Developing Individuals, Teams and Organisations: A Whirlpool Analysis

This report delves into the essential skills, knowledge, and behaviors required of HR professionals, using Whirlpool as a case study. It explores personal skills audits, professional development plans, and the differences between individual and organizational learning. The report examines the role of continuous learning and professional development in driving sustainable business performance, the contribution of High-Performance Working (HPW) to employee engagement and competitive advantage, and various approaches to performance management. The assignment provides a comprehensive analysis of HR practices and their impact on organizational success, offering insights into how companies can foster a skilled and engaged workforce.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Knowledge, skills and behaviour that are required by HR professionals.........................1
P2 Personal skills audit to develop a professional development plan....................................3
TASK 2............................................................................................................................................6
P3 Different between organisation and individual learning, training and development........6
P4 Continuous learning and professional development to drive sustainable business
performance............................................................................................................................8
TASK 3..........................................................................................................................................10
P5 HPW contribution to employee engagement and competitive advantage.......................10
TASK 4..........................................................................................................................................12
P6 Different approaches to performance management........................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Developing is essential for individuals to perform activities effectively in a team and
organisation. HR professional responsibility is to have skilled and competent staff members for
execution of business activities in effective manner. Training and development programmes that
is sessions are organised for enhancement of capabilities of employees. This help HR
professional to make organisation growth (Bolden, 2016). The present report is based on
Whirlpool which is a multinational company that provide home and electronic appliances to
people. This assignment specifies knowledge, skills and behaviour that HR professional require
to manage manpower. Factors that HR need to consider for evaluating learning and development
in driving sustainable business performance is stated. High performance working (HPW)
contribution in employee engagement and competitive advantage and different performance
management approaches is mentioned in report.
TASK 1
P1 Knowledge, skills and behaviour that are required by HR professionals
HR professional plays important role in an organisation, as their duty is to have sufficient
workforce in firm. For this, recruitment and selection activities are conducted which help them to
fill vacant positions by appointing new candidates in company. Whirlpool has outlets worldwide,
so it is necessary that HR have sufficient manpower for execution of business activities. This
helps top personnel to provide home appliances to customers to fulfil their demands and
requirements. Thus, HR professional require to have adequate knowledge, skills and behaviour
which are described below (Knowledge and skills required by HR professional, 2016):
HR professional Knowledge: Knowledge refers to information that an individual learn
from education institutions and past experience. HR professional of Whirlpool need to have
knowledge about business, human resource practices and labour legislations. Thus, these are
various things which helps them to organise and execute activities effectively are stated beneath: Contract laws: HR professional require to have information about legal codes,
regulations and various acts which are formulated by authorities to govern business. HR
of Whirlpool follow contract laws while designing system and give fair treatment to staff
members. This helps them to execute business activities in legal manner. They need to
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make contract with their employees regarding leave, salary, termination and designation
(West and et. al., 2014). Training and Development Techniques: HR should conduct training and development
programmes for their staff, workers in order to improve them. They also need to arrange
training for new joiner so that they became aware of business, goal and objectives. It is
important knowledge which is required in HR so that all activities of entity can run
effectively and smoothly (Pakdil and Leonard, 2014). Thus, HR also need to attend
training for improving their skill and personality.
HR professional skills: Skills are abilities which a person require to posses to conduct
activities. It is necessary that HR of Whirlpool have these skills to manage and direct staff
members are stated below: Communication skills: It is necessary that HR professional have effective interaction
ability to provide targets and duties to staff members. There are important connection
between manager and subordinates. HR professional of Whirlpool have good oral and
written communication skills. This help them to conduct interview and training sessions
for new joiners and existing staff effectively. Besides this, they are also able to inform
employees about business through email. Problem-solving skills: Human resource management should interact with staff member
and its employees to have proper knowledge of issues and problem arising within
organisation. For this, grievances between manager and subordinates are address by HR
of Whirlpool. So that they can solve issues and problems effective so that it is beneficial
for both organisation and employees to deal in critical situation.
HR professional behaviour: Behaviour is critical factor which HR must have to manage
resources by setting standards for staff members. These are behaviour which HR professional of
Whirlpool require to have are described below:
 Ethics: HR professional require to be behave in ethical manner. Ethics is the moral
values, principles which is required within company and individual for running business
successfully (Goodwin and et. al., 2014). Here, HR of Whirlpool should behave ethically
with all working manner so that they can work for business. It is very important
behaviour which is required in every organisation.
