Whirlpool: HR Skills, Performance, and Development Report

This report analyzes the skills, knowledge, and behaviors required for HR professionals, using Whirlpool as a case study. It covers essential HR skills like communication, understanding people, and empathy. The report includes a personal SWOT analysis to identify professional development needs and creates a development plan. It differentiates between organizational and individual learning and emphasizes the need for continuous learning and professional development for sustainable success, highlighting the benefits like increased confidence, enhanced CV value, and improved client interactions. The report discusses various learning methods and their impact on career growth within the context of the Whirlpool organization.

Developing Individual , teams
and organisation

Table of Contents

INTRODUCTION
Organization is made of employees, all these people contribute well in success of
business unit. Human resource management (HRM) is responsible to manage these people and
retain skilled staff members in workplace for longer duration. Healthy workplace environment
and team working support in smooth functioning of entity. Present study is based on Whirlpool,
it is leading home appliance firm. In the year 2017 entity has generated annual sales of 21
billion. It has employed approx. 92000 employees. Current assignment will discuss skills and
knowledge that are required in HR manager. Furthermore, it will conduct personal SWOT
analysis in order to identify professional development needs. Report will evaluate various
performance management approaches with relevant examples.
LO 1
P1. Determining appropriate and professional knowledge, skills and behaviour that are required
by the HR professionals
The skills which are required in HR. Some of them are:
 Ability of speaking – The persons who are aspired to be Human Resource Manager.
Need to have the speaking skills. Candidate must have guts of speaking in front of
people. It is necessary in every field chosen by candidate. People who are already good
also needs time to become perfect. These skills can make the person to influence
anybody towards firm (Wright and Ulrich, 2017). Good ability of speaking shows
confidence. Having this skill can boost the career.
 Understanding people – This skill must be possessed by the HR. professionals as this
could help them to understand people by their gestures, behaviour, posture, attitude, etc.
This can help the professionals that how they deal with them. It makes their work easy.
 Backbone – The HR professionals must have enough knowledge which is needed in this
profession. Age factor does not matter, it is their knowledge about the profession that
matters. By having that awareness, person feel confident.
 Empathy – Understanding the view point of another, is the ability that must be with HR.
it will help them to take accurate decisions.

 Listening – This ability must be there. Listening another's problem and finding solution
for them is the work of professionals. Employee’s problems are listened, and try to solve
these issues.
Knowledge about the field and understanding the all laws which are required in HR.
profession, their working procedures, abilities, needed in this profession.
Behaviour needed in HR professionals is given as below:
 Future oriented – The person must be futuristic. Decision taken by consider the future
point of view. This helps in taking the decisions. All decisions taken by them must be
accurate.
 Systematic working – The working style of people must be arranged or work is
arranged in perfect manner so that all the work is finish on time.
 Understanding people – The people must be having cultural differences because of
diverse background. The work of professionals is to make them understand company's
objectives which can fulfil their goals as well.
Attitude – Behaviour of authorised person must be polite enough to handle all the matters which
are coming to him. Employees must not feel uncomfortable in telling to professional. If fell they
feel so there can chances of turnover. The firm gas to bear loss. The Whirlpool is hiring all the
human resource manager with having all the abilities (Stenius and et.al, 2017), knowledge, skills
and more. The knowledge which has to be in Human Resource manager are:
 Understanding the laws- The laws which are made by authority which are need
to apply them in the practical situation. The laws are very important to know
because all work is on the basis on this only. The work can be applicability in
practical life. The situation the employees will face and how they implement it.
 All the policies and procedures which are necessary to understand by
employees because they have to follow this in real situation. Not implementing
the policies' comes under the breaking rules which are made by government.
The all things are done according to the rules and regulation of the government.

Rules made by the government is need to follow.
P2. Determining the personal skill audit which helps to identify knowledge, skills,
behaviour and developing the professional development plan for HR professionals
For auditing my own personal skills, I need to do SWOT analysis of mine which can help
to recover my deficiencies which is given as below:
Strengths
My strengths that are possessed by me:
I am having leadership and technical skills
which help me to guide the people. This help
me to take correct decision about employees.
By knowing the work on computers, make me
advanced and all the things are in systematic
manner.
Weakness
My communication skill is poor from which I
feel that I am not confident enough to tackle all
the situation in perfect manner. This skill is
needed for my career growth
Opportunities
Being the HR. professional the steps are taken
by me to grow the firm: use of advance
technology which can make work easier. The
economy is giving the chance of investing
money or doing business in other country
which can earn better money.
Threats
The biggest threat is competitor which
endanger the firm. It can make the work too
complex. The challenges faced by the industry.
The lowered price by contender can the
condition worse.
Development plan
Skills Current
performance
Target
performance
Strategy Time Resources

