Report: Developing Team & Individual in HR, Unit 35 - Whirlpool

This report delves into the critical aspects of developing teams and individuals, focusing on the context of human resources within an organization, using Whirlpool as a case study. It begins by identifying the essential knowledge, skills, and behaviors required of HR professionals, including communication, critical thinking, and knowledge of employment law. The report then analyzes a completed personal skills audit, highlighting strengths and weaknesses, and develops a professional development plan to address identified gaps. Furthermore, it explores the differences between organizational and individual learning, training, and development, emphasizing the need for continuous professional development to drive sustainable business performance. Different approaches to performance management are also discussed. The report concludes by demonstrating an understanding of high-performance work systems (HPWS) and their contributions to employee engagement and competitive advantage, providing a well-rounded analysis of key HR practices.

UNIT 35
Developing Team &
Individual

Table of Contents
Introduction.....................................................................................................................................1
TASK 1............................................................................................................................................1
P.1. Determining appropriate and professional knowledge and skills and behaviours that are
required by HR professionals......................................................................................................1
P.2. Analyse a completed personal skills audit and develop and Professional development
plan..............................................................................................................................................3
TASK 2 ...........................................................................................................................................5
P.3. Analyse the difference between organisational and individual learning, training and
development. ..............................................................................................................................5
P.4. Analyse the need for continuous learning and professional development in order to drive
sustainable performance of business...........................................................................................6
TASK 3............................................................................................................................................7
P.5. Demonstrate understanding of HPW and its contribution in employees engagement as
well as competitive advantage....................................................................................................7
TASK 4............................................................................................................................................8
P.6. Different approaches to performance management.............................................................8
Conclusion.......................................................................................................................................9
REFERENCES..............................................................................................................................10
.......................................................................................................................................................11

INTRODUCTION
Developing individuals is really important of an organization where employees are
trained in order to enhance their skills and knowledge. In addition to this, team building is
followed so that work can be done in more appropriate and proper way. It helps in high
performance and sharing ideas with other employees. In this present report Whirlpool has been
chosen for assessment. Whirlpool is a multinational home appliances' industry. Organization got
set up in the year 1911. It has its stores in all around the world. This present report will focus on
Determine appropriate and professional knowledge and skills and behaviours that are required by
HR professionals. Along with this, this assignment will also focus on difference between training
and development. Furthermore, different approaches of performance management will be
described in brief.
TASK 1
P.1. Determining appropriate and professional knowledge and skills and behaviours that are
required by HR professionals.
Human Resource managers are the key employees of the organisation. They concentrate
on the end goal to have a smooth working in the organization, it is essential and important to
have the best human asset group inside the company. They manage every employee along with
their problems and issues which they face in company like related to employee’s pay,
organizations development, security, well being, rewards, benefits, employee inspiration,
preparing and improvement programs and numerous other work of organization (Moxen and
Strachan, 2017). The HR group or managers at Whirlpool organization are highly proficient,
talented and knowledgeable. They adequately compose individuals to accomplish the
authoritative objectives and destinations in effective way.
Here are the suitable information, aptitude and behaviour which are required by HR managers or
manager inside organisation are as per the following-
Skills:1. Speaking Ability-This is major and the most critical skill that is required by HR expert to
be the best HR and to accomplish the authoritative objectives. HR need to have the ability
to speak before a major group. It is the major ability of individuals. HR need to have the
capacity to answer the topic of group of people when employee talks with them or ask for
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their problems. The HR administrators at Whirlpool are exceptionally keen as they have
capacity and ability to talk in meeting and do their work effectively.2. Decisive Thinker-This is likewise another most critical ability that is required in HR
managers or director inside an organisation. HR should have the expertise of decisive
mind that in an organisation it is essential to take fast decisions and choices when
required. HR need to understand the circumstance and accept what comes in the way as
the earliest opportunity. The HR managers at Whirlpool organization are decisive
mastermind as they take care of numerous issues and problems at their own level.3. Effective communication: This aptitude is the makor skill of HR managers. It is critical
that all the data inside organisation should be successfully conveyed to all employees and
stakeholders when it is required in both composed and verbal formates.
4. Group working and Collaboration- HR need to have the expertise of group working and
coordinating all the effort and ability (McNeeseetal and et.al., 2017). It is important that
HR should work in a joint effort and coordination with the employees and make them
team up in order to create effective working environment.
Knowledge:1. Staff and Human Resource-It is essential that HR should have an entire information of
the point by point idea of work force and human asset and the standards or concepts.
