Developing HR Skills for Individuals, Teams, and Organizations

This report analyzes the essential skills and behaviors required of HR professionals, emphasizing the importance of communication, team building, and knowledge of relevant laws and government regulations. It includes a personal skills audit, identifying strengths and weaknesses, and outlines a personal development plan with learning objectives, proficiency targets, and development opportunities. The report further explores the differences between individual and organizational learning, highlighting training and development approaches. It also discusses the contribution of high-performance working to employee engagement and competitive advantage, and examines different approaches to performance management within an organizational context. The report provides a comprehensive overview of these key HR concepts.

Developing Individuals,
Teams and Organisations

TABLE OF CONTENTS
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Appropriate and professional knowledge, skills and behaviours possess by HR
professional.............................................................................................................................1
P2: Analyse a completed personal skills audit.......................................................................3
TASK 2............................................................................................................................................5
P3: Evaluating variation among individual and organisational learning................................5
P4: Requirement for continuous learning and professional development..............................6
TASK 3............................................................................................................................................7
P5 Contribution of high performance working in employee engagement.............................7
TASK 4............................................................................................................................................8
P6 Different approaches of performance management..........................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Development of an individual and group is primary responsibility of human resources
manager of an organisation. It is crucial for HR manager to perform specific role and
responsibility to examine the essential requirement of their team. All sorts of vital sources which
will assist in improving the knowledge and skills of staffs and group member are deliver
accordingly. This project is analysing the case situation of “Whirlpool HPW” on the certain
dimension such as shared commitment to the company vision and extraordinary goals,
accountability for outcomes and many more (Belbin, 2012).
This report aim at providing appropriate and professional knowledge, skills and
behaviour required by the HR. Apart from this, personal skills audit is done to identify
appropriate professional development plan for the given job. Analysis of factors that is
considered during implementing and evaluating inclusive learning and sustainable business
performance if covered accordingly. Understanding of ways in which HPW (High performance
working) contribute to employee’s engagement and competitive advantage is discussed
effectively in this report.
TASK 1
P1: Appropriate and professional knowledge, skills and behaviours possess by HR professional
In every business organisation, it is essential to follow appropriate decisions that would
assist company to perform their job more effectively. In order to perform and control effective
operation more accurately, human resource manager of Whirlpool have to deal with specific
functions in accordance to face with wide range of situations (Professional development. 2018).
This will need plenty of skills and knowledge to develop and manage people which would
further assist in determining various issues that can be faced by workers during manufacturing
process. It helps HR professional in identifying essential factors that can affect the performance
and make necessary measure to improve them (West and et. al., 2014). Human resources
department of “Whirlpool” has various kind of skills and knowledge to deal with every difficulty
in more easy manner. This should provide a chance to determine the essential requirement for
training event and to increase the current skills of an employee to attain more valuable outcome
in near future time. There are various skills, knowledge and attitude that are needed by human
resource officers of Whirlpool to perform within an organisation such as:
HR skills:
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 Speaking ability: It is essential for any HR to speck in front of a crowd which is a key
HR skill for successful HR professional. In fact, this particular skill can probably do more
for Whirlpool employees career than almost any other.
 Team building ability: It is necessary for the human resource officer of Whirlpool to
have effective team building skill which will assist in attaining aims more effectively. As
a HR professional, it must be the vital role to communicate with every team member such
as their subordinate, labour and others to develop an environment of coordination and
must ask for problems faced by the employees (Holden and et. al., 2012).
Knowledge:
It is said to be effective skills or facts that an individual learned through their working
experience or learning period. In order to become more successful, HR officers to have
appropriate knowledge in various areas such as law and government, personal services and
language etc. There are various kind of knowledge that is needed by HR manager in Whirlpool.
 Communication and media: This seems to be more appropriate part of HR practice in
accordance to provide specific data and create goodwill for Whirlpool company. For this,
HR professional need to develop valuable communication pattern that can assist in
delivering more specific information regarding whirlpool by the ways of TV ads, social
media and other sources.
