HR Report: Developing Individuals, Teams, and Organisations

This report analyzes employee development within Whirlpool, focusing on the knowledge, skills, and behaviors required by HR professionals. It includes an analysis of job descriptions and person specifications for an HR executive position. The report then develops a Professional Development Plan (PDP) to address skill gaps and improve employee performance. It further differentiates between organizational and individual learning, training, and development, referencing Kolb's learning theory. The report highlights the importance of High-Performance Work (HPW) systems for employee engagement and competitive advantage, followed by an evaluation of different approaches to performance management. The report provides insights into the practical application of HR principles within a real-world business context and offers valuable information for students studying human resources and management.

Developing Individuals, Teams
And Organisations

Table of Contents
INTRODUCTION................................................................................................................................3
LO1.......................................................................................................................................................4
P1 Analyse employee knowledge, skills and behaviours required by HR professionals.....................4
P2. Identify Knowledge, skill and behaviour and developing PDP............................................5
P3 Difference between organisational and individual learning, training and development.......7
P4. Need for continuous learning and professional development to drive.................................8
Learning theory of David Kolb-..................................................................................................8
Learning theory of Peter Honey and Alan Mumford -................................................................9
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation...............................................9
P6. Evaluation of different approaches to Performance Management......................................11
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13
ONLINE REFERENCES...................................................................................................................14

INTRODUCTION
In every organisation, a proper knowledge, set of skills and a good behaviour conduct is
require by the HR of company. This project report will be laying its complete focus on a very
renowned and famous brand of domestic appliance manufacturing Company Whirlpool (Wagner III,
and Hollenbeck, 2014). The assignment is going to focus on the knowledge and skill set in respect
of post on which employee would be hired in the company and also behavioural code of conduct of
an employee on the workstation. This report will include a Professional Development Plan (PDP)
which outlines on the remedial action required to improve knowledge; skills and behaviour of
employees and also the time frame that would be suitable for the improvising these things. The
project further focuses on the differences arising between the organisational and individual training,
learning and development. Lastly, assignment is highlighting the crucial importance of HPW and
employee engagement and its competitive advantage.

LO1
P1 Analyse employee knowledge, skills and behaviours required by HR professionals
Professional worker require knowledge of there profession. The Whirlpool company plans
interview for the vacant post of HR professional.
Job description
Company name Whirlpool
Location UK
post HR executive
Experience 0-2 year
Education MBA in HR & also have bachelor degree in any
stream from renowned university
Role Recruitment and filling skill gap
Giving training to staff members
Manage administrative work
Person Specifications
Post HR executive
Skill Excellent communication, leadership, problem
solving, confidentiality skill.
Knowledge Good knowledge of Microsoft office, labour law ,
training & development.
Experience Minimum 2 year
responsibilities Hiring, promoting, developing, transfer.
a) the professional knowledge required
Professional knowledge required to build career in the Whirlpool industry. In order to
work as HR professional individual must have knowledge about recruitment & selection, training &
development ,and administrative work (Argyris, 2017). The company hires HR executive who well
know about the Contract law, training and development techniques.
Contract Law is the written agreement between the employee and employer. It will be define
the workers power and rights. Law protect industry member or enforce the parties to agreement.
Training and Development is function of organisation activity that concern the work
performance of Whirlpool (Rahim, 2017). Training and development techniques help the firm for
conduct training program. Company use two type techniques. 1) on the job method: firm give the
training there staff throw the job rotation, job coaching and multi management . 2) off the job
method :

