Developing Individuals, Teams, Organisations: A Report on HR Skills

This report assesses the essential knowledge, skills, and behaviors required by HR professionals for developing individuals, teams, and organizations, using Whirlpool as a case study. It includes a personal skills audit to identify areas for development, focusing on decision-making, communication, conflict resolution, and time management. The report also differentiates between organizational and individual learning, emphasizing the need for continuous professional development to enhance sustainable business performance. Furthermore, it discusses how High-Performance Work (HPW) practices contribute to employee engagement and explores various approaches to performance management, ultimately aiming to improve work efficiency, productivity, and overall organizational success. The document is contributed by a student and available on Desklib, which provides AI-based study tools for students.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals................................................................................................................................3
P2 Personal skill audit to identify the knowledge, skill, and behaviour to develop the plan......5
TASK 2 ...........................................................................................................................................8
P3 Differences between organisational and individual learning, training and development......8
P4 Need for continuous learning and professional development.............................................10
TASK 3..........................................................................................................................................10
P5 State how HPW contribute to employee engagement..........................................................10
TASK 4..........................................................................................................................................11
P6 Different approaches to performance management.............................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
In modern business world, organisation, individuals and team needs proper development
so that to enhance performance levels. It is much required for them to look into different factors
through which they can gain many competitive advantages. This can only be done through
adopting lifelong learning strategies. Whirlpool is the multinational manufacturer company has
been taken under this assignment which offers electronic products and services across the world.
Mainly this company deals in kitchen and home appliances such as microwave ovens, washing
machines, refrigerators, purifiers, ACs etc (Amabile, 2012). Report will focus on professionals
knowledge, skills along with behaviours which is being needed in HR professionals. It will also
put light on personal skills audit and need for continuous learning and professional development
to help in sustainable business performance. Apart from this, assignment will show how HPW
contributes to employee engagement and competitive advantage in different organisational
situation.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals
It is essential for every organisation to develop skills an d knowledge of the employees. It
will enhance the work efficiency of employees and helps the organisation in achieving their goals
and objective. According to the case scenario, Whirlpool is suffering is from company crisis in
2011. It was emerged due to change in strategies and policies of the company. Human resource
manger of Whirlpool requires professional skills, behaviour and knowledge to manage working
staff and reduce the issues faced by manpower. For improving the current situation HR manager
of this company have to perform various function like conducting training and development
session, team building activities etc (Berry, 2011) This will improve performance of employees
which will provide benefit for the company for long term. Appropriate skills, knowledge and
behaviour required by HR manager of Whirlpool are described below:
Skills of HR professionals:
Skills refer to performing an activity in effective manner. HR manager have to perform
their job responsibility in efficient manner and manage manpower of the organisation in order to
fulfil their requirement. Appropriate skills of HR manager will improve work performance of

employee and helps the organisation in achieving their targeted goals. Human resource manger of
Whirlpool requires various skills and these are evaluated as below: Multitasking- HR manager have to perform multiple function at the same time so it is
necessary for human resource officer of whirlpool to have this skill to deal with the all the
situation at single time. It is required to prioritize work according to the condition.
 Effective communication- HR manager have to communicate with everyone in the
organisation like top management, employees and other managers so it is required by the
manager to have effective verbal as well as written communication. Polite speaking skills
is considered as the key element for the HR as it helps in building positive relation with
the employees and also motivates manpower to perform effectively.
Behaviour of HR Professional:
Behaviour is termed as the way by which person interact to others. Human resource officer
of Whirlpool has essential impact on employees performance as well as organisational growth.
Some of the important behaviour required by HR manager of Whirlpool is evaluated as below: Adaptability- It necessary for human resource officer to adaptability in behaviour.
Working environment is dynamic in nature and requires lots of changes in regular based
activities (Ford, 2014). It is required by the HR manager of Whirlpool to adapt these
changes and prioritize work according to its importance.
 Accountability- It is referred as the accepting own responsibility of task and have ability to
disclose its result. Human resource officer of Whirlpool should have this kind of behaviour
which supports in taking responsibility of task and perform it in effective manner.
Knowledge of HR professional
Knowledge refer to having information and understanding of particular subject. In context
to Whirlpool, its humane resource officer must have appropriate knowledge of business,
employment laws and several other factors which have influence over organisational performance
and growth (Gibbs, 2013). Proper knowledge will protect the organisation from many issues and
support them in achieving their objective in effective manner. Knowledge required by human
resource officer are described below: Legal law: It is required by human resource manager of Whirlpool to have updated
knowledge of basic employment laws which helps the manager in decision making process
and avoids legal issues or problems by employees end.

