HR Skills, Team, Organisational Development and Learning Report

This report provides a detailed analysis of the essential skills, knowledge, and behaviors required by HR professionals, specifically focusing on the practices within the Whirlpool organization. It examines the importance of shared commitment, accountability, transparent communication, constructive conflict resolution, and mutual respect in fostering effective teamwork and individual performance. The report includes a personal skills audit using a SWOT analysis and a development plan designed to improve time management, communication, leadership, and multitasking skills. It also differentiates between organizational and individual learning, highlighting the benefits of continuous professional development for sustaining business performance. The report concludes by emphasizing the need for continuous learning and development to improve employee engagement, and performance management techniques within the organization.

Developing Individuals,
Teams and Organisations

INTRODUCTION
Development of teams, individuals in every organisation is important. It helps in
addressing weaknesses of both individuals, teams in organisations. Continuous development
programs help organisation to bring employees skills and knowledge at higher level. Here we
are taking Whirlpool organisations where detailed study of HR professionals of organisation
is to be studied. In this present report, appropriate and professional knowledge, skills and
behaviour that are required by HR professionals is to be studied. Personal skills audit as well
as development plan is also to done in this report. Difference between organisational learning
and individual learning and their needs in organisation is also to be covered in this report.
High performance working to employee engagement and different approaches of
performance management is also to be covered.
LO.1
P1. Professional knowledge, skills and behaviour that are required by HR
professionals.
Whirlpool organisation created research on the behaviour of their HR professionals so
that effective work is to be achieved from them. HR of every firm must have to develop
knowledge, skills and behaviour to perform their professional duties in an organisation.
Therefore, they share some of skills in their research report they every HR professionals have
to adopt in doing their professional work.
Shared commitment to company’s vision and extraordinary goals.
Work of HR professionals is to provide clear understanding of company’s vision and
extraordinary goals so that it develops individuals and team work in organisation.(Mauro and
et.al ., 2018) Clear understanding of company’s vision among employees makes them to
work hard to achieve company’s future organisational goals or extraordinary goals. HR
professional have to develop this skills, knowledge and behaviour so that by doing effective
communication it helps them to achieve objective goal of the organisation.
Shared accountability for results.
HR professionals develop accountability which helps them to work with proper
discipline in the company. Accountability in company makes proper ethical rules of doing
work which every HR professional has to develop in an organisation. Accountability in

employees helps professional about their willingness of doing work in organisation with
proper code of ethics. It helps them to develop both individuals and team performance in the
organisation.
Transparent communication.
By developing transparent communication skills it helps professional to achieve
future targeted goals of organisation. communication skills helps them to clearly define
company’s vision and mission to employees so that effective team and individuals work will
develop to achieve organisational objective. communication skills helps HR professional to
provide clear understanding of company’s vision among employees which makes effective
team work in organisation.
Constructive Conflict.
Work of HR professionals is to find solutions of conflicts which are running in
company among employees. It arises when there is lack of self control and employees in
company started expressing their anger through word choices and visibly through gesture.
Conflicts in the company makes negative environment which affect both individual and team
performance. Professional’s role was to make positive environment where employees are
satisfied with company so that targeted goals can be achieved.
Mutual respect and solidarity.
HR professionals of the company has to make positive environment where employees
are respecting each other and in a team work equal importance are given to each and
everyone’s view so that effective team and individuals work can be achieved. Different ideas
came up when everyone is sharing their views which helps professional to achieve future
objective of organisation. Team work in an organisation can only be developed when
employees are respecting each other.
HR professional of the organisationhave to develop laws and standards by which they
will able to satisfy and motivate employees in providing their basic needs and expectation
which encourgae them to take challenges and to work hard for the company to meet future
goals of the organisation.

