Whirlpool: Developing Individuals, Teams and Organisations Report

This report analyzes the essential knowledge, skills, and behaviors required by HR professionals, using Whirlpool as a case study. It includes a personal skills audit and development plan, differentiating between individual and organizational learning. The report emphasizes the need for continuous learning and professional development to sustain business performance, explores how High-Performance Work (HPW) contributes to employee engagement, and outlines different approaches to performance management. The content covers key aspects of HR management, offering insights into skill enhancement, organizational learning strategies, and performance improvement within a corporate setting.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................1
P2 Personal skills audit and personal development plan........................................................2
TASK 2............................................................................................................................................4
P3 Differences between organisational and individual learning, training and development. 4
P4 Need for continuous learning and professional development to drive sustainable business
performance............................................................................................................................6
TASK 3............................................................................................................................................7
P5 HPW contributes to employee engagement and competitive advantage..........................7
TASK 4............................................................................................................................................8
P6 Different approaches to performance management.........................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Every business organisation is started with the purpose of earning maximum profit
through their products and services. It is the responsibility of HR professional to enhance skills
of every employee at individual as well as team level. This report is based on Whirlpool, which
is a multinational manufacturer of United States. The company produces home appliances for its
customers (Belbin, 2012). This assignment elaborates about essential knowledge, skills and
behaviour required by HR personal. It continues with a personal skill audit plan and also
differentiates between individual and organisational learning, training and development. Further,
it explains about the need of continuous leaning and professional development in order to sustain
business performance. Along with this, it elaborates how HPW contributes in employee
engagement Lastly, it describes about different approaches of performances management.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
Every business organisation is starting for the purpose of business growth in terms of
monetary as well as wealth. For this, it is essential for top management of organisation to
develop every employee so that they can perform effectively. As per the given case scenario of
Whirlpool, the company is restructuring their team of North America Region which is
responsible for bringing many changes at work place (West and et. al., 2014). In order to
maintain positive working environment and execute restructuring properly at working place, it
required by the HR professional of Whirlpool to own appropriate knowledge, skill and behaviour
of their profession. All of them are described as below:
Knowledge of HR professional
Media and technology: It is required by HR professional of Whirlpool or any other
company to have effective knowledge of Media and technology. As it is helpful for them to
perform their work effectively. Knowledge of technology is helpful for HR to opt latest updated
software that is beneficial in completing their responsibility effectively. For example: HR
deaprtmnet of organisations are using Human resource management software. It is a advance
form of technology which helps HR manager in recording information of employees, their work,
leaves etc. This software also manages work of HR department that is payroll, salary,
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promotions, employment history, leaves, job description etc. It can be said that this software
simplifies work of HR department. Along with this, HR professional are using some of the
common technology in their regular based work that is emails, internet, video conferences while
communicating with the employees who belongs to other location etc.
Laws and regulation: There are various of types of employment laws that affects on
growth of HR professional. It can be said that if HR professional is aware about legal laws it will
be helpful for Whirlpool in maintaining all legal situation which are related to employees. Along
with this, HR professional can also guide employees about latest updated regulation which are
beneficial in their growth. It includes knowledge of HR Law, health and safety laws, equality act
2010, employment laws etc. It is required by HR professional to have upgraded knowledge on
the mentioned acts as they are all related to employees and their profession as well. As it will
help HR professional in performing their job responsibility effectively.
Behaviour of HR professional
Decisive Thinker: It is required by HR professional to have thinking ability in their
behaviour as it assures that taken decisions are good for both company as well as employees. In
context to case scenario, at the time of restructuring HR of Whirlpool have to take many
essential decision (Ryan and O’Connor, 2013). So, it is important for them to analyse whole
situation first and then take corrective.
Collaborative: According the job profession of HR, collaboration is most essential term
which is required to be included in behaviour. It is important for HR professional of Whirlpool
to collaborate with every employee so that they can accept restructuring situation and accept it
willingly. It will be also helpful in building positive relationship with the employees as they will
work more effectively.
