Developing Individuals, Teams and Organisations - HR Skills Report

This report examines the critical skills and knowledge required of HR professionals, focusing on their role in developing individuals, teams, and organizations. It delves into the knowledge, skills, and behaviors essential for effective HR management, using Whirlpool as a case study. The report outlines the importance of personal skills audits and professional development plans, highlighting the differences between individual and organizational learning. It emphasizes the need for continuous learning and professional development to drive sustainable business performance. The report also explores the contribution of High-Performance Work (HPW) systems to employee engagement and competitive advantage, and evaluates different approaches to performance management, providing insights into fostering a high-performance culture and commitment within the organization. The analysis emphasizes the importance of adaptability, communication, and conflict resolution in the dynamic world of HR.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Knowledge, skills and behaviours that are required by HR professionals............................1
P2 Personal skills audit to develop professional development plan...........................................3
TASK 2............................................................................................................................................4
P3 Difference between organisation and individual learning, training and development..........4
P4 Need for continuous learning and professional development to drive sustainable business. 4
TASK 3............................................................................................................................................4
P5 HPW contribution to employee engagement and competitive advantage.............................4
P6 Evaluate different approaches to performance management.................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Today in rapid changing world, it becomes necessary for every individual to develop
skills and knowledge. It will aid in developing a career in particular field and gaining high
opportunities for future growth. In context with HR managers of a company, main responsibility
of them is to collaborate and coordinate team members to function with each other. Present
report is based on Whirlpool which is a multinational production and marketer firm of electronic
home appliance (Goetsch and Davis, 2014). In assignment knowledge, skills and behaviour that
HR professional need to posses to manage workforce is stated. Learning and development,
continuous learning and professional development are factors which are analysed by HR for
sustainable business performance. Contribution of HPW system in employee engagement and
competitive advantage also highlighted in present report. Besides this, performance management
approaches are used by HR to support high performance culture and commitment i.e. also
described in report.
TASK 1
P1 Knowledge, skills and behaviours that are required by HR professionals
HR professional role in organisation is to develop system for achievement of business
objectives and goals. Their responsibility is to utilise subordinates properly by talent
management practise which help them to retain skilled and competent people for longer time. In
context with Whirlpool, which serve its products worldwide. So, it is essential for this company
to conduct business activities in collaborative manner with other outlets. Thus, this is description
of knowledge, skills and behaviour that HR professional require are mentioned below:
HR professional knowledge: HR professional require to have knowledge to design
system and conduct business activities in order to achieve business objectives and goals. Thus,
these are knowledge that HR of Whirlpool should have stated below: Administration and management: HR professional need to have knowledge about
principles about business to make strategic plan for firm. Along this, they even require to
use rules while allocation of resources, production methods, human resource modelling
and for coordination of people (Hawkins, 2017). In Whirlpool, HR considers
management principles while formulating policies and for utilising resources efficiently.
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This help them to provide quality home appliances to buyers to enhance firm's image and
reputation in market.
 Government law: HR require to have knowledge about legal code, rules and regulations
of government to formulate appropriate strategies for company. It is necessary that
organisation activities are conducted in legal manner (Hoda and Murugesan, 2016). For
this, HR professional of Whirlpool consider authorities laws and codes while framing of
policies. Thus, team members get appropriate working environment and facilities which
make them dedicated towards company.
HR professional skills: It is necessary that HR have capability to manage and direct
subordinates to perform tasks effectively. Henceforth, these are skills that HR professional of
Whirlpool should have, described beneath: Communication: HR professional require to have effective interaction ability which help
them to function as link between manager and staff members. For this, they need to have
good written and oral skills to inform and direct subordinates to perform tasks effectively. Multi- tasking: HR is area which includes different responsibilities that are to manage
manpower for executing business activities in efficient manner. Recruitment, selection,
training, development, performance assessment are various tasks which are conducted by
HR professional of Whirlpool. This help them to have skilled and competent team
members to deliver quality home appliances to buyers (Lowik, Kraaijenbrink, and Groen,
2016). Conflict management and problem solving: In organisation, HR professional require to
make subordinates to work in team for enhancing productivity. Whirlpool is
multinational firm so it is HR's responsibility to maintain relations with staff members.
