Developing Individual, Team, and Organisation: HR Report and Analysis

This report examines the essential skills, knowledge, and behaviors required of HR professionals, including business management, communication, and strategic thinking. It analyzes a personal skills audit to identify strengths and weaknesses, leading to a professional development plan focusing on improving communication, problem-solving, and time management skills. The report contrasts organizational and individual learning, training, and development within the context of Whirlpool, emphasizing the importance of continuous learning for sustainable business performance. Furthermore, it explores how High-Performance Work Systems (HPWS) contribute to employee engagement and competitive advantage and evaluates different approaches to performance management. The analysis highlights the critical role of HR in fostering a productive and competitive work environment.

DEVELOPING INDIVIDUAL
TEAM AND ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Determine appropriate professional knowledge, skills and behaviours that are required by
HR professionals....................................................................................................................3
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role......................5
TASK 2............................................................................................................................................8
P3 Analyse the differences between organisational and individual learning, training and
development in context to whirlpool's case study..................................................................8
P4 Importance of continuous learning and professional development for sustainable business
performance..........................................................................................................................10
TASK 3..........................................................................................................................................12
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage..........................................................................................................12
TASK 4..........................................................................................................................................13
P6 Evaluate different approaches to performance management..........................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
.......................................................................................................................................................16

INTRODUCTION
Human resource is the most important part of the organisation that is responsible for all
employee related activities including recruiting,hiring,training and promotion , paying and firing
of employees. Service industry can grow by exploring the new opportunities and by evaluating
the competitive advantages. This report based on Whirlpool which is an American multinational
company that leads in the manufacture of home appliances (Amabile, 2012). This report
elaborates about the HR functions which are very important for operations of the organisation.
Further it explains the skills,capabilities and potential knowledge for professionals to smooth
commencement of the activities and the development plan for the particular job role. In addition
to the difference between the organisational and individual learning and comparison and
importance of training and development. Moreover it elaborates the role of HPW in competitive
advantage and approaches of performance management.
TASK 1
P1. Determine appropriate professional knowledge, skills and behaviours that are required by HR
professionals.
HR Knowledge:
HR describes both the manpower who pursue for the organisation and department
accounted for managing the resources of the organisation. For effective development of the
activities of the organisation plenty of skills and knowledge are requires.
These are as follows:
 Business Management and leadership skills:
Business Management skills is very obligatory for successfully operation in the
organisation. In today's competitive world HR professionals in the whirlpool have to face the
challenges includes problems of diversity and inclusion, communication gap and long hierarchy,
maintaining healthy organisation culture (Berry, 2011). HR professionals enables to create the
wide leadership and coaching approach that helps to build trouble shooters at every layer of the
organisation.
 Negotiation and communication knowledge:
Communication is the foremost skill required to get success in both for the individual and
organization life. In the organisation, HR department enables to resolve the conflicts, differences

and interact with the employees. HR professionals needs to eradicate the gap between the
employees with the help of healthy communication. Whirlpool builds the positive
communication chain that enables to resolve conflicts and lessen the huge chain of
communication.
HR Skills:
Skills is the potential to carry out the work in a specified duration with the full zest to
accomplish the goals. The specified competencies combined with the human resource managers
viz. Recruitment, selection, employee engagement etc.
 Human resource Development skills:
Human resource development is not just about hiring of the employees and resolves the
conflicts when it is arise yet it is more than that. Hiring is costly and time consuming process
and it is not compulsory that new recruiters give fruitful results so it enhance the role of the
HRD skills in the whirlpool. Skilled employers understand the importance of the collective
skills,intangible assets that enables to save the cost of the organisation.
 Strategic thinking and planning skills:
Strategic thinking is very important to held the employees who are meets the organisation
goals. Strategic thinking enables to shape the whirlpool’s sustainable and competitive advantage
by focusing on manpower development for both new and existing employees (Ford, 2014). A
proficient planner of the organisation development is necessary for managing the different tasks.
In addition with it helps to collect the data decisions and adjust the differences of the employees
quantitatively .
HR Behaviours:
Behaviour is the action and managerialism of oneself and group of people. HR
professionals have some specific characteristics that enables to smooth functioning of
organisation.
 Motivator:
Managers always motivate their subordinates by their mature behaviour and encourage them to
being the intense for others. A good manager always give lesson to their subordinates to be
different from the crowd.
 Role Model:

