Analysis of HR Skills and Development in the Whirlpool Organization

This report provides an in-depth analysis of the essential knowledge, skills, and behaviors required for HR professionals at Whirlpool, a multinational home appliance company. The report examines the importance of HR in individual, team, and organizational development, focusing on recruitment, training, and employee management. It includes a personal skills audit for an HR consultant, identifying strengths, weaknesses, opportunities, and threats. The report also presents a professional development plan, outlining the skills to be improved, such as communication, IT, and managerial skills, along with a timeline for development. Furthermore, it underscores the significance of leadership, coordination, and concern for employees in fostering a positive work environment within the organization. The report also includes a reflective analysis of the consultant's experiences and insights gained while working in the HR department of Whirlpool.

Developing Individual Teams and
Organisation

TABLE OF CONTENTS

INTRODUCTION
Individual, team and organisation development all go hand in hand as they are all
required to run the company and to earn more and more profits. The main aim of this present
report is to analysis the knowledge, skills and behaviour which are required in the HR of an
organisation.
The report is base on professional and organisation's development of Whirlpool.
Whirlpool is the largest American multinational home appliance company which is operating
in about 70 countries.
Further it will include the difference between the organisational and individual
learning and development. Also, will include the need to analysis the continuous
development of individual to derive the sustainable growth. And at the end it will include the
different types of approaches used to manage the performance in Whirlpool of the employees.
TASK 1
P1 Determine the professional knowledge, skills and behaviours that are required by HR
professional of Whirlpool.
Human resource managers are the one who are involved in the selection, recruitment,
training, development, compensation, payment and dismissal of the employees who are
working in an organisation. They are responsible to plan and implement the policies which
are all related to the employees, their working, their joining, leaving the organisation, the
leaves and their payments. Their scope are determined by the size and scope of the
organisation in which they are working (Warrick, 2011). As Whirlpool is the worlds the
largest home appliance maker having the manufacturing centres at 70 research centres around
the world with approximately 100000 employees working under. So to maintain and develop
such a large organisation and number of employees the company needs very knowledgable,
skilled and behavioural HR professional at every level. They all are needed to grow, develop
and train the new individuals and then the whole organisation. As with the development and
growth of the employee the organisation also grow with. HR are also needed to grow the
teams in the organisation. Whirlpool should be having very skilled and well qualified HR
professionals so that they can help the individual, team and organisation as a whole to grow.
The said knowledges, skills and behaviours which the HR professional must be
having to manage all the employees and to analyse the level of employee satisfaction.
Knowledges:
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 Knowledge of market- HR of Whirlpool must be having the full knowledge of
market so that they can formulate the policy and implement it in the organisation.
They should be having the knowledge about the demand and supply force of market
which can affect the recruitment process of the employee in Whirlpool.
 Personal and HR- in Whirlpool the HR professional must be having the knowledge
regarding the principles and procedures of recruitment, selection, payment and all the
benefits of the employee (Salas and et.nl., 2012). If they are having the full
knowledge that how to plan and apply the principles then they would be able to find
the best candidate for the right job.
 Management and administration- as they are managers of the employees and they
know how to satisfy the employee to get them motivated so that they can become
more productive. So the HR at Whirlpool should know how to manage the employee
and administrate the strategies regarding the employee's.
Skills:
 Role model- they main skill which they need to have as a HR professional at
Whirlpool is that of becoming the role model of the employees (Salas, Rosen and
DiazGranados, 2010). Whatever is done or spoken by the HR are surely would be
followed by the employees in the organisation. So HR must do not act as an
irresponsible manager and should always address the employee in a correct manner
and try to solve the problem of employees at their end.
 Leadership- this is the skill and quality which need to be possessed by HR
professional must be of leadership. As a good leader HR must encourage the
employee to do better in their work and help them in their, team's and organisation's
development.
 Coordination- as HR in Whirlpool is the link and bridge between the employee and
the management so they are required to coordinate with both. They also need to
coordinate with the outer world so that there is a continuous communication between
the world and Whirlpool.
Behaviours:
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 Concern for employees- as HR are there to help and motivate the employee's at
Whirlpool and this can be done only if they are having the concern and care about all
the employee's at Whirlpool.
 Stress tolerance- the job of HR is very stressful and is thank less job so they must
also be having stress while working (Penuel and et.nl., 2011). HR at Whirlpool must
be knowing how to handle he stresses.
 Self control- they are also required to have the self control on their feeling of anger
and should avoid aggressive behaviour at work in Whirlpool.
However, these are the skills which will be beneficial for the managers in terms with
analysing the actual needs of such employees in the organisation. However, there can be use
of such techniques in identifying obstacles of workforce as well as make the adequate
solutions to any problem in the company. This will be beneficial in terms with enhancing the
self skills, confidence and motivates the managers to make the effective efforts in controlling
operational problems.