What's more, HR need to likewise know the total learning of time period, determination,
preparing, remuneration and in addition benefits.2. Management: This is additionally a basic and fundamental learning that HR should
have where they should finish information to how to comprehend standards, concepts of
management and business that included assignment of assets, vital planing, initiative
procedures, techniques for creation and the most critical is to make coordination of
individuals and asset.
3. Government and Law knowledge- HR chief must have entire and complete information
of laws, legitimate techniques, government directions, official requests and guidelines,
organization standards and court strategies. The HR at Whirlpool are very much qualified
and possess knowledge of required law and legislation that are important to perform the
duties as a HR.
Behaviour:
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1. Adaptability- As a HR it is really important to adopt all the changes that prevail in the
organisation. HR should the personality of adaptability where they must accept the
changes that prevail in company.
2. Morals and Integrity: They need to have trustworthiness and standards of being a solid
conduct. They should respect all employees inside organisation so that workers can have
job satisfaction.
3. Professional Scepticism: To become the professional HR, it is important to have
professionalism in there attitude, They should have effective minds as well as being alert
to conditions which might indicate possible misstatements of financial information
because of errors and frauds.
P.2. Analyse a completed personal skills audit and develop and Professional development plan.
HR managers are key individuals of the organisation. It is critical to investigate the
abilities to recognize the quality and shortcoming of myself to end up an ideal HR in whirlpool
organization. Individual review is the most ideal way that is utilized to recognize the individual
quality and shortcomings.
Accordingly, I as a HR proficient, SWOT investigation is the best instrument that is utilized to
distinguish the different aptitudes, shortcomings, openings and dangers at Whirlpool.
STRENGTH
 As an HR executive I can say that I
possess good and effective
communication skill. This is the most
important skill that HR should possess.
 I am good at accepting changes that
happen frequently in the organisation.
New ideas and knowledge of people
are accepted by me easily.
 I have effective and best time
management skill.
 I am an expert of learning from others,
WEAKNESSES
 Lack of patience.
 Lack of software knowledge and high
computer expertise (Ben-Hafaïedh and
Cooney, 2017)
 I get easily irritated as I lack in
patience.
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because everyone have their some
knowledge and skills which can be
learnt.
 I also like to work in collaboration and
jointly and I have team working skill.
OPPORTUNITIES
 I have the opportunity of getting
promotion
 I have opportunity to attain training and
development programmes to get high
position of HR manager.
 Skill enhancing opportunities are
available at Whirlpool company.
THREAT
 Competition is a big threat in the
company.
 Lack of personal and social life.
 Discrimination is the biggest threat that
is faced by employees in the company.
Skill audit can be defined as a process to identify all kinds of skills gaps within an
organization or within an individual. In this audit all the skills are analysed and audited so that all
the skills that require improvement can be improved. All the areas where training and
development is needed can be identified easily with this skill audit.
Requirements Personal audit
(rating scale: 0-10)
GAP Reason
Speaking ability 8 Not so fluent in speaking
ability
I face difficulty in
understanding difficult
words.
Group working
and collaboration
7 I lack at this and need to
improve the same
I am not a good team
worker, as a result I face
difficulty in working
within a group.
Government law
and knowledge
7 Knowledge of law is not
much. I have to learn
I do not have much
knowledge about
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more to gain the
knowledge.
government laws
Adaptability 6 I do not accept things
very easily as my nature
is rigid.
I like to do things as per
my opinion or my
convenience.
Personal Development Plan
Skills to be
Developed
Activities by which
skills are developed
Evidence Time Duration
Patience By attending seminars. By taking feedbacks
from friends, peers,
seniors, employees etc.
20 days
Computer Knowledge By attaining training
organized in company.
By taking external
coaching.
By practising more on
computer.
By giving test to my
tutors and by my work
outcomes.
15 days
Writing Skill By taking complete
knowledge of
grammar, spelling and
sentence formation.
Reading different
magazines and novels.
By giving test to my
tutors and by my work
outcomes and
feedbacks from
friends, peers, seniors,
employees.
22 days
Controlling on anger One should think
before speaking. This
can be done by self
By taking feedbacks
from colleagues.
1 month
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control and thinking
more before speaking.
By doing exercise and
Yoga.
Adaptability By dealing more with
different situations
colleagues 2 months
Government law and
knowledge
Reading more law
books and reading
case studies
Employees and
managers of the
company
3 months
Group working and
collaboration
Forming more teams
and dealing more the
tasks that are being
performed in the
groups
Team members and
team leader
15 days
Speaking Ability By attending coaching
classes, reading books,
by giving more and
more presentations
Feedback from
coaching centres
1 month
Decisive thinker By attending seminars,
participating in group
activities
Results of group
activities
1.5 months
Effective
communication
By reading books,
interacting with others
Feedback from others 15 days
There are various disadvantages of skill audit like lack of information i.e. place from where
training and development should be obtained so that it fits into our budget as well as it helps in
improving our skills.