The HR professionals play a crucial role in the life of subordinates by their teachings and
become the role model in the life of the subordinates.
 Decisive thinker:
In whirlpool HR professional have the ability to take the quick and rational decision
according to the situations by analyse the data and insights. They are responsible to weigh out
the data and bring out the rational decisions for the efficient working.
 Trustworthy:
HR always requires the reliable person as the brand name because effectiveness comes from the
reliability. HR acts as the apex of the supreme behaviours in whirlpool and the values that wants
to bring.
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Personal skills audit is an process of measuring individual's own skills and knowledge.
This process is helpful for the individual to identify its skills and knowledge and therefore
develop the skills that are required in the ever-changing environment. The outcome of the skills
audit leads to the identification of the skills gap analysis (Gibbs, 2013). This enables the
organisation to provide training and development to the members to cater the individuals needs.
Recruitment and placement meeds of the organisation can also be fulfilled with the audit of
employees by selecting employee's with pre-defined skills. Personal development plan will help
to analyse my skills and knowledge that helps to find gaps for further improvement which is
discussed below-
Skills Target
Proficiency
Current
Proficiency
Communication Skills 10 6
Project Management skills 10 7
Time management skills 10 5
Resource Management skills 10 8
Leadership skills 10 9

Problem solving skills 10 4
Management skills 10 9
Strengths- As an HR manager it requires many strengths to work effectively in the organisation.
When conducting personal skills audit I identified my strengths as follows-
 Project Management Skills- I believe in managing project work properly as it helps in the
proper execution of the project and helps to achieve strategic goals. It will help in the
timely accomplishment of the task by dividing task into teams.
 Resource Management skills- This strength helps to allocate resources properly to all the
departments for their effective working and timely execution of work.
 Leadership Skills-This strength of me will able to take quick decisions and helps in
proper delegation of work.
Weaknesses – This creates obstacles in properly execution of work and difficult to attain
organisational goals.
 Communication Skills- This makes an obstacles in creating a healthy environment in the
organisation. Lack of communication makes the employee unaware about the company
policies and rules (Goetsch and Davis, 2014). These are required for the betterment of my
career.
 Time Management Skills- This weakness creates barrier in the timely submission of the
project and leads to delay in every task associated with it.
 Problem Solving Skills-This weakness has to be improved because of the problems are
not solved among in organisation it will disturb the whole chain of work and causes
difficulty in selecting alternatives to the problems.
Professional Development Plan
S.No. Learning Target Present
Profici
ency
Target
Proficiency
Developing
OPPRTUNOTI
ES
Criteria for
judging
attainment
Time Scale
1 Problem Solving
Skills
4 10 Properly
analysing the
problem and
Peers and
colleagues.
60 days

identifying the
alternative
solutions.
Simplify the
problem into
smaller task and
creating
alternative
solutions then
choosing the best
among them.
2 Time
Management
Skills
5 10 Properly dividing
the work into
different and
assigning
specified time to
each task will
help in proper
project
completion.
Senior
Managers.
80 days
3 Communication
skills
6 10 Properly
communicating
the goals and
objectives to the
employee's helps
them to work
efficiently.
Taking proper
feedback from its
employees also
Co workers
and peers.
60 days

helps to improve
their skills.
From the above analysis it has been identified that for an HR manger it is required to
have skills as communication, problem solving, time management and many more that assess
them to enhance their working capabilities. If their is lack in skills effective training should be
provided to develop their knowledge and enhance their job performance. This will help to gain
new ways of doing knowledge and increase satisfaction.
Skills audit greatly helps the organisation in providing information about the the
employee skills so that employees are recruited properly according to job requirements. It also
increases the productivity as people are matched to their positions. Them main benefit of the
employee is that identifies its strengths and weakness and get suitable training accordingly. On
the other hand without skill audit it leads to bad selection of employees. It also makes the
employee self conscious or over confident when judge their own skills. Sometimes it becomes
very difficult to access those skills.
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development in context to whirlpool's case study
This has been observed by reviewing the case of whirlpool that organisational learning
and individual learning are two different terms-
Organisation Learning- It is defined as a process of developing, motivating, retaining,
and transferring knowledge within the organisation members. It learns from the past experience
when there is change in the organisation performance. It provides experience within an
organisation and allows the company to remain competitive in ever changing environment. From
the analysis of the above case study Managers of whirlpool should develop learning in the
organisation so that team members can work collectively to solve the business problems.
On the other hand, Individual Learning is a learning process which builds the capacity
of the individual about external stimuli and sources (Hirst and et. al., 2011). It also enhances
individual knowledge with the sharing of experience through interaction with others and the
environment.