P2 Analysing the personal skills, audit and development plan for the HR consultant at
Whirlpool
To ascertain the personal skills and knowledge it identifies that there are various
operations which are mean to be done as to attain the satisfactory information regarding own
strength and weaknesses. However, it will also helpful in analysing the quality which are
need to be improved in a HR consultant of Whirlpool. Additionally, the main role of the HR
consultant in an organisation is to ascertain and determines the changes in the operations
which are meant to be done and performed as to analyse the requirements of the business and
employees. To seek the job requirements and the level of efforts which meant to be made the
professionals which will be helpful in enhancing efforts and motivating the staff.
Strength:
 It is the world's largest appliance
maker unit and have the adequate
revenue.
 Have design the unique products wit
consideration of the good quality.
 It has approx 60 manufacturing and
technological R&D centres which in
Weakness:
 Due to limited variety of products
there has been reducing the in market
share and the profitability of the
company.
 There has been lack of having the
perfect strategies and poor
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turn helpful for making desired
products.
management.
Threat:
 There has been reduction into the
operating or net profit margin over
such years.
 There has been solver growth in the
various international markets such as
Europe and USA.
 Tough competition will be given to
this organisation by the various giant
rivalries.
Opportunities:
 There is need to develop this products
over the international segmentation as
it will be helpful in making the
adequate revenue gathering.
 Need to develop the online marketing
techniques which will help in creating
the unique identity of firm.
Personal reflective:
I have been performing Whirlpool as a HR consultant and have learned various
things in here. The role of a HR consultant is to analyse the business objectives and recruiting
the suitable employees to perform such tasks. I have experienced various ups and downs
while coordinating with the employees, recruiting the employees, analysing their problems as
well as representing them the adequate solutions. Moreover, I have learnt how to control the
situation and present the adequate solution to any issues. It has developed various changes in
me such as I present the most quick innovative ideas which will be helpful in satisfying the
employees in the organisation.
Personal skills audit: In terms of developing the professional HR quality in the
managers of Whirlpool organisation there is need to analyse the actual strengthen of an
individual to handle or monitor the organisational activities as well as human resources in the
firm (Dahlgaard, Pettersen and Dahlgaard-Park, 2011). However, there will be various
personal skills which are need to be adopted by the HR professionals such as:
IT skills: HR manager must have obtained the adequate IT skills which must be
related making the reports over various computer devices as well as presenting them in front
of the heads of Whirlpool (Stein and et.al., 2016). If the managers is not has adequate
knowledge of the such software and the devices then he must have training for them as well
as must seek to learn such things.
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Communication skills: In terms of delivering the message to one person to another
of convey the thought to implement in the operational activities of the firm (Walker, 2017).
Hence, there will be requirements of building the positive relationship with co-workers and
the employees in the firm so it could become easy to deliver the message in Whirlpool.
Hence, in terms of the executive manageress they must obtain a favourable communication
connection with their staff so they can easily present their vision and justify the objectives of
the firm.
Managerial skills: Whirlpool HR managers need to analyse the requirement of the
firm such numbers of employees as well as the amount of funds. However, a manager must
acquire the adequate knowledge of managing the conflicts incurred during the operational
activities. There need to analyse the requirements of workforce in which they could generate
the adequate information relevant with wants, needs or requirements of workforce as well as
must manage their pay-offs (Khelil and et.al., 2016). There must be adequate management of
the remuneration, salary, bonus, incentives or commission of the employees.
Conflict management: Problems at the workplace must be resolved by the
operational managers in terms with making the adequate decision as well as making the
changes in the duties or jobs offered to employees in Whirlpool. However, it can b helpful in
terms of switching the departments between workforce as well as making changes in their
duties (Clark and Martin, 2016).
Professional development plan (Crowston and et.nl 2012)
Basis Excellence Good Normal Poor/ No
experience.
Time farme
Communication skills
Contact
with
employees
* 1 week
Worker
remuneratio
ns obstacles
* 2 weeks
Incentives
and
commission
* 1 week
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managemen
t
IT skills
Friendly
with
Microsoft
word
* 2 weeks
Spreadsheet * 3 weeks
Report
making
* 4 weeks
HR
software
* 2 weeks
Managerial skills
Conflict
resolution
* 4 weeks
Leadership
skills
* 5 weeks
Stress
managemen
t
* 6 weeks
M1 Presenting the detailed professional skills audit and evidence of personal reflection
In terms of making the adequate estimation over the personal and professionals skills
there is need to develop the technical skills as well as enhancement of these qualities.
However, with the help of such skills the HR managers will become able to make the
adequate changes in the business operations of Whirlpool.
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development.
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Basis of
difference
Training development
1- meaning A program in which the knowledge and skills
that are required in a job is given to the
employee of whirlpool.
It is an activity which is given
by HR to the employee for its
overall growth of whirlpool.
2- objective To provide skills, to gain knowledge and to
do work more effectively and efficiently. In
this the objectives are very specific related to
job in Whirlpool.
For the future growth of the
employees so that he can
expand his knowledge. the
objectives stated are very
broad and open.
3- time period it is provided for a particular time period and
is generally short which means it is time
bound process in Whirlpool.
It is done for a long period as
it concerned with the future of
the employees in Whirlpool.
It is never ending.
4- persons
involved
In Whirlpool it is given by the experts or
trainers which are professional in their work.
