HR Skills, Team, and Organization Development Report (Unit 35)

This report provides a comprehensive analysis of HR skills, professional development, and performance management within the context of Whirlpool. It begins by outlining the essential skills and knowledge required by HR professionals, including courage to challenge, mentoring, decision-making, commercial skills, and strategic understanding. The report then details the creation of a professional development plan and personal skills audit, identifying gaps and remedial actions. It further explores the differences between organizational and individual learning, training, and development, emphasizing the importance of continuous professional development (CPD) and its contribution to high-performance work (HPW). The report also analyzes the need for continuous learning to sustain economic growth and examines various approaches to performance management with examples. The report concludes by highlighting the importance of these elements in fostering a high-performance culture and achieving competitive advantage within the organization.

Unit 35
Developing individual, team
and organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
1. Professional knowledge, skills and knowledge required by HR professionals.......................3
2. Creation of Professional development plan and Personal skills Audit that helps in
identifying the professional behaviour along with skills and knowledge...................................5
3. Differences of organisational and individual learning............................................................6
4. Analysing the need of Continues learning and professional development in order to sustain
the economic growth in Whirlpool.............................................................................................8
5. Contribution of HPW (High performance work) to engage the employees in order to
achieve competitive advantage in Whirlpool..............................................................................9
6. Different approaches to performance management with example.......................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Developing individual can be referred as improving one's knowledge and skills in order
top perform effectively and individual skilled efforts of individual leads to effective team
performance that result in attainment of organisational objectives. This can be achieved by
empowering human resources so that efficient operations can be achieved. This study will
mainly focus towards spreading professionalism among the managers of Whirlpool company.
The research will provide personal skill in order to identify behaviour, knowledge and skills of
professionals in an organisation. It will also build a strong understanding about continues
professional development (CPD) which contributes towards High performance work (HPW) of
the employees in Whirlpool industry. This research will also provide different approaches to to
performance management in order to influence workforce of the company with high performance
culture. It will also provide professional development plan of the firm which aimed at achieving
desired productivity.
1. Skills and knowledge required by Human resource professionals.
HR professionals are the person who understands the weakest and strongest areas of the
Whirlpool industry. They must manage the efforts of the employees and available resources in
order to achieve the effective business goals. Being HR consultant of Whirlpool company, it was
found that company was suffering from a company crises which was culminated in 20111. the
survey measured the performance of its team so there was a major requirement of restructuring
the company strategies. Roles and functions of HR professionals is to develop the effective
teams which leads to the sustainability of the company ( Bolden, 2016). These HR practices and
functions impacts on the overall business. HR manager have to implement various things in
order to promote professional environment in the company.
Behaviour of HR professionals in whirlpool can be determined by various functions such
as decisive thinker, Skilful influencer, Personally credible, courage to challenge. Such behaviour,
skills and knowledge of HR manager which influence workforce in delivering the productive
operations in the company. These are described below: Courage to challenge: Being HR manager one need to have courageous heart to take
risks and challenges for the successful development and growth of the business. HR
professionals of the whirlpool take initiatives to try different ways which can be helpful

in developing skills among employees which leads to the successful development of team
and organisational objectives. Mentoring and monitoring: HR manager need of the whirlpool is required to timely
monitor the activities of subordinates. It helps the employees in improving the activities
which enhances the individual performance which ultimately builds the effective team.
Managers need to influence their subordinate which promotes professional behaviour in
the business. Managers are also responsible for providing better working techniques help
in sharing the skills and knowledge which ultimately motivates employees and resulted in
Effective productivity. Decision-making: Managers are mainly involved in decision-making which generally
effects the overall objectives (Kislovand et.al., 2014). So, they need to possess high
observing and analysing qualities which influence the professional behaviour. Decision
making clearly defines the broad responsibility of the managers that require proper skills
and knowledge. In order to apply technical skills and knowledge while taking decision
helps in strong decision-making that will result in growth and development of Whirlpool. Commercial skills: Human resource professionals are usually engaged in decision
planning and decision making of the company which can be achieved by the commercial
sense among managers. So, it is a very basic and major requirement of the Professional
behaviour which helps in smooth functioning of the business activities. Strategic understanding: strategies can also be achieved by influencing the best working
culture and environment and that can only be possible if managers have complete
understanding about the established procedure and policy. It influences professional
behaviour at a workplace and this complete knowledge of the strategies help in
encouraging different ideas which leads to the attainment of business goals.
 Establish relationship: managers are also referred as the coordinator who generally main
objectives to subordinates. This behaviour of HR professionals is the main element which
links the efforts of employees towards production of goods and services. Encouraging the
healthy environment of the business builds strong interpersonal relationship of employees
with each other and this behaviour motivates the workforce which help in generating
effective productivity (West And et.al., 2014).