 Law and government: It is the primary aim of HR professional to have complete
knowledge about all the rules and policies that are set by the government to avoid legal
practices. This will assist whirlpool in overall maintaining strong image at international
level and face all kind of legal matters.
Behaviour: It is crucial for HR professional to maintain peaceful behaviour towards their
team so that they can be perform their role more effectively (Huczynski, Buchanan and
Huczynski, 2013). It will assist company in attaining Whirlpool aims as well as objective those
are set by them. Some vital behaviour of HR manager is:
 Accountable: HR manager are accountable is completely responsible for what employees
do and must be able to give satisfactory results to them. Such kind of attitude assist
human resource manager of Whirlpool to minimise the problems and assist in proper
utilisation of resources in effective manner.
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 Adaptability: This attitude assists HR manager of Whirlpool in collecting the relevant
data in addressing plenty of demand those are arising in dynamic environment through
applying critical thinking.
P2: Analyse a completed personal skills audit
Personal skill audit – This is one of the most crucial way to recognise areas where a
human resource professional needs to amend their strength and weaknesses. Skill audit is said to
one of the essential activity of measuring and recording knowledge of an individual or team
working within Whirlpool. It would be conducted with the purpose of examine the skills and
experiences that an organisation need and have at current time. It is done by analysing the
positive and negative aspects of an individual. As there are particular capabilities that a HR
manager of Whirlpool would have face conflicts solving, decision making ability and time
management ability. According to required skills, I have design an individual audit plan so as to
determine my strength and weakness as HR position within Whirlpool.
Sr. No. Skills and Competencies Self-
assessed
Score
Score from
others
Variances
1 Team work and collaboration 8 10 -2
2 Performance in tough situations 8 9 -1
3 Decision making ability 8 7 1
4 Confidence Level 9 8 1
6 Employee relations techniques 8 9 -1
7 Problem solving talent 9 6 3
8 Time Management Ability 8 9 -1
On the basis of above analysis, I have determined by SWOT analysis which is discussed
underneath:
Following are the strengths and weaknesses according to personal audit of my skills:
Strength Weaknesses
Communication ability is one of my strong
points which will help me to deal with any kind
of situations. This ability is used for the
In some situations, I am too much sure on my
inner ability of handling employees, I allot task
of various areas to the employees without
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purpose of dealing with various culture and
background of the employees.
analysing their skills and ability.
I have specific ability to interact with people
which will make easy for me to determine
other talent and capabilities to resolve their
grievance at the office premises.
I think my certain decisions are not well
enough for the company which causes delay in
accomplishing the projects.
Personal development plan: It is known as one of the effective procedure of developing
own skills and capabilities after determining weakness with the use of appropriate methods. It
will assist me to deal with all negative aspects those are restricting me to attain my set aims and
objectives. Below mentioned are my PDP plan as a HR manager within Whirlpool.
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evidence
(a) Information
technology
Little
knowledge
regarding how
to make use
software and
networks to
perform any
activities.
In order deal
with this, I
have to take
assistance of
MIS training
to overcome
this
particular
issues.
It is vital to
take
participation
in learning
programs,
online of off-
line so that its
significance
can be
analysed.
Group
members
4-
6mot
hs
Decision
of IT
departmen
t and
teammates
.
(b) Decision making
ability
Sometimes, it
take more time
to react with
any point or
stage .
I have to
learn how to
take quick
decisions in
critical
situations.
It would be
associated
with the
dynamic
working
conditions
To
managem
ent can
assess my
overall
performa
5
moth
s
Higher
authority.
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that need
quick decision
making.
nce
TASK 2
P3: Evaluating variation among individual and organisational learning
Learning is said to be one of the primary part of an individual career for acquiring new
things or making changes in current skills, knowledge or values. It is having been seen that
learning has come from experience because of this nature, it is considered as long term process.
It is essential for an organisation as well as people to increase their overall performance which
would assist in attaining predetermined aims and objectives. learning is categories into two parts
such as:
 Individual learning: It refers to be reactions that a found in the employees of Whirlpool
reflects after getting interaction with external stimuli and other sources. In this, they need
to determine key weakness and strong point present in them (Watson‐Manheim, Chudoba
and Crowston, 2012).