This help them to timely ascertain issues and difficulties faced by workers, thereby
provide them appropriate solutions.
HR professional behaviour: HR professional require to behave friendly with team
members to make them dedicated and motivated towards duties. These are various traits which
HR professional of Whirlpool require are stated below: Collaborative: Whirlpool is multinational firm which have outlets in different nation. In
this, HR responsibility is to make staff members perform tasks in team for completion of
business objectives.
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 Decisive thinker: HR need to have capability to quickly understand and analyse business
information to make appropriate judgements which are beneficial for company. HR
professional of Whirlpool require to have deep and complete knowledge about
functioning of system (Heled, Somech and Waters, 2016). Along this, they even need to
make recommendations about ways that individuals are made to work in team.
P2 Personal skills audit to develop professional development plan
Personal skills audit refers to activity which is conducted by HR professional to have
information about their capabilities. This process helps an individual to have information about
skills and knowledge to work in an organisation. Whirlpool is an electronic firm which provide
appliances globally so HR need to have ability to manage and collaborate team members work
with other outlets. This help HR professional to ascertain their strengths and weaknesses to
improve capabilities in order to execute business operations effectively. Strengths: I have good communication skills which help me to direct and make staff
members to work in team. This help me to achieve business objectives by providing
clarity to subordinates about targets and duties (Rowthorn and Olsen, 2014). Weaknesses: Team includes people which differs with each other in respect to education,
background, religion and caste. This affect their behaviour and performance so there are
more chances of conflict between staff members. In this, my weakness is related
management of team members conflicts to work in coordination.
Professional development plan: It is also referred to as an individual or employee
development plan. This is document which is prepared by HR professional with aid of personal
skills audit to state business goals and strategy (Baron and Parent, 2015). HR of Whirlpool assess
benefits of training and development programs to enhance capabilities. Thus, this is professional
development plan which is formulated by HR professional of Whirlpool described below:
Goals Skills Time scale Activities Status
Long-range Team
management
skill
2 Months In order to manage and
conduct all business
activities in given time, I
can work under seniors
and observe them how
This help me to
maintain interaction
with team members
to make them
perform tasks
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they perform their duties.
It will aid to reduce my
weakness and grow time
management skill.
effectively.
Short-range Multi- tasking 1 Month For this, I will work under
supervision of my seniors
and head authorities which
provide me guidance to
arrange tasks properly.
Plan is prepared by
me to carry out
activities in
systematic order.
Mid-range Conflict
management
and problem
solving
1 ½ Month Management books are
studies by me to gain
information about different
concepts and theories.
This help me to have
knowledge about
requirements of team
members to reduce
possibilities of
conflict.
TASK 2
P3 Difference between organisation and individual learning, training and development
Individual and organisation learning are process which state enhancement of skills and
knowledge of a person to work in company. Whirlpool require to have competent and skilled
people for execution of business activities and accomplishment of business objectives. For this,
HR professional conduct training and development programs to enhance capabilities of staff
members to perform tasks effectively.
Individual learning: This concept refers to capability of a person to enhance knowledge
and skills to work in company. For this, reflection in respect to external sources and colleagues
with whom they are working in team is best tool for learning and developing capabilities. Thus,
an individual gain opportunity to grow in career by utilising business opportunities (Loughry
Ohland and Woehr, 2014).
Organisation learning: It is tactic which includes activities that are creation and transfer
of knowledge within firm. HR professional require to have sufficient manpower for conduction
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of business activities and attainment of objectives. This gives opportunity to individuals to get
job in respect to their capabilities to utilise theoretical knowledge practically.
Difference between individual and organisation learning:
Individual learning Organisation learning
In firm, HR conduct learning of new skills,
values and norms to enhance abilities of
themselves and low perform individual.
