HRM Report: Analyzing HRM Activities for Individual & Team Development

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the development of individuals, teams, and the organization, specifically within the context of Whirlpool. The report begins by identifying the crucial skills, knowledge, and behaviors required of HR professionals, followed by a personal skills audit and development plan for an HR manager. It then differentiates between organizational and individual learning, exploring the needs for continuous learning and professional development. The report further investigates the contribution of High-Performance Work (HPW) in fostering employee engagement and achieving a competitive advantage. Finally, it examines various approaches to performance management. The analysis includes SWOT analysis, reflective statements, and practical examples, providing a holistic view of HRM strategies and their impact on organizational success. The report covers key concepts such as skills assessment, employee engagement, and the role of leadership in driving organizational growth and is contributed by a student to be published on Desklib, a platform for AI-based study tools.

Developing
individuals, team and
organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine skills, knowledge and behaviour of HR professionals....................................1
P2 Personal skills audit ..........................................................................................................3
TASK 2............................................................................................................................................4
P3 Difference between organisational learning and individual learning and training and
development...........................................................................................................................4
P4 Needs for continuous learning and professional development..........................................6
TASK 3............................................................................................................................................9
P5 Contribution of HPW in employee engagement and competitive advantage ..................9
P6 Different approaches of performance management........................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
An organisation is tan entity which is made of individuals who perform in team for
achieving specific goals or objectives together. Team and individual performance affect the
outcome of the company. This is essential to manage and control the activities and operations
through measuring their performance in order to make the operations and work more effective
(Chaskalson, 2011). Purpose of this report is to analyse HRM activities and eligibility of HR
person for Whirlpool which is world's largest company of home appliance. This report will study
various learning style and effect of high performance working in an organisation. The discussion
over the role of HPW in an organisation for engagement of worker would also be analysed.
TASK 1
P1 Determine skills, knowledge and behaviour of HR professionals
The role of human resource management is vital in an organisation like Whirlpool with
more than 1,00,000 workers are performing the operations for achieving success. HRM helps in
advising, suggesting and analysing the situation as well as managing the affairs of personnel. The
individual need to includes some knowledge, skills and abilities for understanding and
performing the job profile of HR. The HRM is responsible or managing the equality,
performance increment, diversity, safety and health maintenances we ll as policies of
organisation. They should be eligible in these specific fields and for administration of HR at
Whirlpool:
Skills of HR manager: -
 The person has good knowledge of preparing job description so as to provide relevant
information to individuals about jobs. On the other hand, HR manager also liable for
selection of effective workforce within organisation in order to achieve performance
goals and objectives.
 Another role of HR personnel is to proper allocation of authorities/work within staff
members as per their skills and capabilities. He also set performance objectives for
employees which must achieve by them in a given time period.
 HR also provides feedbacks and reviews to employees on the basis of their performance
level.
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 Human resource manager should be able to deliver a better and effective speech in order
ton influence the worker as well as good listener to understand or analyse the issues of
worker in Whirlpool.
 Employees expect human resources professionals to advocate for their concerns, yet they
also have capability to enforce top management’s policies. Thus, HR professional who
can pull off this delicate balancing act wins trust from all concerned.
 Another major skill of human resource manager is to have effective analytical and critical
thinking skills. An HR manager has to exercise sound judgement and engage in high-
impact decision-making in a number of areas.
 Complex Problem Solving - Identifying complex problems and reviewing related
information to develop and evaluate options and implement solutions.
 Learning Strategies - Selecting and using training/instructional methods and procedures
appropriate for the situation when learning or teaching new things.
 The person has to know that how to implement healthy and positive relations at
workplace as it helps all employees to interact with each other (Darling-Hammond and
McLaughlin, 2011). Therefore, HR manager have good communication as well as
interpersonal skills which also improves the decision making process of the company. HR person is the leader of employee group which stimulate and motivate them and act as
a role model of them who work to support worker as well as the organisation at the same
time.