Skills of HR professional
Effective communication: Effective communication is considered as the solution of
every problem at work. It is essential for HR professional of Whirlpool to use polite and
effective communication at workplace. This will be helpful in conveying all important
information among employees related to changes. It will also persuade positive interest of
employees in accepting the change with creating any issue.
Conflict management: Main job responsibility of HR professional is related to skill of
conflict management. This skill assure that employees at work place will not involve in any
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issue. It is the responsibility of HR professional to manage all kind of conflict which might be
initiated due to restructuring of team in Whirlpool.
P2 Personal skills audit and personal development plan
Personal skill audit refers to the technique which is helpful in identifying own strength
and weakness of individual. This audit is helpful for person to manage their work and also
understand what is their actual requirement (Langkamp Bolton and Lane, 2012). In relation to
HR professional, it is important for them evaluate their own skills at regular interval which helps
them improving their weakness by taking preventive actions. According to personal skill audit,
strength and weakness of HR professional of Whirlpool are described as below:
Strength: Strength refers to the positive quality of individual in which he/ she is strong.
As being HR professional, I feels that I am strong with my communication skills which is
beneficial in my profession. As it helps me in persuading employees to perform each and every
work which is assigned to them. Along with this, it is also beneficial in convincing employees to
accept fresh policies which are updated by me. In addition to this, I have also observed that I am
good in Decision making area, as I am comfortable in taking effective decision on the spot only
by analysing overall situation and its demand. This effective skill of mine contributes my
proportion towards the success of the company. As my taken decision are proven good for
organisation.
Weakness: Weaknesses are less effective component which interrupts individual to
perform their work properly. As per my personal skill audit, I have evaluated that my
technological and time management skill are weak which affects negatively on my job
profession. It has been noticed by me that lack of technology knowledge I am not able to perform
my work with latest technology (software) which are helpful in simplifying my work. In addition
to this, less effective time management skills places my negative impression on other employees
as if being HR of Whirlpool will not manage time according to situation. Then, my workforce
will also not manage their work effectively as a result it will impact negatively on the growth of
my organisation.
Personal development plan: PDP mainly emphasises on deficiency of individual which
has been identified in personal skill audit. This document basically consist of whole procedure
that will contribute in improvement of skills of individual. According to personal skill audit of
HR professional of Whirlpool, PDP on the basis of its weaknesses are described as below:
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Skills Current
proficie
ncy
Targeted
proficien
cy
Objective Development
activities
Time scale
Lack of
technical
knowledge
2.5 5 It is important for job
profession of HR, as
effective knowledge of
technology will simplify
my daily routine work.
My technical skill can
be improved by
attending some
training session which
will help in enhancing
my knowledge on
updated technology.
45 days
Time
managemen
t
1 5 Improvement in this
skill will help me in
performing all of my
work in less period of
time.
In order to enhance
this skill, I am
observing working
pattern and time
management of my
seniors of company.
As it helps me making
my own time structure
which helps in
managing whole
work. In addition to
this, I am trying
perform multiple of
work at same time
which helps me in
making habit of busy
schedule and also
prepares me for future
such kind of scenario.
90 days
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TASK 2
P3 Differences between organisational and individual learning, training and development
Learning is a continuous process which contributes in the growth of every individual. It is
done at every phase of life that might be gained by reading, observation, training sessions etc. In
relation to organisation, it is important for HR professional to enhance learning at team as well as
individual level (Boer and et. al., 2017). As this, directly contributes in the growth organisation.
In context to HR professional of Whirlpool, it required by them to conduct some training
sessions at work place so that knowledge of employees can be increased. This will contribute in
the growth of company.
Individual learning: In this learning, HR professional focuses on developing skill and
knowledge of single individual. It is important for HR professional to conduct training session
for employees in order to make them learn new skills which are helpful in completing specific
project.
