HR Skills, Audit, Learning, and Development at Whirlpool

This report provides an in-depth analysis of the essential skills, knowledge, and behaviors required by HR professionals within Whirlpool. It explores the importance of technical and communication skills, leadership qualities, and legal knowledge. The report then delves into the process of conducting personal skills audits to identify strengths and weaknesses, and how these audits can inform the development of professional development plans. It highlights the differences between organizational and individual learning, emphasizing the benefits of both approaches. Furthermore, the report discusses the need for continuous learning and professional development to support sustainable development and examines how high-performance work practices contribute to employee engagement and competitive advantage. Finally, it explores different approaches to performance management that foster a high-performance culture and commitment within an organization.

Developing team individual
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
P1. Knowledge, skills and behaviour required by HR professionals of Whirlpool ...................3
P2. Conducting personal skills audit to identify appropriate knowledge, skills and behaviours
and develop a professional development ...................................................................................4
P3 difference between the organisational learning and individual learning ..............................5
P4 Need of the continuous learning and professional development which is supporting in the
sustainable development.............................................................................................................6
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation...............................................7
P6 Different approaches of the performance management which are supporting in the high
performance culture and commitment .......................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES.............................................................................................................................10

INTRODUCTION
Developing individual team and organisation is means of making the growth of
organisation. The present report is based on the case scenario of whirlpool whichj offers
electronic products or equipments to the customers.. This report will study the skills, knowledge
and behaviour which is required by the human resource professionals. It will study more about
the personal skill audit which helps in identifying the knowledge and abilities need to develop
for future growth. . This report will study about the individual and organisational learning,
training and development. This will further study about the need of continuous learning which is
required by professionals.
P1. Knowledge, skills and behaviour required by HR professionals of Whirlpool
Skills, knowledge and behaviour which is needed by the HR professional in the context
of Whirlpool are enumerated below:
Skills Technical - This is the skill which must be required by HR professionals. It makes the
work easy and systematic. In today’s world, people are more towards the use of
technology which must be followed by many organisations (Andrews Reddy and
Whelan., 2011). Use of Microsoft office, power point, internet usage and many more
which is basic requirement needed by HR personnel Hence, by developing technical
skills HR personnel would become able to maintain record and maintain database more
effectually.It will help them to work in an easy way. Communication - This is the basic skill which is required in every profession. It is the
way of conveying messages to others. This will help in influencing employees towards
the organisation. It will be helpful in conveying the messages and information to
employees and management. Thus, HR. personnel must have effectual communication
skills for performing all the activities and functions in the best possible way (Griffith and
Tengnah., 2011).
 Multi-tasking – Professionals have a lot of work to do and he has to finish it on timely
basis. He is taking the work in hand multiple tasks which has to finish him on the time.
He is doing the different task so it takes time to complete the tasks on time but slowly it
will be easy for him do this type of work.

Behaviour Leadership - He is the person who shows path to employees which is prescribed by the
Whirlpool. This behaviour will help in gaining the correct work which is needed by
company. Employees are the persons who are taking care of operations prevailing in
organisation. He is the person who is correcting and resolving issues which are faced by
the entity.
 Courage to challenge - This skill will help professionals in taking the challenging
decisions. If in any case people have to take decision which is very risky then it will be
easy for him to take judgement on the basis of this. He has to face challenging situation
every time.
Knowledge Laws - Candidate who is aspiring to become the human resource professional has all the
laws are known by him. This will help in making the decision correctly about the
employees. This post is for the person who will protect the rights of employees and help
them to work harder (Fakhimi and Probert., 2013). Employees are the one who are
contributing towards the growth of the firm. Contract law: A contract is said to effective law among two or more than two parties to
perform a services as well as deliver a product or commit to an act is enforceable by legal
norms. Contract used to provide proper safety to various issues those are arises within an
organisation.
 Training and development techniques: It is well structured program with various
methods that are designed by professional in particular job. Training is the process of
building and designing the required to an employee in order to make them work
according to their plan.
Whirlpool has appointed HR professional who is supporting company to reach it
objectives. It will be helping the entity to reach the vision.
P2. Conducting personal skills audit to identify appropriate knowledge, skills and behaviours and
develop a professional development
Personal audit means analysing the skills of the employees which will help in finding out
the deficiencies in him. It will help to recover those deficiencies which will help them to develop
entity. For knowing the employees who are lacking in which skills then it will give them

