Analysis of HR Professional Skills, SWOT, and Performance at Whirlpool

This report provides a comprehensive analysis of the skills, knowledge, and behaviors required for HR professionals at Whirlpool, a leading home appliances company. It explores the essential competencies, including performance management, leadership, strategic thinking, and workplace culture development. The report includes a SWOT analysis to identify strengths, weaknesses, opportunities, and threats faced by HR professionals. A development plan is proposed to address skill gaps and improve performance, covering areas such as interdepartmental processes, skill-building training, and HRM system improvements. The report also evaluates different approaches to performance management and their contribution to employee engagement and competitive advantage, ultimately aiming to foster a high-performance culture and enhance employee commitment within Whirlpool.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
1 Professional skills, knowledge and behaviour of HR professionals in whirlpool...............1
2 SWOT of HR professional for identifying skills, behaviour and knowledge ...................3
LO 2.................................................................................................................................................4
3.organisational and individual training and development and learning process...................4
4.continuous learning and professional development needs to create sustainable whirlpool
performance............................................................................................................................6
LO 3 ................................................................................................................................................7
5.HPW contribution to employee engagement and gaining competitive advantage in whirlpool
................................................................................................................................................7
LO 4.................................................................................................................................................8
6.various approaches to performance management................................................................8
Conclusion......................................................................................................................................9
REFERENCES..............................................................................................................................10
Books and Journals...............................................................................................................10

INTRODUCTION
The success of business depends upon the continuous development of its individual
capabilities as well as competencies of team collectively and its ability to expand organisation
consistently. Development of individual performance leads to remove unproductive behaviour of
individual and provides solutions to various problems. Present study is based on Whirlpool,
which is one of leading major home appliances organisation in the world. The company has
generated high amount of trust among its consumers by handling families chores with care. study
will explain appropriate skills, knowledge and behaviour that is required in HR professionals in
whirlpool company. further more it will describe strength, weakness, opportunities and threats of
HR professional and develop a development plan. Report will evaluate the various approaches to
performance management and how this approach helps in developing high -performance culture
and employees commitment.
LO 1
1 Professional skills, knowledge and behaviour of HR professionals in whirlpool
In whirlpool company HR professional has various different duties and responsibilities in
organisation and for performing those job roles they requires certain set of skill, knowledge and
behaviour in them(Selden and Sowa, 2015).
HR Competencies and skills
HR professional needs Performance management skills, conflict management skills in
order to perform various job responsibilities such as performance management , recruiting most
qualified and skilled applicants from external and internal environment, screening,maintaining
healthy relations among employees. The professionals needs to have much complex set of skills.
Management and leadership skills: HR needs to have skills of leading and managing the
activities of employees towards achieving the success of organisation. HR professional sould use
coaching approach that will assist in building creative team, overall development of employees
performance and helps in providing several possible solutions to critical problems at all level of
management(Buchanan and McCalman, 2018).
Strategic thinking and planning: HR professional needs to have ability to think strategically in
different situations and capability to utilize this strategic thinking for attaining the various goals
and objectives of organisation. they needs to have clear understanding the various possible ways
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to achieve sustainable competitive advantages investing in hiring of new talent and existing
personnels.
Development of workplace culture: the professionals need to have abilities to develop and shape
effective culture of workplace. They needs to develop productive and healthy environment at the
working location for their employees by determining the values and behaviour of the
team(Safavi and Karatepe, 2018).
Behaviour traits of HR
Accountability: the professionals needs to develop a behaviour of accepting duties and
responsibilities for their personal actions , decisions and always be committed to achieve cost-
effectiveness, efficiency in work.
Adaptability: HR professional must be adoptive in any situation. They should have skills of
planning all the activities by acquiring all the relevant and useful information. He should be
flexible and competitive in the changing business environment.
Communicative:the professional needs to effectively communicate all the relevant information
and must have an ability to express their own thoughts and facts to others. HR professional
should have efficient listening skills and display openness in order to share their ideas and
thoughts with the team members(Chaturvedi and Vats, 2018).
Focus on quality: in the business HR professional needs to meet the needs and demands of its
customers and give proper respond to them in a very suitable and appropriate way. they have to
demonstrate a personal commitment to analyse and identify the requirement of target audience
and consistently providing them exclusive and superior quality goods and services in the
marketplace.
Knowledge
Awareness of business: HR must have awareness regarding all the rules and regulation and
code of conduct relating to business operation such recruitment and selection process related
codes in order to make sure that they are appointing most suitable and qualified candidate for
the growth of organisation. (Knowledge,skillsand behaviours,2016).