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 Confidentiality- HR of Whirlpool should be confidence enough to manage all activities
occurring in business. All the confidential information should not be disclosed to third
parties. Thus, this type of behaviour is most preferable in business.
P2 Personal skills audit to develop a professional development plan
Personal skills audit is process which is executed by HR professional to measure and
maintain record in respect to skills of an individual and team members. It is essential that HR of
Whirlpool have information about knowledge and skills of subordinates to provide them tasks
accordingly. Thus, personal skill audit benefit HR to determine need of training and development
by assessing skills gap among team members (Anagnostopoulos, Byers and Shilbury, 2014).
Requirements Personal audit
(rating scale:
0-10)
GAP Remedial
action/strategy
Deadlines
for remedial
action
Contract laws 6 Need to
improve by
reading books
related with
contractual laws
which is
required in
business.
Need to focus on
law course for
improving.
1 months
Training and
Development
Techniques
9 This techniques
can be improve
by participating
in seminars,
workshops and
taking online
personality
tests.
Training and
development can
be improved by
attending
seminars,
workshop and
conferences.
6 months
Communication
skills
9 This skills can
be improve by
participating in
Participation in
different activities
and reading books
On going
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different
activities like
debate, free
writing to
enhance skills.
to improve.
Management skills 8 Management of
work and
people is not
good which
need to be
improve by
reading books.
Need to read book
related with
management and
applying in
organisation to
make effective
decisions.
1 months
Problem-solving
skills
7 Professional
should
concentrate on
various
activities related
with problem
solving and
improving
themselves.
Solving all types
of problems which
arise in
organisation for
improving skills.
1 week
Ethics 10 Books related
with ethics and
applying those
in organisation.
It can be improve
by reading books
on frequent basis.
On going
Collaborative 9 All should work
in collaborative
manner in order
to accept and
manage all
work in
Need to work in
team to get
appropriate
solutions to
problems.
2 months
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effective
manner.
Confidentiality 9 The confidential
information
should be kept
separately by
individual for
better running
of business.
The relevant
information
should not be
disclosed to third
parties.
1 months
HR profession of Whirlpool conduct personal skills audit to frame professional
development plan. Along this, it also help them to have information about their strengths and
weaknesses which are stated below:
Strengths Weaknesses
Training and development Techniques
Communication Skills
Ethics
Collaborative
Contract Laws
Problem Solving Skills
Management Skills
In order to overcome weaknesses, professional development plan is prepared. It means
written document which is formulated by HR professional to have information skills and
knowledge of themselves and their subordinates. In this, business goals are taken as main
standard for which required skills are assesses by them. Career development and continuous
improvement actions are executed by HR of Whirlpool for competency enhancement of team
members (Raes and et. al., 2015). The PDP is as follows:
PERSONAL DEVELOPMENT PLAN
Objectives GAP Hurdles Success Criteria Target Dates
Contract Laws Lack of
availability of
books related
I did not read
books related
I should go
through new laws
and contract
25th January,
2019- 14th May,
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with laws. with laws. books. 2019
Problem Solving Lack of proper
interaction with
employees.
I was not given
enough
opportunity to
make own
decision.
I should try my
best to solve
problem with help
of reading books,
participation.
31th January,
2018- 24th March,
2019
Management
Skills
Lack of
management
skills for solving
problems.
The skills which I
have was not
sufficient for
business.
I need to improve
by participating in
organisation.
29th January,
2018- 25th April,
2019
TASK 2
P3 Different between organisation and individual learning, training and development
Individual learning: It refers to a process by which a person can increase knowledge and
gain experience by interaction and observance of others. Therefore, development activity is
undertaken by an individual to enhance their skills and capabilities (Liljenberg, 2015).
Organisational learning: This is another training which help person to develop
knowledge and skills by working in group associated with an organisation.
As per relation with Whirlpool, for enhancing productivity of workers and developing
skills, HR managers conducts both kind of learning sessions. Taking such type of learning
sessions aids workers to gain various opportunities for making their career more bright.
Difference between individual and organisational learning
Basis Individual learning Organisational learning
Meaning This concept consists a set of
standpoints which result in
improving skills and abilities
of workers in a company on
individual basis.