Organisational learning: This kind of learning emphasises on enhancing skills of whole
team or group of people together so that can develop knowledge. In relation to case scenario of
Whirlpool, it is required by its HR professional to conduct development session for all members
of restructuring team (Griffin and Care, 2014). As it will help whole team to develop their skill
for the growth of company. In addition to this, together learning will also contribute in
developing relationship with new team mates.
Difference between organisational learning and Individual learning
Individual learning Organisational learning
 Individual learning is conducted for
single individual in order to develop his
particular skill which will be helpful in
completing the specific project.
 Individual learning is growth oriented
as employees who is getting training
can use they same developed skill in his
personal as well as professional life. In
professional terms, it is valuable for
 This learning is initiated in
organisation so that employees can
develop their skills together. It is a kind
of development in employees skill
which will be helpful for them in
performing work effectively.
 Organisational learning only develops
particular skills of whole team which
necessary in completing whole group
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employee in its future growth. As these
developed skills, increases number of
opportunities for them.
work. For example: HR professional of
Whirlpool provides development
sessions to whole team so that they can
adapt technology which simplifies their
work (Carlopio and et. al., 2012).
Training and development
Training and development sessions are used by HR professional of every organisation in
order to develop skills of each employee whether at group or individual level. In relation to HR
professional of Whirlpool, its HR professional is required to conduct some training session for
whole North Regional Staff which will be beneficial for employees as well as organisation as it
will enhance skill of employees. It can be said that training and development session are
considered as same but in actuality their basic concept are different. In order to understand this,
its differentiation is described as below:
Difference between training and development
Training Development
 Training helps individual in performing
task which is has been assigned to him.
This enable individual to perform
specific task.
 Training session are short term process
which took place only at the time of
requirement (Nissen, Evald and Clarke,
2014). These sessions are helpful for
each employee as it enhances their
specific skill which can be used by
them in performing their job
responsibility.
 Development sessions is helpful for
employees in increasing their work
efficiency in order to perform same task
in effective manner.
 Whereas, development sessions are
long term as well as continuous process
which is basic requirement of every
organisation. As it helps them in
adapting latest technology at workplace
which contributes in growth.
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P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning as well as professional development are considered as the best way
which helps HR professional in the sustaining performance of employees. In context to
Whirlpool, it is required by its HR professional to conduct various development sessions at
workplace in order to enhance skills of employees. This will be helpful in increasing productivity
and profitability of employees. Whereas, professional development in Whirlpool can be raised by
developing mutual respect of employees towards each other (Johansson, Miller and Hamrin,
2014). This guides employees to behave properly with each other. Need of continuous learning
and professional development is described as below:
To enhance profitability: Continuous learning is required in organisation in order to
increase profitability of company and also contributes in improving performances of business. It
ensures that employees are well updated with latest technology which improves their quality of
work as a result it contributes enhancement of productivity as well as profitability
To improves performance of employees: Continuous learning as well as professional
development is required for the growth of Whirlpool. As it is required by HR professional of
Whirlpool to give proper training to fresh restructured team so that they can develop their skills
accordingly and improve their productivity level (Wellin, 2016). This also enhances
performance of employees and motivates them to work more effectively in order to achieve
targeted goals and objectives of organisation.
Honey and Mumford theory
It is a learning style which is developed by Peter Honey and Alan Mumford in 1986. It is
a continuous learning theory based upon the work of Kolbs. There are four learning styles in
this theory .i.e. activists, theorists, pragmatists and reflectors. It generally helps learned in
knowing their learning style.