It is often a like a group events like classes,
seminars, etc .
It is wholly responsible to the
employee as it is a self
learning process.
5- orientation Specifically more focused towards doing a
particular job in any field in Whirlpool.
It is related to career and
future of the employee. a
process which goes on
through lifetime of employee.
6-methods Various methods are used in Whirlpool to
provide training like on the job and off the
job training.
It does not require any
method for development of
employees in Whirlpool.
7-
relationship
It is done for the present where employees
can take each others help to solve problems in
Whirlpool.
Development is related to
both present and future events
in Whirlpool.
8- need To enhance the talent and ability of To run the working of
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employees in well manner it is provided by
the hr.
Whirlpool smoothly.
Organisational learning Individual learning
The task which are provided by whirlpool
that are to be learned by the employees.
Learning by itself to correct errors without
taking the help of others.
It is like a group project in which the overall
learning is there.
It is for a particular time period till a task or
project is completed.
It is totally dependent on the hr department
of whirlpool that how he can bring changes
in it.
Every individual learn something new by
attending classes, workshops, etc.
Overall efficiency of whirlpool will improve
by bringing together the learning of each
individual.
The efficiency of each individual will affect
its working thus improving the growth.
To improve the performance of whirlpool it
is important to learn from the external
factors.
It does not require any motivation. If
employees feels that they are lacking
something they should go and learn.
It can change the environment of entire
whirlpool.
It refreshers the minds of employees.
As a result there is some realistic changes
happens in Whirlpool.
It happens because of the inability to do any
work or task in Whirlpool.
P4- Analyse the need for continuous learning and professional development to drive
sustainable business performance.
Continuous development theory: there are some theories of continuous professional
development which are as follows
Teacher theory- this is process of specified changes in professional skills, knowledge and
attitudes and thus out coming effective professional development.
Mentoring and coaching- here the purpose is to develop relationship by identifying which if
the colleagues in workplace is having more experience. Coaching is techniques which is used
to train someone to review and emerging practice.
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Action research- this enable teacher or HR to recognise all the teaching and training
techniques just to improve specified skill and teaching process.
As there are new developments and continuous changing environment in life there
comes a need to change ourselves (Obiwuru and et.al., 2011). As human being grow, their
duties and responsibilities also increases. So they need to start updating their skills which is
helpful for them. It is very important to deal with changing business environment. Also it is
not possible to predict what can be changes in environment. Whirlpool in order to compete
with others and to sustain it is necessary, the performance of the business also needs to be
improved it is in changing.
By continuous learning the employees remains happy a result their performance is
increased which contributes to increase productivity of business. They become more
professional and are ready to learn new things quickly (Moe, Dingsøyr and Dybå, 2010).
Many firms like whirlpool think that the HR employees will leave if they are not provided
with the latest techniques or skills to do work. It is crucial to retain the top level
organisational employees for the continuous growth and development of the whirlpool.
For any business its employees values the most because it is only the employees who
take their business on the top level and improve performance day by day. So it is duty of
business to everyday give the latest skills or techniques to workers to learn. This also
encourages them to learn new skills which helps them to understand better the current
situation of business. Business like whirlpool that focus on learning are best in evaluating the
current environment of industry. According to this they make strategies and take decisions
that is beneficial to both employees and business. It also helps in contributing in the profits of
business (Gopal and Gosain, 2010). If profits of business are more than it will be able to
adopt the latest technology and experience workers.
Professional development:
On the other hand professional development means to further enhance the skills in
existing profession to become expertise in it and to gain more experience in that. An
experience organisational employee can easily identify what a particular skill is needed to
complete a task. He can also give advice to the management regarding what improvements
can be made to sustain performance of the business (Frow, Marginson and Ogden, 2010).
He can also build a team of workers which require continuous learning of skills. Workers in a
team will also help each other in gaining knowledge once they are fully trained with use of
new skills in job.
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The implication of Professionals development achieved in organisation:
By continuous learning, employees in whirlpool can deliver best to their customers so
the customers can be retained and if customers are satisfied with services they are getting
they will become loyal to them and will come again and again. If the customers are retained
then business performance will increase and they will be able to sustain in changing business
environment of industry. The HR of whirlpool should organise proper training and
development session in every month to give new skills to workers and analyse their
performance which will help in overall development of whirlpool.
Difference between training and development:
Basis Training Development
Purpose It is a learning activities
which develops the skills and
compatibility in an employee.
It ascertains the knowledge to
meet the job requirements.
It is a funnelling process
which helps in education the
employees to make them able
to meet the organisational
targets.
Terms It will require the short
duration
It will require long duration
Consideration over It ascertains the present
requirements
It determines the future needs
of an organisation.
Orientation It is job oriented technique It is a career oriented
technique
Objectives It helps in improving the
performance and efforts made
by the employees.
It develops the skills and
knowledge which will
improve the ability to meet
the future challenges.
UK Businesses will aid sustainable performance in UK:
To implicate such techniques in the business there are various techniques and changes
which are need to be implicated by the professionals as to meet the adequate challenges and
bring the most suitable outcomes. Moreover, the implication of training and development
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