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Ethical standards:HR needs to play is role ethically and with full integrity because it affects the
behaviour of individuals and team in an organisation. they must apply all the related ethical
standards in their personal behaviour while performing.
2 SWOT of HR professional for identifying skills, behaviour and knowledge
SWOT analysation is an important in order to develop strategic plan for HR professionals
.this helps in identifying the various roles of HR professional for achieving the success for the
organisation. HR professional can have following set of strength, weakness, opportunities and
treats.
Strength: AS an HR professional I have following strength of extremely qualified team of
talented HR managers and HR teams comprised of employees who have high range of expertise
in their respective fields. i have a good relations with my staff members and collogues so that I
may influence them to work efficiently. I have skills to manage performance of my employees.I
always involve my personnels in decision making process and try to improve their work
effectiveness and efficiency towards achieving the objective of firm. i have a great team of HR
staff with a efficient departments human resources information system. this system assist me in
monitoring of all the transactions related activities like compensation, administration and
attendance of each person(Mone and London, 2018). Some of the system helps employees in
monitoring their own performance.
Weakness: As an HR professional I have following weaknesses like weak connectivity with my
HR department or various challenges so that my HR department is facing problem of
ineffectiveness in their task due to lack of personal guidance. I am very slow and inefficient in
adopting new process and taking strategic decisions that it take time to accomplish task and due
lack of decision making skills that impacts the over all productivity of organisation(Ogbonnaya
and et.al., 2017). .
Opportunities: As an HR professional I have various opportunities for improving the tracking
system of HR process it can range from building skills of personnels and developing of
employees of HR team to adopt new set of skills and technology. One of important opportunity
as an HR of company I have , increased demand of product and services of company. So that
company needs to hire new employees and raise the wages of existing personnels. As an HR
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professional I will consider all the necessary changes of employment law that will assist in
employment process and provide technology to enhance the ability of my HR department to
identify different competent and qualified applicants for contouring recruitment and selection
process(Collings, Wood and Szamosi, 20180.
Threats:As an HR professional I have a threat of negative impact of external factors that is also
negatively impacting the business by affecting the profitability of firm and also competitors are
gaining advantages in the market. Threat of other companies like they are offering better
working condition , wages benefit system and having best qualified employees that is affecting
the success of enterprises.
Development plan
Activities Resources Time bound Importance
Lack of
interaction
I will develop interaction
with my team members by
participating with them in
various group discussions and
training programmes
(McCalman, 2018).
It will take 1
month to develop
such interaction
skills in me.
High interaction will my
team improve my relation
with other team member
that will help in brining
new ideas and toughts.
Lack of strategic
foundation
For developing skills of
adopting new process and
making strategic decisions. I
will analysis data in order to
adopt new processes .I will
develop my language and
programming skills and work
more on technical works.
It will take 2
month in order to
develop my
programming
skills.
Proper analysation of
data will help in making
strategic decisions for
organisation and also this
will benefit operational
activities of firm.
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LO 2
3.organisational and individual training and development and learning process
The term organisational learning is defined as process that helps to create, retain, design
and transfer knowledge from one party to another inside particular organisation. Thus, it later
leads in improving Whirlpool by gaining experience which is suitable overtime.
Individual learning in term is defined as training that is being individualised that helps in
order to consider differences between learners.
Thus, the comparison is done as per below context-
 Organisational learning is done within short period as compared to individual learning as
it is done within long period.
 The aim of organisational learning is to get related with the specific job. Thus, main aim
of individual learning is to provide conceptual and general knowledge.
 Organisational learning is based upon job oriented and other is based upon career
oriented.
Thus, it is further differentiated as per below context-
Basis Organisation skills Individual learning
Improved
awareness and
knowledge
Through various process of
Whirlpool company members can
generate new knowledge that is
essential for them for gaining the
competitive advantages in the
market example competitor
marketing strategies by analysing
their strategies . So they always
seek to create and develop new
knowledge that will based on the
learning of organisation.
In whirlpool business, an individual
is involved in increasing the
functional efficiency by improving
their awareness and knowledge.
This is the basic essence of
individual learning. First entity
establish environment that will
promote individual learning.
Whirlpool organisation create plan
that enhance the learning of firm.
they focus mainly on process of
The company plans to provide
training and development session
for developing skills and knowledge
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Creating a frame
work or plans
learning with an intention to
increase the intelligence of staff
members and lead to achieve over
success for firm.
of each individual that assist
whirlpool in developing the core
competencies of its employees that
will ultimately help in increasing
competitive advantages for
business.
