HR Skills, Training, Development and Performance Management Report

This report examines the essential skills, knowledge, and behaviors required of human resource professionals, using Whirlpool Corporation as a case study. It includes a personal skills audit and development plan. The report differentiates between individual and organizational learning, as well as training and development, exploring how high-performance work contributes to employee engagement and competitive advantages. Finally, it evaluates different performance management approaches and their support for a high-performance culture and employee commitment.

DEVELOPING
INDIVIDUAL, TEAMS
AND ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Knowledge, skills together with behaviours which are appropriately required by human
resource professional...................................................................................................................1
P2. Personal skill Audit and professional development plan.......................................................3
TASK 2............................................................................................................................................5
P3 Difference between organizational and individual learning in training and development.....5
TASK 3............................................................................................................................................8
P5. Contribution of HPW towards engaging employees and attaining competitive advantages.8
TASK 4............................................................................................................................................9
P6. Performance management approaches..................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Development is characterised to never ending process that creates positive changes
addition to growth within individuals and organisation (Alred, 2014). It is an important concept
which helps an organisation to attain success in business world. All business concerns frame
various development programmes that helps the workforce to improve their potentialities, skills,
competencies and knowledge in context to particular operation or task. To understand the
concept, Whirlpool Corporation is chosen which is a multinational entity that manufacturers
home appliances and performs trading practices across the globe. The report includes knowledge,
skills as well as behaviours within HR professionals. It further involves personal skills audit
along with personal development plan. The report discussions differences among organisational
with individual learning, development with training. It also includes the ways in which HPW
contributes for employee engagement addition to competitive advantages. At last, the report
evaluates different performance management approaches along with the ways they support high
performance culture addition to commitment.
TASK 1
P1. Knowledge, skills together with behaviours which are appropriately required by human
resource professional.
Human resource professionals plays key roles and functions for enhancing developments
together with productivity of business. They are primarily responsible for workforce planning,
recruiting, selecting, motivation, maintaining relations, risk management and performance
appraisals. In context to Whirlpool Corporation, human resource professionals handle payroll,
rewards systems, conducting surveys and providing training to staff members. A well trained
along with developed personnels results in carry forwarding operations in appropriate manner
without any obstacles (Belbin, 2012). The key required skill, behaviour along with knowledge by
HR professionals of Whirlpool Corporation are the followings:
Knowledge requirements: Knowledge refers to awareness and understanding of
particular topic or subject. It is closely associated with capacity of acknowledgement. Following
are essentials of knowledges required within HR professional of selected business concern:
Management knowledge: It is very necessary for HR managers to have proper
knowledge about administration as well as management. They should posses deep knowledge

about statistical measures with planning in relevance with administration. HR professionals of
Whirlpool Corporation should be aware about roles, duties addition to responsibilities of
management in entity in effectual manner.
Legislation knowledge: Professionals should have appropriate knowledge of laws or else
it becomes difficult to handle numerous common problems pertaining with business. Knowledge
about legislations helps in performing activities in ethical as well as legal manner by complying
with each law (Cardno, 2012). Implementations of legislations like Discrimination Act, Social
security Act, Minimum Wage Act along with Safety, Health and welfare Act helps in
maintaining relations and keeping employees motivated for work.
Behaviour required: Behaviour is said to actions and mannerisms that are made by
individuals or artificial entities in relation with the surroundings. Followings are behaviour
requirements within human resource professionals:
Influencer: To influence others so that they starts performing what they do not want is
very essential to attain goals. HR professionals of Whirlpool Corporation should have influencer
behaviour so that they can cultivate reliability with consistency, focuses on actions, listen to
others and build trust with staff members.
Collaborative: When human resource professionals motivates other to work in group
they collaborate strength and capabilities by neglecting weaknesses so to reach towards goals. In
context to Whirlpool Corporation, professionals combines key capabilities along with strengths
of staff members through sharing knowledge and building consensus to move ahead for
achieving objectives.
Skills required: Skills are said to abilities to carry forward tasks in order to determine
results within set time frame (Required skills within HR professionals. 2019). Various skills
required by HR professional in business concern are:
Communication skill: HR professional should be able to communicate and express in
clear manner. HR mangers are required to talk much as well as deal with numerous people and
listening issues related work or other. Having effective communication skill within human
resource managers of Whirlpool Corporation can help in improving interrelationships, producing
suitable policies, making negotiations addition to performing management functions effectively.
Training with development skills: Organisational managers are responsible to provide
employee development opportunities so to maximise performance together with increasing