Leadership and
technical skills
I can take my
decisions by
guidance but
somewhat skills
are lacking.
I can improve
my advanced
technical skills
which can make
my work easier.
I will join the
computer
classes for
improving
skills.
2 months Requireme
nt of the
computer,
pen, paper
and
classroom
with
people
who can
train me.
Communication
skills
I can speak in
front of my
colleagues but
the want to
speak in-front of
every one
I am regularly
practising in
front of mirror
and prepare
more whenever
my presentation
is there
For this I have
taken initiative
to give regular
basis
presentation
1 month One
projector
and the
people
who can
hear and
rectify my
mistake
understanding
people
I can understand
people but not
accurate
I need to analyse
the person well
then only make
the opinion
about him
For this, I have
started
observing
people by their
body language.
1 month The more
people
will we
meet by
me I will
observe
them

LO 2
P3. Difference between the organisational and individual learning, training and development
There are lots of difference between organisational and individual learning.
Individual learning I this the growth of the individual is given
preference only. This shows that all the person
need to improvise for himself not for company.
The learning speed will be low because he is
growing on independent level. It takes time but
the level learning increases. The level of
grasping makes more habits of learning. There
is no guidance is available but all the work has
to be done by itself and make the work more
effective. Personal goals are fulfilled. All the
things are done for making the focus on
enhancing the skills. By this individual
turnover will increase because he will become
more skill and not want to work for the
company now
Organisational learning In this all the learning done with
teammates or the guiding person will guide
employees about it. There are many things
which need to learn by person itself for growth
but the organisation is working to collaborate
organisational goals with individuals. They are
working for the firm dedicatedly and no
chances of leaving the organisation. There are
many things are that are learnt on the basis of
knowledge. Knowledge is the most important

thing which are to be considered in making the
organisational motive successful.
In this flow of information and knowledge
within the firm. The firm need to make the
goals according to all them only and make
their efforts to retain employees in the
organisation. This is the responsibility of the
firm to give proper training to the employees.
The guidance must be needed by them all the
things which are their rights must be fulfilled.
People are loyal to organisation and feeling to
make the level increase day by day. All the
organisational leaders who are allotted to guide
them must work with full responsibility.
P4 Need for continuous learning and professional development to derive sustainable success
Learning is very important in every field. There are many things which the person has to
learn for the development. Individuals must be learn throughout the life. There are many things
which the individuals need to performance growth. The need of continuous learning can’t be
denied as it is necessary to have a good control over the operations and enhance the skillset of an
individual in a better way. By learning they get to know the new things which are necessary for
their growth. Benefits are:
 Boost confidence – The confidence level will increase which can improve the knowledge
the things needed is initiative. By showing the interest to the person who is teaching, it
shows the efforts of the individual. Regular level of gaining the knowledge can increase
the level of confidence. By learning new things' employee feel very happy. It makes the
place in the competitive world. For instance, after the professional development,
employees will be more confident and comfortable to accept new responsibilities that will
support their personal growth as well as the organisational improvement.

 This will enhance the CV – The new learning can make can show-off in CV which
increase the value of an individual capability. The learning experience is more precious.
The more employees will learn more will they grow. For example, if a candidate
mentions that he/she has attended a performance improvement workshop or seminar in
the CV, it would help them to increase their chances of clearing an interview.
 Better deal with clients – the more things will employees grasp they can face the situation
in the best way. The Whirlpool follows this concept. Employees can be slow in grasping
the knowledge but they firm can make them perfect according to time. There are many
sources from which the knowledge can be gained (Brewster, C. and et.al, 2016). Some
are offline and other one are online. The online seminars, workshops, networking,
coaching, mentoring, Bespoke training and also available in offline as well. In case, an
employee has improved his/her skills and knowledge using the continuous learning and
performance development will be able to easily communicate with a client and thus can
have a better and successful deal.
For professional development it is needed that employees can gain learning experience. This will
help in facing the complex situation. The more will they get exposure maximum will be their
learning. It is necessary for their growth. The professional persons need this for the career
growth. Hence, it can be said that the continuous learning and professional development of an
employee can’t be denied. It is beneficial and will help the firm to meet its requirements. Besides
this, a good rise in capability and meeting of business entity will help the organisation to enhance
their confidence level and skill set in a better way.
LO 3
P5 HPW contributes in employee engagement
High performance advantage in organization-
1. Motivation- employees are motivated to improve their performance. Motivation for
employee or recognise his work abilities is really important and it improving employee
effectiveness. Performance feedback is really important .it involves a continuous steps in which
managers and staff members works to plan, monitor and review goals and individual
contributions to the organization. Performance feedback for employee are better understand to