These are the skills and behaviour and knowledge of HR professional which helps
Whirlpool organisation in getting effective work quality from professional as well from
employees of the organisation so that it build both individual and team performance.
P2. Complete analysis of HR professional by doing personal audit skill and making of
development plan.
Whirlpool company’s HR professional has done their own audit skills and prepares
development plan to become more effective in their work. (Megginson. and Whitaker, 2017)
PERSONAL AUDIT OR SWOT ANALYSIS.
Strength-
 Make strategies to achieve
organisational objective.
 Hardworking.
 Able to work under deadlines.
 Team worker.
Weakness-
 time management
 communication skills
 leadership skills
 multi-tasking
Opportunities-
 Career advancement.
 Job opportunities which are match
with skills.
 Potentiality to succeed.
Threats-
 competition to get growth
 Financial stability.
DEVELOPMENT PLAN.
Skills to
improve.
Current status Future status Actions Measure-
How to
improve
Time
durati
on
To improve
time
management
Not good in
managing time
to achieve
both
individual and
team
performance
and to achieve
effective
organisational
objective.
Need to
improve time
management
to provide
quality work
to
organisation.
Managing time
with calendar
tools and alerts
which reminds
of doing work.
Taking proper
guidance from
seniors and by
doing each
task with
proper time
management.
One
month
from
startin
g date.
To improve
communicati
on skill
Not good in
doing proper
communicatio
n to
employees by
which they did
not clearly
understand
To become
effective in
communicatio
n so that
effective
organisational
goal is to be
achieved.
Trying to
express views
and to build
strong
relationship
with
employees
which helps
By taking
proper
coaching
which develop
communicatio
n skills.
One or
two
month
s from
startin
g date.

company’s
vision and
mission.
professional to
do proper
communicatio
n.
To improve
leadership
skills
Not as
effective as
leaders in
other
companies
are. With that
organisation
objective are
not
completing in
targeted dates.
Needs to
develop
effective
leadership
quality so that
effective
individual and
team
performance
in
organisation
can be
achieved. (Pak
and
Kim ,2018.)
By clearly
identifying
company’s
vision and
mission so that
it properly gets
communicated
to employees
to get effective
works from
individuals and
in teams.
By developing
different
leadership
theories which
help to
develop
effective
leadership
work in
organisation.
Withi
n one
or two
weeks
from
now.
To improve
in multi
tasking
Not as
productive in
doing multi-
tasking work
by which
targeted work
is not get
fulfilled.
To become
double in
productivity
while
maintaining
quality of
work.
By managing
task time so
that all the
work can
achieved
effectively.
By taking
proper
guidance from
top authority
and to seniors
of the
company.
Three
to four
month
s from
startin
g date.
Learning cycle theory for implementing continuous professional development is as
follows-
In order to improve the required skills, beging an HR Kolb's experiential learning
style theory will get learned. This is the thoery which typeically represent four stages of
learning which includes Concrete experience, reflective observation, abstract
conceptualisation and active experimentation.
Concrete Experience- this is considered as a experience or situation by which a person will
able to reinterpretate learning through existing experience.
Reflective observation of the new experience- This is the stage by which particular
importance are considered as inconsistence which is between the understanding and learning.

Abstract conceptualization- It is process which gives a reflection where new ideas and
creativity gets rised in order to learn specific skill. Here in this stage HR manager will able to
learn from the experience which they faced.
Active experimentation- The ideas which get generated will now applied in this stage in
order to evaluate better performance of work.
LO.2
P3. Difference between organisational learning and individual learning.
Whirlpool organisation hold training and development programs for their employees
so that both organisational learning and individual learning takes place by which quality of
work can be achieved.( Chiva and et.al., 2018) Organisational learning is the process of
retaining employees in company. It improves efficiency and productivity of work among
employees of the company. Individual learning is the process of self-assessment in which self
knowledge of doing is improved by individual themselves. Table which shows difference
between organisational learning and individual learning.
ORGANISATIONAL LEARNING INDIVIDUAL LEARNING
Organisational learning helps in overall
needs that are to change for organisation. It
builds to cope up with competition which
company face with business markets.
Individual learning deals with personal
development like self-assessment in doing
own work in the organisation.
Organisational learning is the process of
creating, using and sharing of knowledge
between employees so that it builds strong
team work in organisation (Individual and
organisational learning, 2019).
Individual learning used to achieve growth
in company. Self-assessment makes
employee to develop skills which provides
them to grow in company.
Organisational learning helps organisation
to stay competitive in ever-changing
environment of business markets. By
continuous learning it helps company to
generate higher profits with accuracy of
work.
Individual learning makes person to stay
competitive within organisation. by
developing habit of continuous learning
individual develops different job
opportunities. (Mester and et.al 2018)
Organisational learning in an organisation
makes them to retain their employees by
providing regular training and development
activities which makes them motivated to
work in the company.
Individual learning helps to incorporate long
term goals of individual. It is a own process
of development which improves personality
of individuals which creates career
advancement.
Individual learning also helps organisation,
it provides employees which have
experience of doing any work and if
company gets individual which have
It keeps motivated to individual by which
they can work hard to achieve self growth in
any company. Way of doing work is
improved by continuous learning in