HR increase skills and capabilities of people by
making them work in team. This help staff
members to learn things from their colleagues.
It is long term tactic in which an individual's
capabilities enhance with goal of growing in
career (Kiratli and et. al., 2016).
This is a short term process in which skills and
knowledge of subordinates are improved to
make them perform tasks effectively.
Difference between training and development
Training Development
It is learning activity which is conducted by
HR to enhance skills of new joiners to make
them capable to work in organisation. Staff
members require to have competency and
knowledge to handle and carry out tasks in
effective manner.
This is process which HR execute to improve
capabilities of subordinate for directing them to
create innovative and creative business ideas
for growth of business.
HR professional of Whirlpool execute training
sessions to make employees familiar with
business operations.
This company also provide development
classes in order to increase skills of employees
so that they can learn how to face future
problems.
Training and development are practices which are executed by HR professional of
Whirlpool to enhance skills and knowledge of staff members and promote learning of
organisation. Sessions and seminars are conducted to improve capabilities of subordinates.
Along this, new joiners are familiarise with business so that they carry out tasks in effective
manner (Cummings and Worley, 2014).
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P4 Need for continuous learning and professional development to drive sustainable business
Continuous learning: It is a learning process which includes improvement and
development of skills and knowledge of an individual to adapt changes in organisation. HR
professional require to have talented people for execution of business operations effectively. It is
necessary for them to have information about capabilities of staff members. This help them to
distribute tasks and duties to employees in according to their skills. Thus, continuous learning
have required in leading performance and behaviour of an individual, team and organisation is
stated below: Boost productivity of employees: HR professional of Whirlpool conduct training and
development programs to enhance skills and knowledge of staff members. This help
them to have skilled team members which manufacture and provide quality home
appliances to buyers. This helps HR to enhance organisation functionality by making
employees carry out activities in effective manner (Pangil and Moi Chan, 2014). Prepare subordinates to face future challenges: In Whirlpool, HR professional
maintain connection with team members to make them competent to handle
complexities. Along this, employees are capable to face difficulties and problems that
might occur in future time. Thus, business performance is executed in according to
market conditions.
 Help employees to generate innovative ideas: Development is conducted by HR
professional of Whirlpool to increase their ability and skill. This helps them to make
subordinates capable to construct creative and unique business ideas for enhancing
image and reputation of company. This aid HR to make business performance
sustainable by enhancing system.
Professional development plan helps HR to have information about their skills to take
development classes to enhance capabilities. Along this, team members abilities are also
acknowledge by HR professional of Whirlpool. This helps HR and subordinates to conduct
training and development sessions for enhancing organisation functionality. Thus, company have
skilled and competent members who conduct business activities in according to conditions of
market.
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TASK 3
P5 HPW contribution to employee engagement and competitive advantage
High performance work system is modern practices which is executed by HR to have
talented staff members (Srivastava and Singh, 2015). Employee training, self-directed team, high
pay level and group- based performance pay are activities which help them to retain skilled
people for longer time. This helps HR professional to enhance performance of organisation.
These are various activities which aid HR professional of Whirlpool to establish competitive
advantage are stated beneath:
Training and development: This is effective activity which is conducted by HR to
enhance skills and capabilities of staff members to make them perform tasks in creative manner.
This help HR professional of Whirlpool to construct competitive advantage by making
employees talented and skilled.
Employee involvement: HR of Whirlpool motivate subordinates by engaging them in
decision making process. This help them to make team members dedicated by giving value to
their opinions and suggestions. Thus, HR is able to retain skilled and competent people for
longer time. This helps them in construction of competitive advantage in respect to rival firms by
providing quality home appliances to buyers (Baron and Parent, 2015).
Team Building: In Whirlpool, HR professional distribute staff members in team for
utilisation of resources. It is multinational firm in which employees are made to work in team for
delivery of quality products and services to buyers.