Exploring new
possibilities
The entity identify and explores
new possibilities and remove the
existing uncertainties in learning of
entity. it is done through risk
taking, investigation,bringing new
innovation. that assist in enhancing
balance between exploitative and
exploration tat is required for
learning firm(Karatepe and
Vatankhah, 2015).
By exploring the new possibilities
and communicating those
innovation and improvement to
various individual in training
program assist in exceeding the
knowledge of each individual in
organisation.
The whirlpool provide training to its employees. This learning process assist in
improving the skills of individual tat is required for performing a particular job. it is a short-term
process that involves 3 to 6 month in developing employees abilities. Company provide
continuous learning to individuals to grow by organising several activities.
4.continuous learning and professional development needs to create sustainable whirlpool
performance
The term continuous learning is referred to as expanding the ability of individual in order
to learn by regularly upgrading skills and knowledge.
Professional development is referred to as experience in order to earn or maintain
credentials that includes academic degrees to formal coursework. It helps the individual in order
to set out and goals and achieve it in appropriate manner.
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Continuous learning programs are organised by firm to increase knowledge and skills of
employees at workplace through developing their personal skills and empowering personnels to
adopt changes and for effective performance. Whirlpool can increase the competitiveness of each
members by providing them personnel training and career growth opportunities. it assist in
achieve high growth and success in business. the company will boost the operational capabilities
and management skills, increase the knowledge of staff members. whirlpool conduct various
Corporate social responsibilities training in order to increase the level of understanding of its
staff relating to sustainability and will also offer them ideas related to performance like human
right issues, operation of labour. they also organize various training sessions for protecting the
privacy particularly focuses on how the business product will protect the privacy of customers
that is done by using scanning of fingerprints,trough different mobile devices, facial expressions
of buyers, IP address. entity maintain its sustainability by protecting the privacies of its several
consumers in the marketplace(Bratton and Gold, 2017). Whirlpool provide development
opportunities, improve competencies of professionals by giving them online learning sessions,
coaching, on- the job training, conducting seminars for employees, job transfer this seminar is
conducted by firm in prestigious universities of foreign and training entity(Selden and Sowa,
2015). the company provide timely information to its team members regarding various
organisational decision and by continuously develop their productivity by providing training
sessions to workers.
Whirlpool use some dimensions in order to develop professionals such as by having
transparent communication, by promoting mutual respect among team members for each other.
By resolving various conflicts among individuals. Professional development assist whirlpool in
ensuring that employees capabilities are related with the requirement for performing particular
job role. Professional development provide an opportunity to personnels of advancement in their
career by moving from one position to another position. Professional development open up
various new possibilities for staff by gaining new knowledge and skills in particular
areas(Chaturvedi and Vats, 2018). business provides various online courses to their peers that
involves meaningful online interaction with the staff members it helps in reducing risky event in
business and also assist in engaging people and developing different set of skills in them and also
make them competent. Which create a suitability in the organisation. professional development
contributes in improving the quality of life personnels and their sustainability in firm . This is
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generally applied by firm in highly risky areas or specific regions that sometimes. the entity can
improve its sustainability by bringing qualitative modification in lives of its employees.
LO 3
5.HPW contribution to employee engagement and gaining competitive advantage in whirlpool
The term HPW is reffered to as approach in general way in order to manage organisations
that actually aims to stimulate in effective way of employee involvement and commitment in
order to achieve goals.
Employee engagement is that extent where employees feel passionate about their jobs.
They are committed to the particular organisation. It is totally different from employee
satisfaction.
Competitive advantage are that conditions that allows Whirlpool to produce goods or
service of equal value at a lower price and very much fashionable.
High performance work practices focuses on continuous improvement of personnels and
increase their commitment to maintaining business culture on the basis of commitments instead
of control. In this practices whirlpool expect from its employees to be highly qualified and most
competent and continuously engaging in bringing necessary changes in organisation. some of the
working practices and its importance are described as below:
Ensuring professionals security: high performance working practices assist in creating high
sense of faith among employees that enhance the commitments of members and promote
behaviour that is very rare in the modern business environment. whirlpool provide employment
security policies that helps in building commitments of employees. When business hire
competent employees by matching the required set of skills with the skills of available in
candidates that serves in providing best welfare activities to professionals(Karatepe and
Vatankhah, 2015). That helps in reducing the turnover rate in organisation by engaging peoples
in various working activities.