off the job the industry fellow the case study, brain storming simulation and management games.
The methods help the industry to develop employee ability.
b) The skills required
Whirlpool company require a HR executive. Whose communication and problem solving
skill are good, because the good skill help the firm and worker to develop there industry. If the
manager are good in skill there are play role successful employees (Miner, 2015). The good talent is
the part of the life that help to meet new challenges.
If the HR manager are good in the problem solving that time is will helpful for solve critical
situation. These help to employee for saving time and money. The industry are hire those people
whose are flexible and there have ability to complete any task in any situation and encourage the
staff.
c) The behaviours required
Whirlpool HR must have capability to manage the positive ethical behaviours and able to
secure confidential source. If the HR executive behaviour is good for staff member, and its relate to
job performance (Thompson, 2017). Employees behaviour is positive in work environment the
worker were work happily in the industry and make a happy work place.
The HR manager mostly face the ethical problem in the firm because of the employee's
discrimination, performance appraisal, partiality etc ethics related issue faced.
In the organisation have confidential information. HR have maintained and secure the
information. The secrete data are related to the worker, firm, and other work related. HR manager
have to sure the data were not shared any other (Luthans, Luthans, and Luthans, 2015). Human
resource manager is loyal and responsible about the company information.
P2. Identify Knowledge, skill and behaviour and developing PDP
The HR manager of a company has to identify whether the employee is having knowledge in
respect of post on which he has been hired/being hired by the organisation, set of skills required by
the applicant in respect of post offered to the candidate (Wilson, 2017). For every firm, its quite
necessary to perform SWOT analysis of its employee because it plays a crucial role in the growth of
candidate along with that of organisation.
A critical analysis of an individual employee would be done in the following manner.
Strength:-
 HR professional of Whirlpool has good knowledge of HR policies and standard.
 Individual has strong communication skill

 Person has positive behaviour towards work and always conduct operations by following
ethical aspects.
Weakness:-
 HR professional is unable to present or having poor presentation skill.
 Poor knowledge of latest software.
Opportunities:-
 Globalisation has increased career development opportunities and because of this only one
can get jobs and a new growth in career by working with MNC's.
Threats:-
 Technology advancement is the biggest threats for HR professionals reason being, those
who are not familiar/updated with the new technology will not be able to get new growth in
their career.
Professional Development Plan
Requirements Score (out of 10) Gap Strategy to
improvise
Timeline
To improve
presentation skill.
3 Recently, the HR
professionals of
Whirlpool are
unable to present
within team but
aims to present
own self at
corporate level.
To improvise this
skill help of
seminars and
guidance from
seniors can be
taken.
2 month
To develop
communication
skill
8 Right now, the HR
professionals of
Whirlpool are able
to convey their
views and have
convincing power.
But, are not able
to deal with the
cross culture
To improvise this
skill, a session of
group discussions
should be taken on
basis of case
studies and
literature of
previous year.
15 days

problems.
Subject
Knowledge of
Contract Law;
Training and
Development
6 The subject
knowledge of HR
Professionals is
just so-so.
Although, they are
having knowledge
of hiring and
recruiting
employees but,
not able to
implement it in an
effective manner.
The skill can be
improvised by
attending
seminars;
workshops; and
reading books.
2 months
P3 Difference between organisational and individual learning, training and development.
Every organisation provides learning, training and development programs to their employees
for their grooming and development. Here is a company Whirlpool which is providing learning,
training and development programs to their employees (Wilson, 2017). Other side we can
understand an individual learning, training and development process from the Kolb theory of
learning.
Kolb theory says that Organisational and individual learning, training and development are
the part of cycle process of learning is the initial part of training and development. When employees
starts to learn something and starts develop, an organisation itself develop. Kolb has derived four
stage of learning. Concrete experience when employee starts to adopt something new things with
new experience (Waters and Sroufe, 2017). Second is reflective observation of the new experience
that means in consistencies between understanding and experience. Third is abstract
conceptualization it is a stage where en employee modify existing knowledge. and fourth one is
active experimentation where employees apply their experience and the idea around them to see the
result.
Whirlpool is providing Training and development programs to their employees but an
individual training and development is the phase where an individual has to motivate himself.
Training is the process of learn new things about work for development in the guideline of an
organisation but in the case of individual training no guidance has to be given (Pettigrew, A. M.,
2014). Kolb theory says that according to four phases that employee should get an experience after
that put that experience in working life than analysis the results and reach on conclusion and use