Training and Development- Training is an process which focus on improving the
performance of the individuals and groups. It involves sharpening of skills, learn new
information, new methods and can refresh their existing knowledge to enhance the performance
of the employees.
Development is an ongoing systematic procedure in which employee learns to enhance their
conceptual knowledge. It leads to the development of employees personality and attitude which
helps them to face future challenges. Continuous training and development should be provide to
the members at whirlpool to help them to resolve the operations issue and attain more
profitability.
Difference between organisational and Individual Learning
Basis for comparison Organisational Learning Individual Learning
Aim and scope It has a wider scope. It
addresses the whole members
of the organisation. These kind
of approaches are used for the
overall development of the
organisation. Managers of
whirlpool uses this approach for
the development of their
employee's as s team which
enables them to work
effectively
It has a narrow approach. It
is used for developing
individual capacity which
enhances their job
performance. Its main focus
here is to enhance their skills
and knowledge.
Usefulness This kind of approaches used
by the whirlpool, will be able to
develop a positive team work
in the organisation. It benefits
members to work effectively
and efficiently.
Managers of whirlpools can
create positive spirit in its
employees by providing
them providing training.
Members involved All the members of the oP6
Evaluate different approaches
Single individual skills are
enhanced at a single time.

to performance management
(e.g. collaborative working),
and demonstrate with specific
examples how they can support
high-performance culture and
commitment
Difference between training and development
Basis for comparison Training Development
Objective It aims to ensure that employees of the
organisation enhance their skills and
knowledge, so that they can handle
specific jobs in the company.
Individuals skills are
enhanced so that they
can develop a general
framework for
understanding the
operations of the
company.
Number of people involved It involves large number of people that
enhance the job performance. It is
group based approach.
It doesn't involves a
group. It mostly
includes a single
person who is
equipped with skills
and task to handle
various tasks.
Focus The main focus here is to handle
specific tasks in the organisation.
Focus here is that
employees under this
program are able to
handle future
challenge

P4 Importance of continuous learning and professional development for sustainable business
performance.
Continuous learning(Life long learning):
Continuous learning is enhancing the ability to learn by improving the skills and abilities
for the individual. And the strong learning ability is assess the changes in the environment and
adapt it . It enables to enhance social inclusion , individual development and sustainability.
On the individual level continues learning develop by observing the senior works , asks the
questions in difficulty, practically implement,find the way to improve the work methods.
Importance of continues learning for the sustainable business performance:
Continues learning helps to adapt the changing environment with fierce competitors . In
addition with it builds up the team to face the dynamic economic climate for that update
knowledge and skills are require. CL is need for today's world because employees demand it
from the organisation and it enhance the motivation level of the employees (Levi, 2015). CL
enables employees to boost their carrier and learning new things give the accomplishment to the
employees and organisation also. It enhances the possibility of the innovation and creativity in
the organisation. When the employees mentally prepare for the upcoming challenges that enables
to develop the leadership skills that beneficial for both employee and organisation.
Professional Development:
Professional development is the process of enhancing and improving the abilities of the
staff members through the education, training and development in outside and inside the
organisation. On the other hand to remaining update regarding skills , technologies and other
necessary characteristics .PD helps to build up the morale of the employees for the proficient
development of the individual and the organisation.
Importance of Continuous Professional Development:
Professional development is the best source to invest in the human resource for
improving their skills and technology according to the dynamic environment and competitors
strategy.
Professional development meets the goals of the organisation by creating the environment
through the collaboration of professional learning and on the job training . It delivers programs
and schemes that enables high employment potential

CPD confirmed that employees abilities match with current scenario of the others
individual in the same field.
CPD ensures that the employees capabilities pace with the clients professional demands.
It helps to the organisation for assessment of the employees abilities and the findings in their
professional skills (McCormack, Manley and Titchen, 2013).
It enables to achieve the objectives of the organisation by providing technological
advances to the employees. When employees match with the demands of the clients and
organisation it increases the standard of life and contribute in the economic growth .
David Kolb's learning style:
Kolb develop its learning style inventory. Kolb learning style theory bifurcate on the two
phrases: a four stage learning cycle and four stage separate learning cycle.
The main theory is experiential learning cycle which bifurcate into four stages:
concrete Experiences , Active experimentation, Reflective observation and abstract
conceptualisation.
Advantages of CPD :
CPD is beneficial for the advancement of the employee's career . CPD is very necessary
for promotions,specialization and for new learning and skills. For employers the Benefit is that
they can measure the standards of the organisation and also helps for engagement in work and
with employee's.
Barriers of CPD:
CPD consumes too much cost, time and resources of the organisation. The other barrier is
that professional are not same in their teaching methods and skills.
TASK 3
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage
High Performance work system (HPWS) is an approach that the organisation align itself
with the external environment as well align the organisational structure, system, to achieve the
effectiveness in the organisation .Managers of whirlpool have avoided the traditional method of
doing work instead started focusing on maintaining the healthy environment by motivating the
employee and increases employee engagement in the organisation.