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TASK 2
P.3. Analyse the difference between organisational and individual learning, training and
development.
Learning is really important for an employee which is required for self development of an
individual along with organisational development. There are different types of learning For
example, Individual and organizational learning, training and development etc. There are
adequate chances for the individual to get information and upgrade the expertise. Whirlpool
organization likewise give such a significant number of chances to there employees to learn and
develop more.
Individual Learning- It is the kind of realizing where a man or employee learn and shape their
very own understanding and aptitudes. It is adopted by employee so that they can enhance their
skills and grow more in the future. (Cleland, 2017). There are numerous projects and meetings
are organised out in Whirlpool organization, which additionally raise the information and
expertise of individual or employees. It is a continuous learning process. Employees can enhance
their skills and improve their knowledge through this process. This individual learning helps an
individual in various ways and is also helpful throughout their carrier and also help them in
stepping ahead in future with respect to their learning and carrier. There are for fundamental
ways through which individual learning can be done, some of them are as follows:
 Distance Learning
 Asset Based Learning
 Computer based Leaning
 Directed Private knowledge or training
Individual training helps in learning from the mistakes they have made. Mistake are the best
teacher for a person from where they can learn and grow more in the future. This helps the
organization in enhancing their employees skills and abilities. For example: Sales man working
in whirlpool can enhance their speaking ability through individual learning.
Organisational learning: -It is kind of learning which an employee or worker gains from the
organisation. This learning helps in skill and knowledge development. Different kinds of training
etc. Provided to the employees helps in new skill development in employees which helps them to
grow within the organization. It is comprehensively characterized as the way toward learning
inside organisation that includes the cooperation of individual and aggregate levels of
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examination and in addition prompts the accomplishment of hierarchical objectives and targets.
It is profitable for all the workers and for the company as well. The leaders and top management
of Whirlpool organization offer need to learning as fundamental to routine with regards to the
organization. Hierarchical learning is the basic piece of the organisation.
Every organisation Is established to earn and grow. In order to do the same company has to cover
its target market and that can be done only when organisation give better products and services
than its competitor. Company should always make proper research about its competitors and
learn from the same top become better. This can help the organizations like whirlpool to develop
new skills within their employees which will help them to work more efficiently, which will
eventually help the organizations to increase their productivity.
If individuals and organisation will learn from their mistakes or from their competitors, it
will help them in enhancing their skills and grow more in the future. Learning can be obtained
from colleagues through informal meetings, feedbacks, advices. This will help me in improving
my skills, activities, job satisfaction.
Difference between authoritative learning and individual learning
Organisational learning and individual learning are both unique in relation to one another.
In individual learning, individual learn for their own-self while in organisational learning,
individual or employees learn for the purpose of company and its goals. In addition to this,
individual learning is for quite never ending long term process where an employee learn for self
improvement (Smith and Dodds, 2017). Whereas, in organisational learning is a fixed time
process which is carried for learning in order to achieve goals of establishment.
Training and Development
Training and development is that part which is carried by human resource department of
the company. It is all about developing and enhancing skill of employees. Both Training and
development is to enhance the execution and also efficiency of the workers. Whirlpool
organization additionally sort out preparing and development projects to raise the aptitudes and
learning of workers and make them happy with there job and work in order to give them job
satisfaction. A program which is sorted out by organization with the end goal to create
information and abilities is known as Training while Development is a composed activity in
which the labour of the organization learn and also develop their own self.
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Training is a short term process whereas development is a long terms process for one
own self. Training is given by human resource department to group of employees. Whereas,
development is for top level management or managers of the company.
Training Development
Time It is a short term process i.e.
completed within a short
duration of time.
It is a long term process.
Orientation It is a job oriented method. Whereas, it is a carrier oriented
method.
Improvement It helps in improving
employees work performance
within an organization.
It helps in improving the
individual and prepares them
for the future challenges.
P.4. Analyse the need for continuous learning and professional development in order to drive
sustainable performance of business.
Continuous learning and expert learning is the way to accomplish the destinations and objectives
of organization. With the assistance of these learning, organization can accomplish its long term
objectives and goals and in addition continue its execution of business. Continuous and
Professional development enhance the ability by social events and new information. Continuous
learning is additionally essential for the accomplishment of Whirlpool organization as
competition is really high.