identifying his mistake or his capability. Performance feedback also fulfils a basic to correcting
value of employees develop optimal performance.
2. Job responsibilities- An effective HR gives tasks their daily bases to understand what
insights into behaviour and results needed to perform their jobs. If an employee continuously
receiving high-qualities feedback, employee well become more self-corrected behaviour. HR
system is deicide that which type of responsibility they give to employees if is effected to other
so HR reducing his responsibility according to their job. Job responsibility is really important to
every organization it is reliable to continuing the employees working abilities for job. It also
included that employee should be sinuously about the company or organization working process.
3. Competitive advantage- Effective high performance system it is important to
competitive advantage in business environments, or business. Competitive advantage is
necessary to Handel organization culture, considers as a form of organizational capital. It may
also be driver for sustained competitive advantages. Competitive advantage is also necessary to
create a level of correcting of each employees. And it helps to predictive part to creating a nature
of value (Marchington and et.al, 2016).
4. Recognition of high performance- for high- performance advantage impoverishments
is relates to recognition of high-qualities employee and it’s important for employee to getting
strong connection between supervisor an improvement to effects ways of selection. Recognition
of performance is to be handle by company s HR it is related for how you behaving with
organizations employees and which type of works qualities you have done is important for
effective recognition of high-qualities performance.
5. Organizational commitments- organizational commitment by the employee is
commendable for organizational profitability if someone who not follows it is directly affected to
organizational profits and shares. When by employee giving his commitment it should be
important that HR noted his commitments and possibly review hi works and gives suggestion to
improve his work when the give of commencements (Chelladurai and Kerwin, 2017).
6. Productivity- Productivity is effective way of high performance situation of any
organisation structure an productivity is discerning on any other way it is important to know
employee to how they improvement to getting profitability by productivity. Productivity involves

the higher corrective action any way of creating productivity in organization. Productivity
decided that organisation market standers, and market stander is decided that what is condition in
market fluctuation. If productivity is higher but market fluctuation not good so next productivity
will decreasing by the organization because organization will refer to the next particular market
standers. Productivity is important because employees working house are reinvents to the
organization productivity in organization.
LO 4
P6 Different approaches of performance management with examples with the ways they are
supporting the performance
Performances management of different approaches: performance managements really
about good people of management. Performance management helps to focus employee to
contributing his works efficiency and strategic priority to their personal growth and objective.
Increasing in whirlpool high performance, it is required that employee wants to get importance,
motivation, and requirements of highly performance abilities. For high performance abilities in
employee, first we need to understand that what various situations is that employee should be
follows:
1. Purpose of acceptance: Clear purpose, objectives and goals are required for high performance
in Whirlpool industries, groups and individual employee. The purpose of performance
management is meaningful and worth full. Purpose of acceptance is that employee acceptant of
take company give with limited time and implantation of employee abolitions for punctualities.
2. Motivation: For restructuring of Whirlpool, HPW is required that employee motivation term.
Any abilities of employee, it is find an easy way to motivating his works and improving his core
power in confidentially. It is important that any organisation have to put efforts any employee
motivating his abilities and works.
3. Capabilities: For high performance whirlpool identify what is relative to capable for the levels
of competencies. It is important for long-term goals and objectives governance organization
groups and individuals human resource competencies in terms of advice supports and system
design.

4. Collaborating working: Collaborating applies only in to workplaces. Collaboration system is
help to improving and achieving of goals and satisfaction of high level of job success (Brewster
and Hegewisch, 2017). Technically is a systematically ongoing process of communication and
collaboration between supervisor and an employee. If a person who comes to whirlpool his first
day, company collaborating behaviour is really important for new employee. The communication
process is involves the supervisor and employee working together to clarify expatiation, set
objective identifying goals, provided feedback and coaching and evaluated results . For example,
various departments of an organisation will work together on a project simultaneously or in
different phases that will support a proper building of a team and support a high performance
culture at the work place.
5. Demonstrate: Demonstrate refers that in Whirlpool to survey and evidence of his employee’s
works with 360 degree angels. It is important that company have evidence of employee working
expiries and supervisor have responsibility to gives his feedback what is situation of his working
abilities. Accordingly, whirlpool have to decide to how to emerge evidence to right time in
servile equations.
Commitments: Accordingly whirlpool case when a company is decided to restructuring before
that company have to searching the problems that if restructuring situation what is employees
faced problems on restructuring situation. North America region staff of whirlpool faced this
situation. North America was the high performance team and first high performance team in
establishments for motivation it is requirements that whirlpool motivates his old performance
achievements (Cascio, 2018). Capabilities or collaborating is reasonable for restricting of high
performance. It is importance that the purpose of acceptance of North America staff is not
acceptable for restructuring the business for demonstrate the business and it also claims that the
capabilities of Whirlpool employees, company should know to that performance management
systematically. Whirlpool have to create well systematically performance management with the
help of collaborating, demonstrate, capabilities, motivating, and performance to acceptable with
discussion.
Different approaches are been taken in consideration that will help the organisation or an
individual to support high performance working, culture and commitment. Various approaches