assistance in the development of employee as well as entity. It also means the self-analysing the
skills which will support them to find out the mistakes in an easy manner. Personal development
plan is the made in developing the required skill in workers and help them to learn it more. By
making the development plan for the employees, firm is enhancing their skills (Griffith and
Tengnah., 2011). This will help them find out their strengths and weaknesses of own. It differs
from the working environment where employee is working. It is observed through some traits
which will help in knowing their potential of employee. Some of these are curiosity of learning,
communication skills, leadership skills and many more. In this, worker are observed on the basis
of certain parameters and they are analysed from this basis and then their factors in which they
are lacking behind are given time to rectify that mistake.
Following are the strength and weakness as per my personal audit:
Strength Weaknesses
 My strength is that I am able to resolve
all type of issues within the team so
that it is helpful for me in order to
coordinate with my team members or
several employees.
 Some times I am not able to take good
decisions in regards with IT skills.
 My other strength is that I am able to
accomplish the task before times with
lot of reliable work.
 Few times I feel overconfident which
can be difficult for me.
Plan is made for the employees which is beneficial for them. Under this plan firstly
employees are monitored by employer and then all the skill in which they are lacking behind are
note down. Employees are told about their deficiencies and certain training session or suggestion
are given to them which will be helpful from the perspective of future. This is the necessity of
the employee as well as employer so that potential of their working will increase. It will be very
supportive for organisation in making the development path for them. Like employee who is
lacking in the technical skill then employer will suggest him to learn this skill through the joining
the classes where this is taught. It is very nowadays to know work on computers. It will help in
making the work easier and systematic. It will be helping employees to develop themselves in a

manner which will be described by the employers. If any employee who is lacking behind in the
communication skill then to remove that, employer will build confidence and help him to learn in
the skill which will be more benefited in every case (Andrews Reddy and Whelan., 2011). It is
very helpful in developing skill to the perfection level which is advantageous to entity.
it will be more helpful for workers in the context of the future. This will be more
supportive to organisation in making the team of the skilled employees. it is the duty of the
company to arrange the training sessions for the workers which will help to correct their
deficiency of them. In the whirlpool company personal audit of employees is done to increase the
potential of employees.
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evidence
1 Information
Technology
I am very good
in IT skills so
that I can easily
resolve any
issues.
According
to my
knowledge
in IT sectors
I can easily
target my
goals in a
effective
way.
After
completed my
IT course I
have different
options in
order to
develop my
growth for
future.
Team
members
and
employee
s, family,
friends
and so
on.
4-5
mont
hs.
(Nov
embe
r,
2018
to
Marc
h,
2018)
.
Judgemen
t of IT
directors
and
Colleague
s
2 Decision
making quality.
My decision-
making quality
is good I
implemented
some new or
It is
necessary
for me to
gain my
knowledge,
After learning
these IT skills
that can
automatically
improve my
Managers
of top
level will
assess my
performa
6
mont
hs.
(Nov
embe
Top level
managers
or leaders.

innovative
ideas in my
organisation
effectively.
which help
in increasing
my decision
making skill.
knowledge or
decision
making
quality in a
effective way.
nce. r,
2018
to
April
,2018
)
P3 difference between the organisational learning and individual learning
Organisational learning refers to learning in the team. In the team learning workers ar
easily understand the things with co-worker. Team learning integrates the employees and help
employers to achieve the objectives of entity. It will help them to make it more supportive to
employees and because it is the best; learning made by the employees. It is sharing the
knowledge to each other. If one employee is having the problem in understanding something in
that case team will be there for him. It is the skill which will cover the gap between the
innovation and daily operations. Every employee is not perfect in that case he is needs some help
in working and understanding the operations which is helping in their work which is most
important part of their work. It is the duty of employer to make a team which will help in
reaching the entity to top position. In firm wants to learn the employee in that case just teach new
thing to one employee and he will teach to others. It is the beneficial for the employee as well as
firm. Firm work to teach employee and organise the training sessions for them is minimum.
Many organisations consider that this learning is the best one. Organisational learning theory is
the process that focused on knowledge creation and its used with the company.
In the Whirlpool within an Individual learning in which people are learnt independently. It
takes time to learn individually but it will be beneficial them. it helps in making the employees to
learn by on their own. it will help in making the employees feel better by learning by them. This
learning is said to be long lasting learning. it gives them the lessons which are lifelong. For this
learning lots of hard work is needed which will be fruitful in the Whirlpool. Those who are
individual learners are more hard workers which will help them in their future (Griffith and
Tengnah., 2011). It will be more beneficial for the learners who are learning through this type of
learning. Both learning is significant in their context which is supporting the owners of the
company to move in the path of achieving the goals of the Whirlpool. HR professionals are