experience of doing work then it helps them
to achieve organisational objective more
effectively.
individuals.
Mainly training and development is the
activity which helps organisation in
developing motivation among employees so
that they will able to establish skill which
required in completing organisational
objectives.
By attaining more training sessions and
development programs, individual will able
to raise skills which needs to develop for
conducing job performance.
It helps to establish long term goals in the
company, by providing continuous learning
development programs it makes company to
sustain employee in company which helps
them to achieve long term goals of the
company.
Individual learning helps to improve
working skills of individuals which makes
them to face competition in organisation.
This learning will only depend on
individuals and their attitude towards
learning which makes them strong in
Whirlpool organisation.
These are some of the differences between individual learning and organisational learning
which Whirlpool organisation’s HR professional has created to develop effective team and
individual work in the organisation. It also helps them to analysis needs for continuous
developing organisational learning and individual learning in organisation by which they
achieved effective organisational objectives. HR professional has to develop organisational
learning in organisation by which employees get motivated towards their work and individual
learning helps professional to improve their personality towards doing any work of the
organisation.
P4. Need for continuous learning and professional development in Whirlpool organisation to
sustain business performance.
Whirlpool organisation has developed continuous learning and professional
development plan for their employees by which company get employees which are highly
educated which helps them to achieve effective organisational objectives. Continuous
learning is the process of developing skills and knowledge in order to perform job effectively.
( Bowen,2018) Professional development helps in improve efficiency of doing work in the
organisation. Importance of continuous learning and professional developments are.
 Remain Relevant

It helps to develop trends and skills which required in learning new things which makes
professionals valuable in an organisation. It helps in adopting things which build professional
development in HR professionals and to remain relevant towards industry.
 It prepare for unexpected
Continuous learning and professional development prepare for unexpected changes. It
expands new skills and knowledge by which challenges can be faced with flexibility. It also
helps in contributing business growth by taking new challenges of the company.
 It helps in boost profile
Continuous learning helps to adopt new skills which professionally help to improve growth in
the company. It improves personally as well as professionally and creates confidence in
facing challenges of the company for achieving business growth.
 It sparks new ideas.
Continuous learning develops new skills and ideas which makes to unveil new opportunities
which finds proper solution of problems. New ideas and continuous learning helps to earn
more growth in company by which person professionally develop their skills and knowledge
for achieving growth performance in the company.
Importance of professional development in organisation.
 It increases team work and knowledge.
Professional development helps to encourage employees in their doing of work in
organisation. It helps company to achieve effective team work which results in getting
objective goals of the organisation. It raises overall working of employees which are from
different backgrounds.
 It makes company more appealing.
Training and development programs employee can able to build positive reputation in an
industry. By focusing on improving working criteria it makes positive professional
development in overall staff of the company.
 Strategies which provide success.

Professional development in organisation helps employees to think professionally which
creates plan and strategies to achieve overall objective of the organisation. Professional
development expands way of thinking which provides overall success in performing business
growth.
These are some of the needs which shows importance of continuous learning and
professional development in Whirlpool organisation by which they get business growth of the
company.
LO.3
P5. Contribution of High performance working in employee engagement.
Whirlpool organisation has applied high performance working criteria by which they
motivate employees and by involving employees for achieving effective work in the
organisation. It is a process of encouraging and involving employees so that organisational
objectives get fulfilled. Employees only get attracted to company which provide importance
to employee decision as well. Points which shows high performance working in employee
engagement.
Ensure employee security.
High performance working system in an organisation helps to build trust among
employees by providing securities in their work so that they will work more efficiently in
organisations. To satisfy employees of the organisation professional has to make policies
which fulfils needs of the employees and retained them in organisation on long term basis. It
is a work of HR professional for ensuring employees satisfaction so that they work hard in
achieving organisational objectives.
Provide power to take decision.
High performance working provides power to employees to take decision in the
company which improves their performance and quality of doing work. Encouraging
employees to share their ideas and views helps them to retain in company and to do work
with loyalty.( Mone. and London,2018) It also improves firm’s performance as well as helps
them to achieve employee loyalty towards organisation.
Provide information.
High performance working system provides information regarding quantity and
quality of business which shows cost, revenue, profitability of the company. Role of HR
professional is to provide information to employees regarding data which expand their work
process and which helps in developing employee’s engagement in the organisation.