 Tax redemption: HR manager must have knowledge of all modes of tax redemption as by
this he can advice employee to opt various saving plan and schemes to reduce their tax
amount from salary. This will utilise the amount of employees for their future savings and
it also motivates them to perform effectively.
P2 Personal skill audit to identify the knowledge, skill, and behaviour to develop the plan
Personal skill audit refer to identification of individuals skills and capabilities which helps
them knowing their own strengths and weakness. It helps individual in improving their weak
factors and use their strong skills for achieving their personal objective. Personal skill audit is
beneficial for the professional growth of the individual as it helps in improving work efficiency
and enhances productivity in order to accomplish business operations effectively. Human resource
officer of Whirlpool must have various capabilities like time management abilities, decision-
making power, effective communication, conflict solving skills etc. According to the required
skills I have prepared my own personal audit plan to identify my strengths and weakness as per
the Human resource officer.
Serial no. Learning
objective
Current
proficiency
Targete
d
proficie
ncy
Development opportunities Time
scale
1 Decision
making
4 5 In organisation, every situation
is dynamic. According to my
job role I have to take many
decision in a day as well as my
complete working life. While
hiring candidates, I have to
judge there skills and analyse
that they are suitable for
organisation or not. I am good
in taking effective decision
which supports my job role
and helps in achieving
1
Mont
h

predetermined goals and
objective.
2 Effective
communicatio
n
4.5 5 Effective communication at
work place can reduce many
conflicts and misconception in
organisation. As being HR
manager of Whirlpool, my job
responsibility involves
communication with
management staff, mangers,
employees, customers and
visitors. It is necessary to
communicate in adequate
manner to manage all the task
in proper way. I am using
professional and polite
communication at work place
which helps me in interacting
with employees and delivers
high satisfaction to customers.
I use my effective
communication skill to
motivates manpower of
Whirlpool towards their work
which increases individual
productivity.
3
Mont
h
3 Conflict
solving
2 5 Conflict management is
considered as essential skill of
the Human resource manger.
In an organisation employees
4
Mont
h

works in groups or team which
involves their interaction and
may create misconception and
conflict among them.
Necessary conflict and issues
in team decreases productivity
and work performance of the
employee. I am weak at
conflicting solving as its
difficult for me understand the
perception of suspected
employee. This decrease trust
of employees on my decision
making and affects Whirlpools
productivity. To develop this
skill I need some training
session which will develop my
conflict resolving skill.
4 Time
management
3 5 It is compulsory to complete
each and every task on decided
time. As being HR manager of
Whirlpool it is my
responsibility to monitor that
every team and individual
should complete their task on
given time. I am moderate in
time management. Its quiet
difficult for me to make
employee complete their task
on appropriate time. For
improving this I am taking
2
Mont
h

some session to develop time
management skill.
Strengths: I am good at decision making which is helpful for Whirlpool as my effective
decision on right time provides skilled and valuable employees to the firm. In addition to this my
effective communication has positive impact on employees and convinces them to perform well.
Weakness: I am weak in conflict solving which affects interpersonal relationship of
employees and reduces their productivity.
To attain top position in Whirlpool, I have to develop my skills and knowledge for this it is
necessary to attend some training and development session. It will enhance my skills and improve
my working ability in effective manner. According to training schedule these session will take
approximately 68 hours in order to improve my skills.
TASK 2
P3 Differences between organisational and individual learning, training and development
Every human resource manager emphasize on enhancing skills and knowledge of its
employees which helps them in improving their work proficiency. For this, various learning
programs are conducted for employees that gives them training and guidance in order to improve
their work effectiveness. Advance skilled employees completes task in less time. Learning can be
classified into two types that is individual and organisational.
Individual learning: This type of learning involves development programs and session for
an individual. In this, learning is based on the requirement and need of employee for particular
task.
Organisational learning: In this, learning is developed in the organisation for group of
employees or teams. It is termed as the effective learning for the organisation as it develops the
skills and knowledges of whole team together (Goetsch and Davis, 2014). It can be used by the
human resource manger of Whirlpool as by using this employees can develop their skills with
colleagues and can learn many more things by them.
Difference between individual learning and organisational learning
Individual learning Organisational learning
 Individual learning concentrates on  Organisational learning focuses on

developing skills of single employee.
As it enhances their skills and
knowledge.
 It is expensive method of learning as it
involves individuals skills and
knowledge. HR manager of Whirlpool
have to find required knowledge of
particular individual and conduct
learning session for him on personal
basis.
providing learning sessions to group of
employees or team.
 It is reasonable method of learning as it
provides learning to whole team. This
can be used by HR manager of
Whirlpool for introducing new
technology in organisation.
Training and development
Training and development session are considered as the educational activity used by the
organisations in order to improve skills, learning, knowledge and changes attitude of the
employees. It is an essential function performed by the HR manager to improve work efficiency
of employees which is profitable for Whirlpool as employees achieves predetermined goals and
objective on time.
Difference between training and development.
Training Development
 Training is short run program as it less
time consuming activity which only
provides knowledge and skills to
employee's according to their need
(Hirst and et. al., 2011).
 Training sessions are organised for
specific job position. It focuses on using
tools and skills to improve the
proficiency of employees.
 Development is termed as the long run
process as it consumes time of HR
manager of Whirlpool in formulating
strategies, procedures and various other
activities to develop professionalism in
the organisation.
 Development is done for the motive of
improving providing successful career
to employees.