2. Creation of Professional development plan and Personal skills Audit that helps in identifying
the professional behaviour along with skills and knowledge
Requirements Personal
audit rating
scale:(0-10)
GAP Remedial
action/strategy
Deadlines
for
remedial
action
Knowledge
Courage to challenge 4
2.5 To learn more from
internet sources
3 months
Mentoring and
monitoring 7
1.7 To make use of
training and
development On going
Skill
Commercial skills 4
3,2 By gaining more
knowledge about
business and its
workings
3 months
Decision-making
4
1.1 By involving myself
in decision making
On-going
Behavior
Strategic
understanding
6
8 By understand how
strategies are made On-going
Establish relationship 5
9.1 By building
relationships with
colleagues
2 months
Analysis: It can be analysed that Interpersonal communication helps in developing a
strong relationship which helps in improving more external as well as internal knowledge which
depicts point of views of various people. It can also be analysed that decision making is one of
the important skill which helps in making the quick decisions to overcome various challenges.

An analysis of continuing professional development (CPD)
Objectives What will I do to
achieve this?
What would be
the hurdles in
achieving my
goals?
How the progress
will be
monitored?
Target dates
Training To be trained
more
Being unfocused By keeping a diary 1 month
Health and
safety
To ensure better
health and
development by
doing regular
check ups
Not maintaining
proper health by
following
instructions
By keeping a diary
and taking notes
3 months
Communication By learning verbal
and written skills
Not being able to
communicate
effectively
By taking
feedbacks
On-going
Time
management
By prioritising and
learning more
about time
management
Not being able to
manage time
From maintaining
a daily diary
4 months
Coordination
skills
By coordinating
with seniors
Finding difficulty in
coordinating
By maintaining a
diary
On-going
Confidence By building
confidence and
learning to
improve myself
Having trouble in
being confident
By taking
feedbacks
3 months
Self control By learning to
control myself
Not being able to
completely control
myself
By maintaining a
diary
4 months
Team work Being more
involved with the
team.
Not being able to
establish
relationship with
team members
By taking
feedbacks
2 months
Analysis: It has analysed that awareness of the health and well being can be achieved by
proper timely check-ups and finding the updated knowledge about the recent trends. It has been

analysed the Verbal and written skills are one of the more important aspect which allows the
proper flow of information and brings the transparency and clarity in health issues that has been
raised. It can be achieved by the developing the proper information and skills regarding the
healthcare. Also, it can be analysed that time management allows the timely completion of the
tasks and activities which helps in proper supervision of the healthcare.
3. Differences of organisational and individual learning, training and development
Continues learning is the process of constant increase in the individual skills and
knowledge in order to improve the performance (Payne and Calton, 2017). Training and
development can be considered as the activity in which involves one's performance is evaluated
and on the basis of their knowledge proper training need to be provided in order to acquire more
knowledge which help in enhancing the overall performance.
In an company crisis 2011, it was identified that North America Regional staff of
whirlpool has to execute restructured planning. This restructured policy and strategic changes in
the company were needed to sustain the economic growth and development of company. So in
order to implement restructured policies, workforce of the Whirlpool need to aware about the
cross functional collaboration of the team members which can only be achieved by the efficient
and effective teams. So, for this purpose, managers had planned innovative production
techniques that were the major missing strategies in earlier Whirlpool plan. In order to increase
the productivity and performance of the workforce, company had established training and
learning programs. These programs help in enhancing the performance of the existing employee
which leads to maximised skills among workforce. Managers of Whirlpool mainly focused in
promoting CPD that helped in encouraging professionalism in the internal environment of the
business.
Basis of difference in learning,
training and development
Individual Organisational
Aim Individual learning mainly
aimed at improving the skills
and knowledge of the
individual which overall
improves the operational
Collaboration of effective and
skilled full labours basically
strengthen the team
performance and this result in
maximised productivity of the