Transparency in providing information is important which helps in contributing firm success
and by which employees can able to link between their action and performance.
Provide knowledge.
High performance working system provides knowledge skill and abilities by which
employee provides commitment towards their work. Knowledge and skills are the abilities by
which employee make decisions and improve their actions of doing work in an organisation
(High Performance Work Practices in Hrm HR management, 2018). This process of high
performance helps in retained employees in the organisation so that effective organisational
objectives get fulfilled. High performance system in organisation helps to develop effective
knowledge among employees by which they will able to retain employee engagement in an
organisation.
Provide Reward.
High performance working system provides rewards to employee which increases
their performance level in the organisation. It constantly improves employee motivation of
doing work by which organisational objectives gets fulfilled in the organisation. It also helps
in engaging employee in which employee shares information and knowledge which is good
for the firm’s success.
These are the main points by which Whirlpool organisation retain employee
engagement in the company. They provides high performance working systems to their
employees so that they get motivated and works more effectively and efficiently to achieve
organisational objectives.
Critical evaluation of high performance work culture:
Workplace arrangements which have the strategies to equip the workers so that with
proper abilities get developed among employees in order to conduct specific job performance
in organisation. However, this is the process which motivates employees for providing the
best efforts where with training programmes helps in enhancing skills of employees. It also
helps in sharing information for understanding the available resources which helps in making
correct business decision. It is effective system by which employees morale and enthusiasm
gets increases which helps in increasing profitability of the company. Thus, with these
approaches Whirlpool entity will able to boost employee morale by which they will reatin in
organisation for long term will provide their best efforst for completing organisational
objetives which will help Whirlpool for achieving its competitive advantage in business
market.
However, on the critical note it is stated Buchanan, and McCalman (2018) by that
high performance worl culture is an issue about the kind of direction regarding the casuality
of work in organisation. Sometimes this work culture completely modify employees
enthusiasm which leads to get ineffective work for specific project.

LO.4
P6. Different approaches to performance management.
Performance management is the key which shows employee performance in every
organisation. Whirlpool organisation also analysis their employee contribution towards
achieving firm’s growth. This helps them to analysis performance appraisal of the employees.
It depends on number of factors such as their work profile, job satisfaction, technology,
company’s policies etc. Five major approaches which helps to develop performance
management in an organisation are as follows-
 Comparative approach of measuring performance
Comparative approach includes ranking of an employee performance by comparing it
with others in their group. Company rank individual from highest to lowest it depends on
their performance. Forced distribution and Paired comparison approach used in
comparative approach of measuring. Forced distribution technique used for promoting
employees by giving reward to top performer and new chances to low performer of the
organisation. Comparative approach used where there are small numbers of employees
working in the organisation.
 Attribute approach of measuring performance
In this type of approach of performance management, employees are rated on the
given set of parameters. Examples of such parameters to rate employees includes
problem solving skills, teamwork, communication, judgement, creativity and
innovation. In this Graphic Rating scale and Mixed Rating scale is used to rate
employees of the organisation.
 Behavioural approach of measuring performance.
This is one of the oldest performance approach by which behaviours of the employees
are rated by comparing it with one another. This can be done using BARS technique
and BOS technique. BARS techniques used to rate on the five to ten vertical scales by
which employees work rated on the parameters of the scales.
 Result approach of measuring performance.( Shin, and Konrad,2017.)
This the most simple approach of measuring performance in which employee rated on
the basis of employee performance result. In this Balanced Scored technique is used
to analysis four perspective of employee that are financial, customer, learning and