P4 Need for continuous learning and professional development
Continuous learning plays a vital role expansion of skill set by learning and raising
knowledge level. As per the changes in life, there is required improve skill set and knowledge
level of individuals so as to get career growth and viability. On professional level, continuous
learning aids in responding towards market or environment changes and making new
developments. For instance - having good digital knowledge will supports employees to do all
tasks and activities in best possible manner (Seibert, Wang and Courtright, 2011). apart from this,
on personal level continuous learning aids to allow people to get into touch with over the world or
interact with in an effective manner.
Performance Development: It has been analysed that personal development covers
different sections along with activities which may aid and individual in uplifting the awareness
and identifying many things that are related to specifications which is being carried by a person.
In Whirlpool, personal development can help out an individual in looking into different talents
along with potentials as well, Some of main points that are covered under this are: human capital
and facilitate employability that can be helpful in enhancing the quality of life and contribute to
the realization of dreams and aspirations.
Whirlpool is a renowned organisation and is operating its business in an effective manner
and in doing this professional development and continuous learning plays a crucial role. If
employees who are hired are professionals than it will assist them in executing the plan in a better
manner. Professional development programme will provide better scope of performing the task.
Whereas continuous learning will improve the way of accomplishing the task for example: if
earlier employees were taking 3 hours for completing the task and after taking continuous learning
now workers will be able to complete the same work within 1 hour.
TASK 3
P5 State how HPW contribute to employee engagement
High performance of working is termed as the culture of the firm which involves
transparent and clear communication, trust between employees and employer. It follows the
traditional organisational structure which allows the employees discuss their problem with
colleagues and superior. In addition to this it also provides liberty to employee share their ideas
for organisational growth. Whirlpool majorly prioritize innovation to compete their competitors at

market place. As per the scenario, HR manager of Whirlpool concentrates on managing their
team members of North American Region (Levi, 2015). In relation to this performance of the
employees is monitored on the basis of various factors like transparent communication,
solidarity, conflict, extraordinary goals, accountability and mutual respect. Apart from this, HPW
practices provides several methods to organisation in order to develop employee engagement and
these are evaluated as below:
Team building: It is an essential procedure of HPW as through this HR manager of
Whirlpool can build trust among the employees. For this, HR manager conducts various activities
which involves whole team and it will develop the interpersonal skills of the employees and
enhance mutual trust. Employees can also be divided into several teams which will increase the
personal interaction between the employee and helps them in understanding their behaviour of
each other.
Sharing Duties: In this, HR manager of whirlpool should share the roles and
responsibility of the employees in order to give opportunity to every employee. By performing
responsibility for colleagues, employees can enhance their knowledge and gain new experience.
Apart from this, sharing of duties also reduces stress level of employees motivate employees to
finish their assigned task in less time.
Transparent communication: In this HPW practices, employees are free to communicate
with team members as well as their superiors about their problem and innovative ideas. This
develops employees trust on Whirlpool and provides them opportunities to share their views in
order to get appreciation. This practice also avoids conflicts and misconceptions at work place.
Shared commitment toward vision of company: This HPW practice involves employees
in decision-making process which motivates employees and encourage them to build trustworthy
environment (McCormack, Manley and Titchen, 2013). It is beneficiary for Whirlpool as
employees helps the company in deciding vision and mission of the company in order to identify
every opportunity toward growth of the company.

TASK 4
P6 Different approaches to performance management
Performance management is one among the essential function of human resource
management. In this HR manager monitors performance of its employees by regularly
communicating with them regarding there assigned duties and evaluate the work efficiency of
employees. In context to Whirlpool, its HR manager evaluates objectives of the company and
match it with employees performance in order to understand their effectiveness and improvement.
Various approaches of performance management is used by HR manager of Whirlpool to manager
their work performance.
Collaborative working: In this approach, HR manager of Whirlpool focuses monitoring
performance of whole team. However, manager evaluates the performance on how individual
works within the team. Rewards and recognition are provided to the employees on the basis of
team success (O'leary, Mortensen and Woolley, 2011).
Comparative approach: This approach focuses on finding comparing the performance of
employees for similar task. In relation to Whirlpool, its HR manager compares the work of
employees of same designation with similar task and gives reward to the one who perform well in
less time.
Attribute approach: In this approach, performance of the employees is measured on the
basis of some criteria like innovation, communication, critical thinking, decision making and
teamwork. HR manager of Whirlpool uses this approach to monitor employees performance and
give the rewards and recognition accordingly.
Result approach: This approach emphasize on result of employees performance. In
context to Whirlpool, its HR manager should evaluates performance of its employees on the basis
of quantity of the products.
Quality approach: In this approach, HR manager of Whirlpool is concentrating on
customer satisfaction. Major priority is given to the quality of product and services to attract more
number of customer towards the organisation. For this, Human resource department of Whirlpool
is continuously taking feedback from customers to identify the requirement of the changes (Pinjan
and Palvia, 2013).
From the above mentioned approaches HR manager of Whirlpool can use all of them to
monitor the performance of its employees and motivate them to improve their performance. This