Decentralising decision-making power: whirlpool is able to recognize and clearly applying
various objectives and goals by employing high performance working practices system. while
implementing different set of goals enterprises delegate decision making power among its
employees on the basis of individual specialisation that will assist in providing beneficial
services to consumers because they will be specialised in providing particular services..(Mone
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and London, 2018). Firm incorporates highly trained professionals team that can self direct their
actions and high liberty in decision making process assist in generating trust and faith of peoples
and engaging them in the operations of the concern.
Compensation based on high results: whirlpool has developed reward and compensation system
at every levels of management that helps them in promoting the commitments of employees
towards achieving the objectives of organisation.(Collings, Wood and Szamosi, 2018). The
business develop high performance culture by providing various compensation schemes to high
productive employees that assists in incorporating profit -sharing in whole firm and increase the
over all performance of concern or gaining competitive advantage in the marketplace.Eliminate
status barrier:company can get variety of good ideas and innovative thoughts from employees
working at all levels. whirlpool consider status hierarchically instead of treating its employees
on the basis of their language, physical appearance, gender discrimination this develop a sense of
faith among people and enable firm in building high trust culture by bringing up personnels.
company increase commitment of member by removing the status barriers and by empowering
its staff. that also reduce the employee turnover rate in organisation.
LO 4
6.various approaches to performance management
There are various approaches to performance management that assist in developing high
performance culture and commitment of employees. some of those are described as below:
Comparative approach: it involves ranking of performance of personnel by comparing
individual performance with their other team members. They are ranked on the basis of highest
to the lowest performer in a team. it can be done through various techniques such as forced
distribution method . for example it a team that involves all the top performers constituting 10
percent,group of good performer has constituted 40 percent,team of average performer
constituted 40 percent that means group of low performers is constituting the leftover 10 percent.
In this method the top performer are rewarded with proper training and guidance and they are
promoted for higher level position in the business. The employee will learn new set of skills in
training sessions this assist in building high performance culture in organisation.
Quality approach: in this approach whirlpool focuses on gaining the satisfaction of
individual consumers by improvising its various services. It consider both the factor such as
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person and system. the employer in company takes consistent feedback of its employees on the
personal attributes of personnels from peers and mangers in order to resolve issues of
performance. it helps in assessment of system as well as employee performance. it assist in
solving problems through effective team work. This approach use various sources for evaluating
the performance of employees like internal sources and external sources(Approaches for
measuring performance of employees, 2017). The positive feedback increase the motivation level
of professionals in organisation. And they will engage more in various activities of firm leading
to avail competitive advantage for the business. Example company will improve quality of
services by offering after sale services to its consumers.
Organisation use these approach for effectively evaluating and managing the performance
of each individual and for gaining the competitive position in the market.
Conclusion
From the above study it can be concluded that Whirlpool company that is one of leading
major home appliances has generated high amount of trust among its consumers. It has been
identified in report that HR professional needs Performance management skills, conflict
management skills in order to perform various job responsibilities such as performance
management , recruiting most qualified and skilled applicants from external and internal
environment, screening,maintaining healthy relations among employees. Whirlpool company
make plan that enhance the learning of firm. they focus mainly on process of learning with an
intention to increase the intelligence of staff members and lead to achieve over success for firm.
Company has been using quality approach to improve quality of services such as by offering
after sale services to its consumers.
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REFERENCES
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experience. Routledge.
Chaturvedi, K. R. and Vats, P., 2018. Exploring Effectiveness level of High Performance Work
Practices. Asian Journal of Management.
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approach. In Human Resource Management (pp. 1-23). Routledge.
Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach.
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Karatepe, O. M. and Vatankhah, S., 2015. High-performance work practices, career satisfaction,
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Kearney, R., 2018. Public sector performance: management, motivation, and measurement.
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Kerzner, H. and Kerzner, H. R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Kerzner, H. and Kerzner, H. R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Mone, E. M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Ogbonnaya, C. and et.al., 2017. Integrated and isolated impact of high-performance work
practices on employee health and well-being: A comparative study. Journal of
occupational health psychology. 22(1). p.98.
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Safavi, H. P. and Karatepe, O. M., 2018. High-performance work practices and hotel employee
outcomes: The mediating role of career adaptability. International Journal of
Contemporary Hospitality Management. 30(2). pp.1112-1133.
Sikora, D. M., Ferris, G. R. and Van Iddekinge, C. H., 2015. Line manager implementation
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Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
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