concepts of the employee. business. It generally aimed at
establishing the effective team
that helps in achieving the
common goal of Whirlpool
(Liljenberg, 2015).
Focus It mainly focuses towards the
improvement of individual
talent that maximises the
knowledge of the employee
regarding the concept and
working procedure of the
Whirlpool industry.
Manager generally organises
the training and development
programs in order to improve
one's knowledge which leads
to high performance and
resulted in effective team of
the organisation which mainly
focus towards delivering
efficient and effective
productivity.
Challenges It all depends on the learning
and understanding capacity of
the individual that how can
one acquire a knowledge and
develop the individual
personality in order to enhance
the performance
(Mosadeghrad, 2015). So
individual must face limit
challenges as compares to
organisation as it impacts one's
performance.
Team performance can be
judged by the comprehensive
efforts of the team members so
if employees are not well
trained or skilled then it affects
the Whirlpool's performance as
a whole and this may derive
various challenges for the
organisation. It will directly
impacts on the main objectives
of Whirlpool.
Emphasises Learning, training and
development of the individual
helps to boost the enthusiasm
Knowledge among the staff
members encourages the
efforts and when team

among one's personality which
builds confidence and
motivates one's working spirit.
objective will be achieved it
increases the motivation
among team member which
result in the effective team
performance and it also helps
in sustaining the future growth
and development of the firm
(Mester and et.al., 2018).
Training and development help in improving the skills and knowledge of a particular
employee. Manager s provide training to staff-members that builds the updated skills among
employees in order to improve the performance of the company. On the other hand, development
helps in improving one's attitude and professional behaviour in the business so that ultimately
their dedication can lead to the effective operations which helps in achieving the main objective
of the company.
Differences between training and development
Basis for comparison Training Development
Term Training is a consistently
learning procedure for current
and new workers in which they
get to know their skills that
required for job positions. It is
a short-term process.
As compare to training,
development is a continuous
process that developed
employee’s knowledge during
training session. It is a long-
term procedure that help for
improve staff performance.
Focus on Training is focus on present
situations. To deal with the
changes in business
environment training is the
most important part.
For example, An employee
who is working in the
Development is focus on
betterment future performance
of business.
For example, Development
allows the individual to
achieve personal objectives as
it grooms the personality of the

organization since 1 year get
trained according to the
process of the business. So,
trained and skill full worker
deliver efficient and effective
output as compared to new
employee.
employee.
Objectives To improve the work
performance of organization
employees.
To prepare workers or staff for
future challenges and
competitive environment.
4. Analysing the need of Continues learning and professional development in order to sustain the
economic growth in Whirlpool.
Continues learning is referred as ability which helps in continuously developing the skills
and knowledge of individual in order to drive the sustainable performance of business.
Professional development is termed as process of improving the capabilities of staff members
which helps in developing the informal behaviour among the workforce which includes
academic counselling, conferences, promoting the learning opportunities among team members
etc. CPD (Continues professional development) helps in influencing the professional behaviour
in the business. When the Whirlpool company was facing business crises then it was observed
that there was a lack of continues learning among the workforce. So in order to overcome such
challenges, HR professionals of Whirlpools had adopted restructuring of company procedures
and policy. Company had promoted CPD programs which are basically needed to motivate the
employees and it also helps in expanding the knowledge for the future sustainable growth
(Fagerholm and et.al., 2015). CPD is needed for following purpose such requirements are
described below:
 It improves the current capabilities of the workforce in order to meet the business
standards which helps in future growth and sustainability of the business for a longer run.