Developing new skills as well as gaining competitive edge: This is the greatest favourable
position of continuous learning and in addition professional improvement that grows new ability
and identity of individual or employee which help with dealing with daily competition. Every
organisation values those employees who are highly managers and have good amount of
knowledge of their work. In order to develop the same continuous learning is really important.
Collaborative Environment- Continuous learning helps in brining all the employees together
because while learning new things everyone comes together and learn things. It helps in sharing
ideas and views along with knowledge.
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Continuous professional development is also known as CPD which is used to track and
document all the experience, skills and knowledge that an individual gains from work both
formally and informally way beyond initial training. All the things that are learned, applied and
experienced by an individual are recorded within it. For this CPD Kolb's experimental theory of
learning can be applied. It mainly focuses on a learners internal cognitive processes.
Continuous professional development advantages:
Increase Retention-In the present time, an ever increasing number of workers are cutting
expense for the open doors, for example training and development (Scheutz, DeLoach and
Adams, 2017). By arranging preparing and improvement programs for employees it raises the
maintenance of workers as they feel that organisation esteemed for them.
Enhances Efficiency- Continuous learning and expert development enhances the effectiveness
of whole staff and it additionally raises the execution and profitability of organization. They
learn and share the new thoughts from one another inside organisation.
Barriers to continuous professional development:
 It is a big process of life long learning which is very difficult to carry as it needs to have
higher patience.
 Continuous professional development requires higher motivation and big amount of hard
work.
Continuous professional development plan helps in alignment throughout workplace
integration, performance output is ensured and facility performance is also improved.
Kolb's theory
Kolb is a learning cycle has four stages of learning. Kolb states that learning involves
abstract acquisition concept that can be applied in various range of situations. Its four stages are:
Concrete Experience: In this experience related to situation is explained.
Reflective Observation: Review on reflection is done.
Abstract conceptualization: Learning from experiences is explained.
Active Experimentation: Planning and ideas are applied by the learner to see what happens.
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TASK 3
P.5. Demonstrate understanding of HPW and its contribution in employees engagement as well
as competitive advantage
High performance working (HPW) is a methodology with the aim of organisation that
plans to inspire workers to learn and grow more. It helps company in boosting the financial
performance and in overall development of the entity. Whirlpool organization likewise pursues
high performance working inside organisation with the end goal to raise the execution and
effectiveness of employees and to accomplish the authoritative objectives and targets. There are
various circumstances which improve the outcomes of organisation in competitive market. It
improves the skills of employees along with self development. Furthermore, it is contributed by
employee's commitment and additionally competitive advantage.
It is reality and nobody can transform it that all organizations have same assets, finance,
foundation however does not have same employees. Organization can do anything for the
improvement of employees. Like Whirlpool concentrates on employees so that it can be different
from other companies. It will help the organisation in gaining competitive advantage. Also, as far
as employees commitment High performance working has the incredible commitment as it
prompt get abnormal state of fulfilment among employees (Haber‐Curra and Shankman, 2018).
Associations are presenting and in addition utilizing high advances which are additionally raised
the self-improvement of employees and they feel worth for the organization which brought about
high commitment of workers. Employees commitment is the quality of the level headed and in
addition passionate organisation with the work environment employee feel and this is actuality.
Aside from this, High performance working likewise contributed extensive to procure an
extraordinary competitive advantage as aptitude and learning is the best ability of organization
and employees. Superior working can accomplish the biggest score or edge in the market by its
budgetary outcomes.
In the event that employees are working with all the more productively and also more
successfully in the organization, they will show signs of improvement position in the market
which picks up the high upper hands. Superior working is a one of other alternative for
Whirlpool organization to get the best position by successful and in addition employees and get
higher competitive advantage in the market (Dowling and et.al., 2018) Hence, High-execution
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working is extremely critical for all associations and Whirlpool to enhance the productivity and
execution of organization in the market.
Higher performance working also helps in giving competitive advantage and engage
employees in the best possible way. Along with this, it also contributes in following way:
 Higher productivity: Organisation will have advantage of enhancement in its production
due to high performance working.
 Lowers cost: It also results in lowering the cost to a great extent due to various factors.
 Higher profitability: Profits of the company will be increased by the same.
 Greater flexibility: Woking culture and system will be more flexible after high
performance working.
TASK 4
P.6. Performance management approach
Performance management process can be defined as a process of monitoring and
managing performance of employees as per their goals or performance parameters. It is a simple
process of driving organizational and individual's performance management through orientation,
training or by encouraging employees so that they can achieve all of their objectives and
achievements.
