. This will help in better
handling of business operations that are been taken in effective consideration by Whirlpool.
Conclusion:
Thus, from the following report we can conclude that managers & leaders play an
important role in the overall functionality & profitability of the employees to work in a better
context. It emphasises the importance of a HR Manager in an organisation like Whirlpool, their
roles, & attributes to perform their management related tasks in a better way. Apart from this, we
have discussed that what all will be the efficient measures like trainings & performance
development to obtain the sustainable productivity & High-performance working that have a
better impact on the employees by motivating them to perform well at Whirlpool.
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