 It helps in enhancing the knowledge and skills of which helps in delivering the
professional services to customers.
 CPD also ensures the updated knowledge regarding the working strategies of the
business. Updated skills help in generating the effective output and it also increases the
performance level among employees.
 Continues professional development leads to increased confidence it also contributes
towards improved quality of life. This helps in satisfying the needs of the customers and
hence it helps in achieving the sustainable performance of the Whirlpool company.
Continues professional development cycle
The process of learning follows a specific pattern of cycle that allows functioning of Four
stages such as experience, Reflection, Conceptualisation and Plan. This model is basically
referred as the 'Reflective observation' which establishing the arguments that we learn from life.
Application of learning life cycle theory helps in effective implementation of developing
Continues professional development in the business environment of Whirlpool. Description of its
stages are described below:
KOLB's learning cycle are stated below:
Stage-1 Experience: It helps in learning from the past experiences of the person in order to
establish large opportunities for future. This stage is performed to analyse the weaknesses in
implementing the CPD plans within Whirlpool. This phase of the Kolbs theory helps the
employees in learning from the experience and thus they apply such learning in future which
helps them in monitoring the situation well.
Stage-2 Reflect: This stage of learning cycle theory involves personal reflection of those
activities which are aimed at strengthening this weakness which are previously experienced.
Stage-3 conceptualisation: It is performed to interpret application of concepts which help in
promoting the professionalism in order to achieve affective CPD programs in Whirlpool
company. Employee can be influenced by changing their skills according to the requirement
Stage-1 plan: It is aimed at summing all those activities which help in achieving effective
learning and professional development in the company (Gormley and van Nieuwerburgh, 2014).
Implementation of Learning life cycle in Whirlpool help in influencing professional development
and it also improves the skills and knowledge of the employees. It allows them to apply their
skills in any situation which allows them to handle production area of the business.

Barriers of CPD are: Time, cost and access barriers can be considered as most frequent barriers
for implementing the CPD practices within business and if employees feel pressure in working
with the company than it may leads to unsatisfied behaviour at workplace. Unsatisfactory
workforce resulted in a greatest barrier for the company as they do not produce effective output
which company have to bear for a longer run and it ultimately affects negatively in sustaining
performance of the company. It allows employers to understand the needs and requirements of
the employees well and thus helps them to enhance the relationship.
Continuing professional development ensures organization about the capabilities of their
employees with the present standards of others in same area. It also assures that workers enhance
and maintain their skills and knowledge which they need to deliver a professional facility to
customers, community and visitors. Support, motivation and encouragement are the tools of CPD
that provide workers better development opportunities in which they create good career.
5. Contribution of HPW (High performance work) to engage the employees in order to achieve
competitive advantage in Whirlpool.
HPW (high performance work) can be considered as practice that aimed at affectivity of
the organisation which can be achieved by involving all the Pieces of HR together for the
sustainable growth of the organisation. Whirlpool company have adopted restructuring policy of
the business which mainly focused towards achieving High performance work. This can be
possible by improving the performance of the individual employee. The survey in Whirlpool
found that team performance which derived various restructured policies in company such as
extraordinary goals, transparent communication etc. The staff members of North America region
(NAR) are initially engaged in implementing the necessary changes which are done to improve
High performance work of the employees (Li, and Su, 2015). There are various advantages
involved in implementing HPW in Whirlpool such importance are as follows: Successful planning and better attitude of workforce : It helps in promoting the better
employee attitude in the business environment that result in effective efforts of the
employees which can be responsible for higher productivity. Implementation of HPW
practices help in sustainable business growth that leads to successful business growth. Decentralised decision-making: Implementation of HPW practices in business
environment help managers of Whirlpool in making decentralised decisions that would
be beneficial for sustainable business growth.