 Organisational learning: This particular process of communication, transferring and
increasing knowledge within an organisation. This is an effective way of coordinating the
process and policies that can be used by whirlpool to attain their aims accordingly.
Difference among individual and organisational learning
Individual learning Organisational learning
This process is entirely target on increasing the
efficiency and growth of an individual working
within Whirlpool. Examples, specific
individual needs to be addressed with the
president or team member of Whirlpool
company.
It focuses more on group development. Thus,
manager works towards formulating skills and
knowledge regarding the workforces of
Whirlpool to increase overall performance of
employees. Examples, arranging weekly team
meeting was streamlines by focusing on
resolving the most urgent operations issues.
Training and development: It refers as the primary functions of HRM under which an
organisation activities are organised to improve the overall performance of group within
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Whirlpool. It plays and eminent role in developing an individual working within internal
development.
Comparison
Basis of comparison Training Development
Nature It is one of the vital part for Whirlpool
to teaches skills and knowledge that are
needed to the company employees.
It is long term process for
manager to develop plans,
policies and schedules the
activities to be taken into
account for developing
professional.
Role It assist an individual to learn how to
perform the current role satisfactory.
The role of organisation to
prepare every individual for
future job and growth in every
aspect.
P4: Requirement for continuous learning and professional development
There is various essential need for continuous learning that will be provide great chance of
increase companies earning in near future time.
 Continuous learning: It is said a specific kind of attitude and a set rules of behaviour
that allow us to succeed in any changing environment. This is the ability to continually
develop and change one’s skills and knowledge in order to perform effectively to changes
at the workplace (Langkamp, Bolton and Lane, 2012).
 Performance development: This seems to be effective process of improving individual
through some activities as increasing employment skills, increasing ability to deal with
critical situations.
In case of Whirlpool professional development as well as continuous learning is important
for the company as well as employees for successful growth in professional career. Some
specific concepts are mentioned below:
Higher employee retention: Both learning assist company in increasing employee’s
efficiency as well as retention rate gets enhanced. Whirlpool emphasis more on organising
professional development strategies in order to deliver continuous learning among them.
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Respond to technology: It is one of the primary factors which would affect the overall
operation of Whirlpool that bring necessary changes within the department. Whirlpool is using
advance technology in their items for attracting customer and delivery regular training to their
employees for increasing their inner ability.
Increasing problem solving: Both learning formulates skills and capability between
individual which would assist in dealing with difficult situation in most effective manner.
Whirlpool used to maintain healthy relationship with their employees so that they can reduce the
issues and can resolve by interacting with employees.
Importance of implementing continous learning.
There are various types of factors, which should be considered while planning to
implement and evaluating inclusive learning. All of them are as follows:
 At this time, it is very important for the leaders to be visionary so that they can set long-
term objectives for team and individuals.
 It is vital for the organisation to focus on full control of organisational procedures, which
are required to be assessed and monitored.
 For all the companies it is very important to enhance involvement in the procedures that
are used to implement inclusive learning.
If all the above-described factors are taken in to consideration then it can help to enhance
business performance and drive sustainable development.
TASK 3
P5 Contribution of high performance working in employee engagement
High Performance Working (HPW) is a general approach of managing firms that intent to
stimulate effective workforce commitment and engagement to attain high performance level. It is
a practice that have been depicted to enhance capacity of an organisation to effectively attract,
hire, develop and keep high performing workforce. In today's competitive business surrounding,
HPW have become highly essential as a source of gaining advantage in market over rivals.
Capabilities of human resource management are crucial for attracting, recruiting, selecting,
hiring, retaining, developing and motivating employees within organisation (Blandford, 2012).