this all knowledge in further situation for the result of new experience.
Many kinds of training and development programs are organised in Whirlpool for an
employees like staff training because staff training can leads to greater productivity (Hatch, 2018).
Because an employees kept updated with new training and development programs. In the company
Whirlpool employees are more engaged with their work because company is providing them proper
training and development programs (Homans, 2017). Employees are nurturing and increasing their
talent from training and development in Whirlpool. Other side an individual trained and develop
himself on his own way he starts to learn some thing from different sources like- threw the books,
internet, motivational speech, an individual puts his efforts individually. Learning, training, and
development all three factors interrelated to each other because learning is initial part then training
is provided by organisation than outcome of this comes in the form of development (Hogan, 2017).
There are some drawbacks also of organisational training and development programs everyday It
can because of demotivation of employees. So instead of the training and development programs
other activities are mandatory. There are many losses of an individual training and development by
compare to organizational training and development programs because employee. Can not get the
feedback in an individual training and development.
P4. Need for continuous learning and professional development to drive
Learning theory of David Kolb-
It is necessary to train employees of Whirlpool because of changing environment (Dixon,
2017). To make Whirlpool stable in world of technology, it is an important part for the company to
develop employees through continuous learning. There are four learning styles which given by
David Kolb.
Diverging :-
This style includes feeling and watching one thing from different perspective. They prefer to
watch because of observing power (Burrell and Morgan, 2017). Once they observe anything then
they will solve any problem by imagination. David Kolb said that this type of person give their best
in decision making and they have problem solving capacity. Employees of Whirlpool have to adopt
this style for sustainable development.
Assimilating :-
With the help of this learning style the employees of Whirlpool have to go for understand
the ideas and approaches rather than focusing on people and social aspects. They have to clear an
explanation and less focused on the practical opportunity (Qrunig and Qrunig, 2016). The people
who have assimilating style for learning, are less focused on practical things, they believe to watch

and think.
Converging :-
Through this learning style the employees of Whirlpool have to solve problems by using
their knowledge which gain by them. This type of people are not believing in interpersonal aspects,
they only believes in technical tasks (Powell and Oberg, 2017). They are less affected by social
world and give their best to the solve any technical problem. They like to introduce new ideas and
to do work on it. To work with practical applications the employees will develop Whirlpool.
Accommodating :-
The people who have this learning style, are use the analysis which have done by other
people. This style is helpful for Whirlpool to development (Young and Ghoshal, 2016). They have
to attract with new challenge and ideas. Employees also have to prefer themselves to work in a team
to complete the task.
Learning theory of Peter Honey and Alan Mumford -
The first learning style is Activist which refers to trial and error method. Think something
and try for it (Triandis, 2018). Either that idea make changes or not changes anything. Employees of
Whirlpool have to make themselves open minded so that they will approach something new.
Second one is theorist, they are the person who believes in theory and if they think about
any problem they solve it step by step with bookish knowledge and they felt uncomfortable with it.
Other one is pragmatist, employees of Whirlpool have to go for this because this type of
people can solve any problem by using all efforts like ideas, technology, theories.
There is need to be a reflector. Observation is best skill to learn something. They have to
think more before going to a conclusion because it is good to use both primary and secondary data
to make a decision (Triandis, 2018). They have to consider all way which help them to make a
good conclusion.
P5. Demonstrate understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation.
HPW
HPW stands for High Performance Working. And also known as high involvement or high
commitment (Wagner III and Hollenbeck, 2014). It is a general approach to managing organization
and to get more effective employee involvement and their commitment to achieve a high level of
performance. This is a chain of processes, practices and policies which improve performance of
employees when put together in a integrated manner and used systematically.

Employee Engagement
High Performance Work focuses on workforce engagement. It is a fundamental concept
which describes the relation between organization and employees, the environment of the company
which result in commitment of employees towards organisations goal, and company's higher growth
and productivity and increase employees loyalty towards organization (Argyris, 2017). It can be
increase by activities, games etc.
Competitive Advantage
Competitive Advantage is a favourable situation which allows a company to produce goods
or services at a lower price and to be more innovative and unique than its competitor (Rahim,
2017). For example: If a organization is producing and advertising the similar products or services
in a lower price than it's competitor then that company likely to have competitive advantage.
Whirlpool is the world's largest home appliances. The chain of HPW, Engagement between
Employees and their company results in the success and rapid growth of the organization, and the
competitive advantage (Miner, 2015). As high performance work enhance the employees'
knowledge, skills which results in better employee interaction which increase in their involvement,
commitment to their work and their responsibilities to achieve the goal. And encourage them to
think unique from their competition (Thompson, 2017).
Behind producing and serving innovative products and services by Whirlpool, the major role
is of the management and employees work. They concern with the high performance working
system (Luthans, Luthans, and Luthans, 2015). And develop initiatives to create the workplace
environment or culture to maintain the transparent and loyal relation between the employees and
organization as the whole. Whirlpool give the best practices and policies to their employees which
best fit in their needs, strategies and overall objectives (Wilson, 2017). Whirlpool also focuses on
the trustful and open communication with the workers. For better employee engagement they do
several programs like surveys and other activities. They share information with workers by regular
communication and inform about the organisational changes so that employees feel informed and
consulted (Waters and Sroufe, 2017).
Whirlpool gain competitive advantage by leveraging their global presence in different
regional markets. Their regionalization strategic approach allowed them to expand their business
worldwide (Pettigrew, 2014). They distribute their products in various lines to cover up all category
consumers and markets compare to its competitors. Which is very difficult as well to integrate so
many products.
P6. Evaluation of different approaches to Performance Management
Performance management is a process which helps an organisation to reach its goals