values. Whirlpool Corporation professionals should have skills to conduct training and
development sessions to deliver diverse skills to personnels that will allow managers to assume
tasks as well as supporting career growth of employees.
P2. Personal skill Audit and professional development plan.
Personal skill audit is one of the tool that is used to identify individual strengths as well
as developing them in healthy atmosphere. The tool states strength and weaknesses of an
individual in proper format. With this, organisational managers find the key areas where training
and development is required to build capabilities within workforce (Craig and Campbell, 2012).
HR managers working in large entity such as Whirlpool Corporation conducts skill audit with the
aim to determine, record along with measure skills of entire workforce. It is very important for
human resource professionals to conduct their own skill audit as to evaluate their own personal
skills. For this, skill audit for the job role of human resource manager is as follows:
S. No Learning
objective
Existi
ng
profic
iency
Targetted
proficiency
Opportunities for development Time
period
1 Communication
skills
8 10 One of the effective skill that can
be developed through listening
others, talking with all staff
members, maintaining eye contact
and cooperating with others.
Therefore, for developing
communication skills, human
resource managers should attend
meetings as well as seminars so
that they can improve interactions
and strengthen communication skill
(Dahama, 2019).
2 months
2 Training and 7 10 Training new candidates and 3 months

management
skills
developing existing employees is
biggest challenge in front of
managers. The struggle for
convincing top authority so that
they can invest in training with
development programmes is
ongoing. The opportunities that can
strengthen the skill of human
resource manager are
benchmarking against competition,
aligning training with goals of
management and making
innovative training policies.
From the above skill audit, following strengths and weaknesses are ascertained:
Strength: Human resource managers of well reputed firms like Whirlpool Corporation
avails numerous opportunities while they are part of the business concerns. With any changes in
organisation, it helps managers to effectively communicate with top management as well as other
personnels. Along with this, sharing problems and proving important information can
strengthens communication skills in vast manner (De Luc, 2018).
Weakness: Through skill auditing of human resource manager, it can be said that
managers are not effective to understand the needs of training and development as well as fails to
frame proper procedures and policies for such concern. In order to overcome weakness following
is personal development plan:
Objectives Skills Resources Activities Status
Short range Communication
skill
Devising
discussions with
top management,
setting
communication
Building
interactions,
communicating
with staff
members and
Started

performance
agreements and
attending
seminars,
presentations
addition to
meetings.
expressing
thoughts.
Long range Training with
development
skills
Reading books
along with
watching online
videos (Dean and
Dean, 2012).
Benchmarking
against
competition,
surveying training
needs, weaving
organisational
culture and
innovating
policies.
Started
TASK 2
P3 Difference between organizational and individual learning in training and development
Individual learning – This is a process of learning new thing and increase knowledge of
an individual person which helps to attain business objectives. It helps to acquire knowledge and
skills of individual through study and knowing the interest of people. If a person wants to
increase their knowledge and behaviour then individual learning is best practice that helps to
change existing skills and knowledge with new one. In whirlpool every individual has particular
area in which they learn new things for performing business activities perfectly.
Organizational learning – This is a learning process which is used by organization to
create, retain and transfer knowledge in order to accomplish organizational goals. This process
helps to gain the competitive advantages by improving level of experience. It also includes
advanced skills of employees as well as employer in Whirlpool organization which helps to