HPW is a culture of company where there is free flow of communication, trust and
transparency for all. Its main focus is on altering traditional hierarchical structure of firm to
flatter framework that enables manpower to share opinions, ideas and issues, as they are
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considered as organisation's valuable asset. Innovation and productivity are the major factors that
are considered by Whirlpool for gaining competitive advantage in market. There are five core
dimensions on the basis of which firm manage performance of its staff members. These includes
transparent communication, shared commitment of firm's goals and vision, constructive
conflicts, solidarity and mutual respect. In addition to this, some high performance working
practices needs to be follow by administrator of Whirlpool are defined below:
Selective hiring of staff: A lengthy procedure is followed by Whirlpool and more efforts
are done by them in selecting and hiring right candidate from large talent pool. They are
recruited on the basis of their academic qualifications as well as their interpersonal skills and
competencies. It is very essential for manager of Whirlpool to hire those candidates who are
enough skilled and competent to perform their duties effectively and contribute in growth and
sustainability of company.
Shared commitment of employees in company’s vision: Involvement of employees in
decision making process of firm assists in enhancing its productivity and ensure attainment of
goals on specified time period. By considering this fact, manager of Whirlpool involves their
staff members in process of decision making and in deciding vision, mission of organisation as
well. This helps firm in determining each aspect that helps in its betterment. In creating a team
working environment and developing trust among manpower, employee engagement is crucial
(Macdonald, Burke and Stewart, 2017). It motivates them and encourage to work towards
attainment of vision and goals of Whirlpool.
Conflict resolution team: In order to effectively manage issues that takes place within
firm, a conflict resolution team is created by Whirlpool. Responsibility of this team is to listen
issues that employees confront during performing their duties and provide suitable solution for
that in order to resolve it. Workforce outcomes are also exchange by them which assist in
declining possibilities of conflicts.
Flexible job statements: Whirlpool requires to focus on developing a culture of
transparency so that clear communication can take place within firm. It helps employees in
getting an idea that what they need to do for attaining desired outcomes. If tasks are assigned as
per the capabilities of staff members, then it becomes easy to attain needed results in more
effective and efficient way. Thus, firm requires to maintain healthy and flexible work
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surroundings which enables employees to perform their duties well and attain objectives of
company within specified time (Robbins and O'Gorman, 2015).
Contribution of HPW to employee engagement and competitive advantages:
There are number of contibuution of HPW that assist employees, individuals and staff
members of whirlpool so that they become good thinker and develop ways to deal in tough
suituation with best possible manner. The over all engagement of woker in bvusiness activites
help to attain the desired results in better manner improving the overall performance, profitability
and productivity of company as it is essential for improve development of business and establish
the structure more competitive. There is major reason which such as selecting of best candidiate
at specific job post within respective company help to perform alloted task in best meaningful
way improving the gloabal image of company.
TASK 4
P6 Different approaches of performance management
Performance Management refers to the process through which administrators and staff
members works collectively to plan, supervise and review work objectives of employees and
their overall contribution to company. It is a continuous communication process between
workforce and supervisors that takes place throughout the year for supporting accomplishment of
firm's strategic objectives. It assists manager of Whirlpool in setting objectives, assessing
progress and administering continuous feedback to employees in order to ensure mitigation of
their career goals. For measuring performance of manpower, some approaches that can be
utilized by Whirlpool are defined below:
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(Source: Performance management, 2017)
Attribute Approach: Whirlpool measure performance of its manpower in this approach.
It is measured on the basis of a definite criteria like team work, communication, critical thinking,
innovative and decisive (Moxen and Strachan, 2017). Graphic Rating Scale is used to measure
performance of employees against set criteria. In this, a rating is given to each individual on
scale of 1 to 5. Also, mixed rating scale is applied which is considered as more layered
measurement form.
Comparative approach: Under this, performance level and work quality of manpower is
examining by manager of Whirlpool who are performing similar tasks. Employees are ranked on
the basis of their performance in particular task. For instance: If A, B and C are performing same
activity among which B is performing more proficiently, then high rank is given to B rather than
A and C. Some techniques like paired comparison, forced distribution are used in this approach
so that performance of employees can be measured easily. This approach is more appropriate for
small company.
Result Approach: Outcomes are the main basis on which performance of an employee is
measured by Whirlpool. These results are classified in Balanced Scorecard and Productivity
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