consistantly in an effective and efficient manner. It focuses on organisational performance,
departments, employees, even the proess of building products or services etc.
The different approaches of performance management are :
1. Comparative approach,
2. Attribute approach,
3. Behavioral approach,
4. Result Approach and
5. Quality approach.
 Comparative approach: It is a kind of a approach in which employees performance is
ranked with respect to others in a particular group (Hatch, 2018). Employees are ranked as
per their performances i.e. highest and lowest performer. Such type of an approach ensures
reward to the top performers (Homans, 2017). These top performers can be promoted to
higher positions by giving proper training and guidance.
 Attribute approach: In this approach employees are rated as per their set of parameters like
problem solving skills, team work, communicaton, judgement, creativity, innovation etc.
(Hogan, 2017). Graphical Rating Scale enatils employees rating from the sacle of 1 to 5
(lowest to highest). The employess are rated as high, medium or low on a given parameters.
Parameters are broken and scaled as, above(+), equal (0), or below (-).
 Quality approach: It is the approach which focuses on improving customers satisfaction by
reducing errors and defects and contineously increasing service improvisation (Dixon,
2017). It takes into consieration person and system factors both. Employers take into
account regular feedback from professional and personal traits of the employees from the
manager, peers and clients to resolve performance issues.
These approaches can help whirlpool in improving its performance culture and employees
commitment as explained below :
By adopting comparative approach whirlpool can improve its employees performance, as
employees are ranked as per their performance within their groups, it develops sort of competition
within the organisation and even employees are rewarded as per their performance (Burrell and
Morgan, 2017). Such approach will motivate the employees to work in an effective and efficient
manner which will increase the performance of the company. Such approach also results in
employees commitment towards their work as they are been rewarded on their performance basis
and employees also feel they are been cared and valued by the company which brings best

commitment towards their work.
Through Attribute approach Whirlpool can set different parameters like team work, good
communication skills, innovation creativity, problem solving skills etc, all parameters can enhance
personal and professional abilities of an employees which will help them in taking proper business
decisions and also will increase their abilities to face uncertain challenges in future (Qrunig and
Qrunig, 2016). Such approach will prove beneficial to the company. Attribute approach have a
disadvantage of subjectivity, as it totally depends on the nature of evaluator by identifying best and
the worst of the performers, so the evaluator should best in the field of evaluation. But it also has an
advantage of its simplicity.
Such approach will enhance healthy working environment as employees are overall been developed
within the organisation which will also result in the employees commitment.
 Quality approach: As Whirlpool is customer based company it totally depends on the
customer satisfaction and customer retention (Powell and Oberg, 2017). By adopting this
approach Whirlpool can build and improve its customer base. Quality approach takes into
account regular feedbacks from the employees, peers customers etc. it will help the
company to improve its business processes as it gives employee an opportunity to resolve
performance issues and it will eventually increase employees performance (Young and
Ghoshal, 2016).
By adopting this approach Whirlpool can improve its employee performance as it brings both
positive or negative result to the employee through which they can learn and develop themselves
within the organisation and it will ultimately increase the employees performance and also they get
committed to their works.
CONCLUSION
The assignment report emphasize on the professional knowledge required for the post of HR
executive. The skill and knowledge required for dealing with the cross culture employees at time of
hiring them and also in respect of strategies/remedies to improvise them. The project also lays
emphasis on the different approaches that are followed in the organisation with the motive of
improving performance management and on the understanding of HPW so that, effectiveness and
efficiency of work can be increased and employees can also be sustained in organisation.

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Online
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