complete task within stipulated time. Organizational learning needs to obtain desire results by
increasing their knowledge and experience.
Difference between individual and organizational learning
Basis Individual learning Organizational learning
Meaning Individual learning deals with
personal needs and development to
perform business activities.
Organizational learning deals with
overall needs for change of
organization and perform business
activities collectively.
Benefits It is beneficial for individual person
as it defines growth and future
opportunities by enhancing
knowledge.
This learning facilitates to overall
growth of organization by
eliminating the skill gap and
problems of organization.
Achievements This learning facilitates individual
achievements by setting the goals.
This helps to achieve common
goals which are decided by
organization.
Training - It is also consider in learning process which is carried out by organization for
the purpose of providing new skills and knowledge to employees. It helps to achieve short term
goals within organization. Such as management of Whirlpool company provides training
education to its employees that helps to face the new challenges and complete targets.
Development - This process is used by organization for the purpose of sustaining growth
of organization as well as individual development. This is used by Whirlpool organization for the
purpose of getting new chances and maintaining strong position of business organization
(Dorairaj, Noble and Malik, 2012).
Difference between training and development
Basis Training Development

Meaning Training considers short term
goals of organization which can
be complete by providing training
to employees.
This considers long term goals
and activity that can be consider
as ongoing and open ended
process.
Focus It focuses on role and
responsibilities.
It focuses on development of
person.
Used Training is used by Whirlpool to
enhance knowledge and skills for
specific job role.
It is used by Whirlpool for career
building and progress which helps
to perform job role efficiently.
P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning - This concept is used for expanding knowledge by gaining skills
and expertise on continual basis. It helps to encourage employees for completing goals and
objectives within specified period. It facilitates training and development which helps
employees to expand their knowledge and skills. Every organization needs continuous learning
because it helps to drive a sustainable business performance by increasing skills and knowledge.
In Whirlpool, management focus on continuous learning that not only enhance knowledge but
also it helps to understand the problem and provide solution which leads to sustainable business
performance. It is needed in Whirlpool for instance, company is culminated in 2011 and regional
staff of whirlpool where employees are responsible for execute organization that can leads to
sustain business performance. With the helps of continuous learning such organization can focus
on shared commitment, extra ordinary goals and vision, shared accountability for results, and
transparent communication which helps to sustain business performance (Housley, 2017).
Professional development - This is consider as learning procedure which is used by
people to earn and maintain professional credential within organization. In other words,
professional development helps to improve and increase capabilities of staff by providing
advanced education and training opportunities. In whirlpool, professional development helps to
build and maintain employee's morale by providing higher education. Moreover, professional
development is used to participate in professional organization, research and skills based training

in order to attain business targets. To perform professional activities there is need to have
academic degree and skills which increases the sustainability of business performance. This
development is needed within Whirlpool because if employees will have high knowledge with
degree then can face challenges and make efforts to improve the business performance
( Woodcock, 2017).
Following advantages of learning process are as mentioned:
It facilitates growth – With the help of continuous learning and professional
development employees enhance their performance and growth of organization in Whirlpool
organization. Moreover, it helps to gives best performance to organization that increases
productivity and profitability.
Sustainable development – By getting continuous learning and professional
development employees feels happy and works independently. Continuous learning helps to
understand problems and accept the challenges that helps to cope up with difficulties and helps
to maintain the productivity (Wellin, 2016).
Competency leads to confidence - Professional development and continuous learning
increases the confidence level of employees by enhancing their skills and experience. Therefore,
employees of Whirlpool focus on professional learning and continuous learning that helps to
solve organizational problems in order to maintain all business activities.
Therefore it has been analysed that continuous learning and professional development is
important for Whirlpool that helps to understand the difficulties and get the solution of them. As
organization providing training and professional education to its employees that leads to
sustainable business performance with the helps of skilled and competent employees. The North
America staff can execute organization activities by involving strategic changes that helps to
maintain the productivity and profitability. Thus, Continuous learning and professional
development are needed within organization for driving sustainable business performance
(Furnham, 2012).
TASK 3
P5. Contribution of HPW towards engaging employees and attaining competitive advantages.
High Performance Working is characterised as the process that implements organisational
actions together with management practices in order to stimulate employee involvement addition