TASK 3
P5 HPW contributes to employee engagement and competitive advantage
High performance working refers to some of the working practices which are helpful in
employee engagement. These practices are beneficial in increasing productivity as well as
profitability of company. In relation to Whirlpool, it is required by its HR professional to include
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some employee engagement practices which directly improves their inter personal relationship
and gradually enhance work performance of employees. These practices are beneficial for
growth of the company in terms of profitability. Some of HPW practices opted by HR
professional of Whirlpool are described as below:
 Transparent communication: Transparent Communication states that all the decisions
which are taken by organisation will be transparent. As every one knows about whatever
happening in company. In relation to Whirlpool, it is required by its HR professional to
maintain transparency at work place in terms of communication as it helps in minimising
misconceptions at workplace. As per case scenario, HR professional is restructuring team
for which transparent communication will help the employee in maintaining their positive
relations with new team team mates. It can be said that by having an transparent
communication employees can easily contribute in achievement of their goals and
objective
 Mutual respect: It is essential for HR professional to use opt the strategy of give respect
and take respect which contributes developing positive working environment at
workplace. In context to the situation of Whirlpool, it is important that all employees
should respect their colleagues as they are now working in new structure of team (Pareek
and Purohit, 2018). Mutual respect at workplace will reduce conflicts at work place
which directly motivates employees to perform their work more effectively. As a result, it
contributes in the growth of organisation in terms of productivity as well as profitability.
Mutual respect among workers minimises disputes among workers which enhances their
work performance. As a result, ultimately goals of the company are achieved in less
period of time.
 Share accountability for results: Sharing of accountability itself contributes into high
level of result. According to case scenario, it is important for HR professional of
Whirlpool to share some responsibilities to employees. This is considered as the helpful
activity which reduces the work pressure of HR (Harrison, 2012). Along with this, it
motivates the employees that they are trust worthy on which top management can rely
and give them important work. It also shows that employees are now accountable for the
work which they are performing. This increases their seriousness on work which impacts
positively on their performance. Hence, employees performs their job role more seriously
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in order to meet predetermined goals of the company soon. As a result, productivity and
profitability of whirlpool will be increased.
 Team building: It is considered as the effective way through which organisation can
implement HPW practices in the organisation. It can be said that team building is an
effective activity which encourages employees to work effectively with team members.
These activities also builds positive relation among the employees and generates an
strong bond which motivates them to perform their job responsibility more effectively.
As a result, improved perform ce of employees contributes in the achievement of goals
and objective of the company as well.
As per the above mentioned HPW practices it can be said that the main objective of these
practices to enhance performance of workers which ultimately contributes in achievement of
goals and objective of organisation.
TASK 4
P6 Different approaches to performance management
Performance management is considered as the process in which employees as well as HR
professional works together in order to monitor performance of employees. This process is
helpful for the organisation as it tells HR that which employees most valuable for the firm. In
relation to Whirlpool, its HR professional is opting various approaches of performances
management which helps them evaluating performance every employees (Approaches for
measuring performance of employees, 2018). And on the basis of this evaluation, top
management can decide which employee is important to them. Performance management also
helps organisation in identifying complication which are faced by employees while they are
working. Some of performance management approach which can be used by HR professional of
Whirlpool are described as below:
Collaborative working: In this approach, HR professional of Whirlpool can monitor
performance of employees on the basis of how they are working with team. It directly emphasise
on skill of employees who own ability to work with team member.
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(Source: Approaches to performance management, 2018)
Comparative: As per comparative approach HR professional of Whirlpool can evaluate
performance of employees by ranking them on the basis of performance. This approach
simplifies work of HR as they can give employees grades and lastly on the basis of grades
reward are given to employees. It will be best approach for Whirlpool as employees will work
more consciously in every task for the purpose of attaining maximum rank. As a result
profitability for organisation will be increased.
Attribute: Attribute approach of performance management emphasises on rating
employees on the basis some specific parameters like problem skills, innovation, creativity,
teamwork, communication etc. It is considered as less effective monitoring approach as it only
emphasises on best and worst scorer (Davison, Ou and Martinsons, 2013). That will be not be
able to identify medium level of performers.
Result: Result based approach focuses on evaluating performance of employees on the
basis of their result. In relation to HR professional of Whirlpool, this approach can be used for
this company as evaluation of workers of production department on the basis of their number of
production products. It is quite easier for HR to monitor performance and decide reward for each
employee.
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Illustration 1: Approaches to performance management