Companies provide chance to
people to work in team to
enhance capabilities by
applying theoretical
knowledge into practical
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(Johansson, Miller and
Hamrin, 2014).
Deals in It deals with personal
development of individual
learning.
It deals change in organisation
due to competing business
market and competitive
advantage.
Improvement Individuals improve
performance through training
course for better results.
It is based learning which lies
with time frame for choice of
materials for superiority tests.
Example For example, each and every
members of an Whirlpool
should learn and improve
themselves for better working.
For example, if Whirlpool
provides continuous learning
opportunities to their manager
then it can achieve goal and
objectives effectively and
efficiently.
The theory of organisational learning are as follows:
Single Loop Learning: When there is single feedback loop strategy that is modified
response to unexpected results. Example, sales are down. Here, Whirlpool also need to identify
loop hole and make correction.
Double Loop Learning: When strategies, assumptions and values are changed due to
efficient environment. Here, manager of whirlpool should think about marketing and sales so
that there is no change in future needs.
Training and development: HR professional conducts performance assessment activity
to have information about employees skills and knowledge. In Whirlpool, HR professional
require competent workforce to provide quality home appliances to people. For this, it is
essential that changes in electronics are made in respect to rival companies. For this, training and
development activities are conducted to make individuals skilled to execute activities effectively.
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This help organisation to attract large number of candidates by providing them opportunity to
enhance capabilities by working in firm (Wellin, 2016).
Difference between training and development:
Basis Training Development
Meaning It is a short scale activity
which is mainly carried out for
superiors and operation level
subordinates.
This is a long term process
which is concerned with
managerial level people that
require to learn and make
growth in company.
Concept Training is process which help
workers to improve their skills
and abilities to execute
business operations in
effective manner.
Development is activity which
is conducted for making
subordinates efficient to deal
with critical situation in future
time frame (Duffield and
Whitty, 2015).
Aims and Competitive
Advantages
This helps in developing
additional skills for particular
job.
It helps in developing whole
personality.
P4 Continuous learning and professional development to drive sustainable business performance
Continuous learning refers to enlargement of individual skills by regularly upgrading of
knowledge and skills. In organisation, changes in business system are made by top personnel to
conduct activities in respect to market conditions. For this, HR professional require to increase
skills of staff members, thereby make them competent to work with latest techniques. Thus,
business activities are executed effectively, which help firm to deliver quality electronic
appliances to customers (Fagerholm and et. al., 2015).
Kolb's Learning Theory- This model was founded by David Kolb in 1984 which works
on two levels such as four stage learning cycle and style.
Learning Cycle- It is defined through four stages which are described below:
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Concrete Experience- The individuals, teams and organisations are assigned task for
doing something where one cannot learn simply by watching or reading but they have to perform
it. Whirlpool should provide such learning to staff for problem solving.
Reflective Observation- Individual take time from doing and step back for reviewing
work done. They ask lots of questions and communication is open. This helps in activities like
report writing, giving feedback. Worker of Whirlpool need to make effective decision for
outcome.
Abstract Conceptualisation- The comparison is made for what have done and what they
already knows. Whirlpool worker should abstract important models, facts and theories to get
outcomes.
Active Experimentation- When things learned are put into practices then active stage is
developed. Planning helps in taking new understanding and translating into predictions.
Learning Style- It consists of four types of learning style which are given below:
Diverging- Individual view things differently where they prefer to watch rather than
doing & gathering information for solving problems. Whirlpool staff views situation from
different aspects for better solution.
Assimilating- This style is important for information and science careers for
effectiveness. Whirlpool employees should possess this style for exploring models and providing
practical solution.
Converging- This type of people solve problems and find solutions to practical issues.
All employees of Whirlpool use such style for getting practical solutions to problems.
Accommodating- People are attracted for taking new challenges and experiences for
carrying out plans. Firstly they rely on others for information and then carry out own analysis.
Whirlpool also need such style for better result of organisation.
Professional development plan formulated by HR professional with help of personal skill
audit process help them to manage people in firm. This help them HR to have knowledge about
their skills and development competencies to manage manpower properly.
Continuous learning and professional development help HR professional of Whirlpool to
constantly improve subordinates skills and knowledge for execution of business activities in
creative and innovative manner. It is necessary that HR provide positive working environment to
staff members to retain skilled people for longer time. Training and development programmes
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