to commitments towards attaining performances at huge level. Whirlpool Corporation managers
provide aspects including open culture environment that results in high employee performances.
The moment workforce gets possibility to share their views together with opinions with others
they avails opportunities to adapt new things with new learnings in context to work which
enhances skills with knowledge that contributes in employee engagement as well as gaining
competitive advantages. All these are attained when skills of individual employee are enhanced
so that they become capable to work in changing external environment and gain beneficiary
competitive advantages (Frost, 2012) . Various ways are as follows through which contribution
of HPW are made towards employee engagement addition to competitive advantages:
Transparent communication: The employees at different level should be aware about
strategic directions that the entity takes for overtaking competition. Administrators of Whirlpool
Corporation should introduce numerous flexible methods together with communication systems
at workplace that will result in providing necessary information to staff members. With this, each
personnel will be aware about performing operations addition to expectations. It will result in
more employee engagement and strengthening their performances and productivity in such
manner that organisation becomes successful in attaining competitive advantages (Harrison,
2012).
Mutual respect as well as solidarity: it is essential that all employees should person
activities with unity, coordination addition to sharing unified goals that helps in developing their
inner strengths. Whirlpool corporation managers by respecting personnels and providing equal
chances to all can motivate them towards goals achievements. It increases employee engagement
towards business objectives and enhancing their efficiency so that high performance working are
done through which competitive advantages are grabbed (Warner, Smith and Letsky, 2017).
TASK 4
P6. Performance management approaches.
Performance management approach can be characterised as management style where
working environment is provided to workforce to enhance empowerment so that best
performance levels are developed. Procedures of performance management approach involves
goal setting, plan development, taking actions, assessing performances and providing rewards.
Analysing performances and providing rewards with compensation helps in recognising the

actual employee contributions towards goal accomplishments (Performance management
approaches. 2019). HR department of Whirlpool Corporation uses following performance
management approaches for measuring workforce performance addition to evaluation:
Result approach: Straight forward concept in which managers gives rates to employees
as per their performance results. Balanced scorecard technique as well as Productivity
Measurement with Evaluation System falls under result approach. The managers of whirlpool
Corporations uses the approach to emphasis on customers, learning, growth, operations and
financial aspects. With this, organisation attains benefits of converting strategies or plans into
operations along with emphasising towards factors with external environment. But at same time,
the approach fails to focus towards human resource aspects and there is absence of stakeholders
in indicators (McCormack, Manley and Titchen, 2013).
Behavioural approach: With this, Whirlpool Corporation management measures
different job dimensions for employees by using behaviourally Anchored Rating Scale addition
to Behavioural observation Scale. For example, providing overall score with ranks can support
commitment of employees with high performances. The benefits of the approach is that it
provides accurate together with reliable results. Limitations of behavioural approach is that
managers do not remember voluminous data ( Thorpe, 2016).
Attribute approach: Management team of Whirlpool corporation give ratings to
employees as per the attributes including team work, judgement, creativity, problem solving
skills, innovations and communication. Techniques like mixed rating scale addition to graphic
rating scale is primarily used for performance evaluation. For instance, enhancing skills results in
learning different methods by employees that strengthens commitment of workforce towards
strong performance culture. One of the advantage of this approach is that it is simple method that
helps in going ahead smoothly. But the approach only identifies best as well as worst performers.
CONCLUSION
The above report concludes that to grow business together with gaining sustainability,
organisational managers should time to time develop skills of personnels, team members
addition to business concern. The key knowledge that human resource professional should
posses are knowledge about management and legislations. These professionals also require
behaviour related to influencer and collaborative. Communication, training with development
skills are mandatory to be required within such personalities. With personal skill audit, strengths