needed to train these type of employees and reach them at perfection level. for this type of
worker are slow learners and takes time to learn new things but once they learnt something in
that case it will be implemented in the development of the organisation. Both of the team
learners and individual learners are the persons who are equally contributing in the working of
the whirlpool. it is supporting the entity to daily operations. In the whirlpool firm is operating
the business by the help of the employees of two types. Both have their own working style and
help in achieving the growth of the Whirlpool. Individual learning theory is framework how the
learner cognitive process, retain and learn the knowledge during training.
Training and Development: It is one of the main function of Human resource
management. Wherein training refers to the systematic setup in which employees are instructed
for technical knowledge in regards with their job. This concentrate on teaching employees like
how to use specific machines or how to do particular task in order to maximise efficiency.
On the other side Development refers to the educational or holistic growth or people
maturity in managerial positions. This process of development focuses on the attitude,
adaptability, leadership or human relationship as well.
Therefore, both organisational or individual learning, training and development or several
aspects of organisational aspects are very much necessary in order to make good organisation in
a systematic way.
P4 Need of the continuous learning and professional development which is supporting in the
sustainable development
Continuous learning: It is said to be effective practice that an individual carries out in
daily in order to continue increasing their knowledge at the workplace. Strong continuous
learning skills are needed to successful adaption to changes work and demand.
Learning requirement is for everybody. All the field needs learning. sources many
different but the learning is there. In the context of the student learning is through books, for the
employee learning is through equipment’s which is very beneficial for them to do work. Instant
leering is more helpful to achieve success. For professional development ongoing learning is
needed. It is helpful in doing the work and help them to learn new things about their work. From
the point of view of employers, it will increase the potential of employees. Productivity
employees will also maximise. Workers are happier and which will help them to retain the
employees in the organisation (Fakhimi and Probert., 2013). If all the services are provided to

customers are in the best quality in that case, he will be loyal to him always. It will increase the
retention rates of clients which will be more beneficial in the sense of entity. Companies which
focus on the learning it on earning the profits can get success definitely. The best employees are
the one who can increase the potential of employees. For continuous learning employer must
think about the training and development which will help them to reach the perfection point. For
ongoing learning hard work is needed which will help to develop more in the eyes of all.
Training will be more helpful in enhancing the skill of them. More potential they build the
chances of doing the work with perfection will maximise. In professional field also requirement
of the learning is there. in every company there are different methods used for doing the work. It
is more helpful in doing the work with learning. Methods of learning are different and the worker
with the knowledge and skill is more facilitative for the firm. People can be of different traits; it
may take time to learn the new things but once they learnt will be assistance for the entity. For
long term growth of the business is through the employees only which are doing the main work
of entity. Workers are the one who is differentiating from the other organisation. Human
resource are the one who has doing the work after the guidance of the superior employer (Bloom
and et.al., 2015). Continuous learners are one who are getting the success at the time because
these persons are doing hard work which will be supportive for them. Person who are reliable on
the shortcuts will, get success but it is for the short period. This type of the success is not worth it
by the employees. Those who are dependent on the success of shortcuts are he wasting the time
of himself and others as well. These persons are those who are doing the work with more
laziness and don't want to do hard work. It is the duty of the employer to teach them a lesson
which is benefited in the employer point of view. If this employee has rectified his mistake, then
this will be facilitating the employees. They have also learnt from their mistakes and which
supports in making the organisation to achieve the goals which are already set by them.
Honey and Mumford style / stages:
There is strong similarity among the honey and Mumford styles and corresponding Kolb
learning styles:

(Source: Honey and Mumford learning style models, 2016)
 Activist: It enjoy working in team but because of certain tend to hog the limelight. They
throw themselves they throw themselves headlong for certain experiences. These kind of
people act first and considered the overall consequences afterwards.
 Reflectors: It is said to be more pause and consider over experiences before they jump as
like activists would. They are more cautious and have to deal with them from many
different perspectives before doing any themselves.
 Theorists: Theorist adapt and analyse overall observation into complex but logically
sound theories. They think issues in a vertical manner. They assimilate disparate facts
into coherent theories.
 Pragmatists: These are keen on trying out ideas, theories and techniques to see if they
work out in practices. They more positively look into the new ideas and take the first
opportunity to make experiments with employees as well as other applicants.
Kolb learning theory:
This theory is developed by David Kolb in 1984, as is concerned with the cognitive
process of internal learner. This theory forced for new concepts development which is provided
by the new experience. Learning theory of Kolb explained by four stages that are concentrate
experiences, Reflective observation, Abstract Conceptualisation and active experimentation.

P5 Demonstrate understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation.
High performance working system is a set of management practises are made to recreate
an environment where employee has greater involvement and have responsibility. This
technique consists of human resource practices, work structures and employee knowledge skills
and alignment to the organization (Andrews Reddy and Whelan., 2011).
In an organization the engagement of employee is very necessary. Employees are the key to
success for every organization and their engagement in their work plays an important role to
achieve the organizational goals. Following are the contribution of the HPW in employee
engagement in whirlpool
1- EMPLOYEE SATISFACTION- Employee satisfaction is very important in an organisation
as organisations are the key to success in the organization. They play an important role in the
organization to increase the profit of the organization. Employees that are engaged and satisfied
are very invested in the success of the business and have a good level of commitment and
loyalty. They lead and direct the company’s mission, strategy and brand (Acton, A., 2013).
2- PRODUCTIVITY- engaged employees in the organization are usually considered as a top
performer, these are those employ which are committed to the success of the business to go extra
mile. As a when employee become more engaged their absenteeism lowers and their motivation
increases. The dedicated engagement of the employee increases the productivity of the
organisation
3- RETENTION AND RECRUITMENT- retaining good employees is key to the success of
every business. Employees who are engaged significantly lower the risk of turnover for the
company. As engaged employees are more invested in the success of the company they also
become more loyal. Therefore, when employees are satisfied they more want to stay in the
organization and thus it increases the workforce of an employee and provide motivation to the
new employer (Andrews Reddy and Whelan., 2011).
4- INNOVATION – There is a close relationship between innovation and employee engagement
as engaged employee is more satisfy and performs at high level and bring passion and interest for
their job, which leads to innovation. When innovation takes place then the new ideas take birth
which helps organization to achieve their goals and objectives.

5- PROFITABILITY- Companies with more engaged employees tend to have higher
profitability rates. When employees are engaged they became highly productive and helps
company to reach to the maximum point of profitability.
High performance work: The basic idea behind high performance is central to much
present discussion on building UK economic competitiveness and growth in the near future time.
It is set of organisation practices that can attempts to create an environment within an
organisation where the employees have huge involvement and responsibility.
Competitive advantage: These are specific condition that can allow Whirlpool or nation
to produce a good or services of equal value at minimum prices or in a more desirable manner. It
is a kind of situation that puts a company in more favourable or superior business plan.
Contribution of how in competitive advantage of whirlpool’s: Every leader has some
idea of defining of competitive advantages. It is nothing but doing things best than the
competition. It is all about seeing our competitor struggling while we are touching the sky. It is
an ability to sustain or to exceed the profit for an organization competitive advantage matters as
entrepreneurs starts firms because they feel that they are having some good ideas that would be
good to invest it. They think they have got something which they could make above average
profit. In this beginning section we introduce a model of the firm to explore the idea of added
value and profit (Acton., 2013). We then introduce the people and their contribution to
competitive advantage in an environment where many firms serve a market. Ultimately we serve
the significance of competitive advantage.
Employee engagement is the relationship between the employees and company. It is
basically based on the integrity and trust which increases the individual and organisational
performance and productivity.
P6 Different approaches of the performance management which are supporting in the high
performance culture and commitment
There are various approaches which are helping the entity to measure their performance.
Measuring the performance of employees is the difficult task of the employee. For this various
approaches are find out for measure the performance of workers. Performance of employees are
measured on basis of various factors like working environment, technology, satisfaction from the