Thus, these are practices which help HR of Whirlpool to have competent and talented
staff members who can provide quality electronic appliances and services to buyers (Thornton,
2016). This aid them to position firm higher than rival firms by enhancing brand image and
market reputation. Team building helps HR to utilise manpower and accomplish business
objectives. Along this, superior and subordinates are involved in decision making process to
make them dedicated towards job.
Benefits of HPW system on organisation performance are as follows: Increase productivity of workers: Training and development sessions are conducted by
HR professional to enhance capabilities of subordinates. This help them to have skilled
and competent people which perform tasks effectively. This help them to make members
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to conduct activities in team for production of quality home appliances (Hoda and
Murugesan, 2016).
 Enhance goodwill of firm: Whirlpool has good brand image and reputation in market
which is due to delivery of quality electronic appliances to people. This is possible as HR
involve team members in decision-making process. This help them to make changes in
system and conduct business activities in respect to rival firms.
P6 Evaluate different approaches to performance management
Performance management is an activity which is carried out by HR to improve and
promote effectiveness of staff members (Goetsch and Davis, 2014). The main purpose behind
implementation of performance management technique in workplace of Whirlpool is to compare
actual results with standard to gain information about need of improvement in abilities of
subordinates. Besides this, HR also take feedback from employees to have information about
their opinions and suggestions in respect to effectiveness of their performance. This help them to
have talented staff which are committed to perform tasks effectively. Hence, this is performance
management approaches which is stated below:
Collaborative working: In organisation, people are made to work in team for proper
utilisation of resources and timely accomplishment of business objectives. HR professional
responsibility is to coordinate subordinates to work with each other in order to deliver quality
products and services to people. Whirlpool is multinational firm, so HR duty is to collaborate
working of all branches for proper utilisation of resources.
Different performance measurement approaches:
 Comparative approach: This tactic is used by HR professional to compare performance
of an individual with other team members. Ranking, forced distribution and paired
comparison are different methods which help HR to evaluate working of employees. For
this, high and low performers are ascertained for enhancing business productivity by
training staff members (Hawkins, 2017).
 Attribute approach: It is another concept which help HR professional to focus on traits
and characteristics of subordinates to direct them to execute activities for success of firm.
All individuals require to have motivation and dedication to perform tasks for timely
completions of targets. In this, HR duty is to provide guidance and lead team members to
work in coordination.
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 Behavioural approach: It is technique which is used by HR to rank subordinate in
respect to their performance. For this, behaviourally anchored rating scale (BARS) tool is
used which includes five to ten vertical scales. Thus, HR professional gain information
about subordinates behaviour influence on their work in team and organisation. Result approach: This is tactic in which HR rate employees in respect to their outcomes
and performance. Balance scorecard is technique which help them to assess results of
members on criteria that are financial, customer, internal & operations and learning &
growth.
 Quality approach: It is concept which comprises HR focus on making improvement in
system for reduction of errors, thereby satisfy customers. For this, feedback from
manager, subordinates and buyers help them to get information about quality of system
and products. Thus, Kaizen is process which is adopted to make changes for
improvement of business processes (Hoda and Murugesan, 2016).
HR professional of Whirlpool uses comparative approach to motivate employees by
giving recognition to high performers. Besides this, result tactic is used to have knowledge about
outcomes of subordinates to conduct training programmes for development of their skills and
knowledge. Thus, company have talented team members which perform tasks effectively and
help HR in attainment of business objectives.
CONCLUSION
As per above report, it can be concluded that HR professional should have good
communication skills which help them to manage manpower. Besides this, government laws and
management principles knowledge aid them to execute business activities effectively.
Collaborative behaviour which aid HR to make members to work in team. Personal skills audit is
uses to formulate professional development plan about skills. Individual learning is process in
which person develop capabilities, while organisation learning benefits subordinates to work in
team. Training is process which help in enhancement of competencies and development in
growth of theoretical abilities. Continuous learning, professional development, HPW system
helps in sustainable business performance. Comparative and result approach of performance
measurement are used by HR professional to measure performance of each employee. It also
helps in evaluating contribution of workers in achievement of business objectives.
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