There are five performance management approach such as:
 Ways to communicate contribution done by individuals in success of business and ways
they will be evaluated.
 Align individual goals with business priorities which results in greater focus and more
efficient use of resources.
 Gives a brief idea about where to invest energy, which reduces the amount of time spent
on low value activities.
 Provides a comprehensive system for recognizing what gets down and how.
 Lastly it helps in creating discipline of measuring progress against specific goals and
making necessary adjustments.
Different approaches to performance management.
Performance management is the most essential part of the organisation. It is critical for
the organization to measure the performance of employees on ordinary premise so any missteps
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or lacks are understood on time. There are a few methodologies which assist organization in
measuring the performance of workers in successful way which are as per the following-
Comparative Approach-It is the methodology that includes positioning of employee's
execution as for that of others in the group. Workers need to be positioned based on the most
astounding to the least performer (Performance Management Approach, 2017). Whirlpool
organization is following a similar way to deal with measure the execution of workers as this is
the simple and ostensible and does not require such many efforts and assets. For example:
Whirlpool can use this theory to know their star performer and their worst performer because of
whom their overall sales is getting affected.
Attribute Approach-This is additionally a one of the most essential methodology for
estimating the performance of employees inside organisation. In this arrangement of estimation,
employees are evaluated based on setting the parameter like critical thinking abilities,
cooperation, correspondence, judgement, inventiveness and advancement. Employees are
evaluated on low, medium and high. This is a one of the best and in addition simple
methodology with the end goal to gauge the execution of employees. For example: this approach
will help whirlpool to identify their best employees so that they can work on them in order to
increase their productivity.
Quality Approach-This is another methodology of measuring the execution of
employees by concentrating on nature of work since this methodology has its full fledge focus on
enhancing the level of consumer loyalty. Both the components of individual and framework are
considered in this methodology. With the assistance of this methodology, organization can assess
both framework and employees, As this can help in handling the issues of collaboration. This
approach will help the organization to enhance their overall quality which will eventually help
them to increase their customer loyalty.
Result Approach-This is approach is straight and basic methodology where organization
rates workers based on employee performance results. This strategy focus on budgetary, clients,
inside and task and also learning and development.
Many of the formal performance management processes starts with planning and
communicating employees expectations for rating period. It is a set of smart goals which helps in
identifying KPI's that provides, meaningful expectations, criteria based on which employees are
expected to achieve. Feedback process helps in improving employee manager relationship, in
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fact it also helps in improving job satisfaction, their overall performance and engagement. It also
helps in building trust within employees.
Conclusion
From the above report it has been concluded that it is really important to work in a team
within an organization. It promotes better working environment and all employee concentrates
on a common goal within a team which helps in accomplishing goals of the company. In addition
to this, SWOT analysis has been done to know the detail about skills of HR. Moreover, training
is also very essential to enhance the skills of new employee so that they can work more
efficiently.
REFERENCES
Books and journals
Ben-Hafaïedh, C. and Cooney, T.M. eds., 2017. Research handbook on entrepreneurial teams:
Theory and practice. Edward Elgar Publishing.
Cleland, G., 2017. : Developing the Effectiveness of Senior Management Teams through the Use
of School Management Standards. In Improvement Through Inspection? (pp. 104-121).
Routledge.
Dowling, C. and et.al., 2018. Developing individuals whilst managing teams: perspectives of
under 21 coaches within English Premier League football. Soccer & Society. pp.1-16.
Haber‐Curran, P. and Shankman, M.L., 2018. Emotionally Intelligent Leadership: An Applied
Model for Developing Individuals and Advancing Organizations. In Emotionale Intelligenz
in Organisationen (pp. 213-225). Springer VS, Wiesbaden.
McNeese and et.al., 2017. Knowledge elicitation methods for developing insights into team
cognition during team sports. In Advances in Human Factors in Sports and Outdoor
Recreation (pp. 3-15). Springer, Cham.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Scheutz, M., DeLoach, S.A. and Adams, J.A., 2017. A framework for developing and using
shared mental models in human-agent teams. Journal of Cognitive Engineering and
Decision Making, 11(3). pp.203-224.
Smith, B. and Dodds, B., 2017. Developing managers through project-based learning.
Routledge.
Söderhjelm, T. and et.al., 2018. Academic leadership: management of groups or leadership of
teams? A multiple-case study on designing and implementing a team-based development
programme for academic leadership. Studies in Higher Education, 43(2). pp.201-216.
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