Knowledge of HR
 Personnel and HRM administration: The person should be informed about the
management, training and development and other process related to personnel. Knowledge of team building – HR manager should know how to improve team
effectiveness in the best possible manner.
 Psychology and Management: Must be able to identify and understand the expectation
and interest of human as well as able to manage the designs, plans and allocation of
resources etc.
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 Knowledge of administrative and clerical procedures and systems such as word
processing, managing files and records, stenography and transcription, designing forms,
and other office procedures and terminology.
 Knowledge of economic and accounting principles and practices, the financial markets,
banking and the analysis and reporting of financial data. Having good knowledge about leadership is one of the necessary competency for HR
managers. They are responsible for creating strategic plans for the HR department as well
as the overall workforce. Therefore, leadership skills are critical, particularly in the
process of justifying the functional elements of a strategic plan to the company's
management team. Laws and Legislation: Should know the employment and state laws and legislation which
govern in the respected country.
Behaviour of HR professional
 Credible: The human resource manager should be able to manage a credible personality
among worker in order to cater value in Whirlpool peers, stakeholder and organisation
itself. Job requires developing one's own ways of doing things, guiding oneself with little or no
supervision, and depending on oneself to get things done. Ethical behaviour – The person should be behaved in ethical manner with all employees.
There is no discrimination make on the basis of cast, religion and gender among
employees.
 Decisive Personality: The person okill audit needs to be carried out for the learner herself
as a HR professional not on a third person.n the position of HR should be able to make
the judgements according to the time and situation, he should be decisive for making
instant decision in conflict situation.
P2 Personal skills audit
Personal skill audit render to the management and assessment of skills and abilities of
worker of the company in order to manage their activities and enhance their productivity.
Through the help of training and development period. The major responsibility of HR manager
is to improve the quality of working activities and organise them in proper manner. For e.g. Jane
Cambridge is worked as a HR manager in Whirlpool.
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Personal Skill Audit
Name :
Job role – Human resource officer.
Skill Very Good Good Adequate Little or no
experience
Communication
skills
Effective
analytical and
critical thinking
skills
✔
Complex
Problem Solving
✔
Learning skills ✔
Communication
skills
✔
Knowledge of
HR manager
Very Good Good Adequate Little or no
Experience
Knowledge of
personnel and
HRM
administration
✔
Knowledge of
team building
✔
Knowledge of
economic and
accounting
✔ ✔
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principles and
practices
Having good
knowledge
about
leadership
✔
Laws and
Legislation
✔
Behaviour of
HR manager
Very Good Good Adequate Little or no
Experience
Problem
solving skills
Credible,
supervisior and
guiding
✔
Ethical
behaviour
✔
Decisive
Personality
✔
Supervisory Management
How much experience
have you had in your
placements?
< 1 month 1-3 months
✔
> 3 months
How many people
have you managed at
any one time?
None 1-5 Above 5
✔
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After the analysis of the skills, it is need to determine the development plan for proper
evolution of an individual within a period of time. Development plan is the assessment in which
task or objective is being categorise for the purpose of achievement within a specific time frame:
PDP plan of HR manager of Whirlpool -
Objectives
for
Learnings
Present
skilfuln
ess
skilfulness
target
Possibility of development Time
Technical
abilities
7 10 In order to develop my technical skill I
should use altered methods and techniques
that can avail in supporting information and
knowledge of various software.
1 months
Leadership
and
managerial
skills
8 10 I need to attend several conferences and
group meetings in order to improve my
decision making capabilities.
Communicat
ion skills
4 10 I need to develop communication and
interactive skills by interacting information.
15 days
Analytical
and critical
thinking
5 10 It can be developed by Identify
inconsistencies and errors in reasoning, I
also have to play brainstorming games and
try to learn one new thing each day.
1.5 month.
Problem
solving skills
6 10 As a HR manager if I have strong decision
making then I will be able to obtain
solution of all issues or problems. Such
skills can be improved by creativity and
logical thinking. I also have to focus on
identification of employee behaviour,
workplace policies and operating
procedures in order to find out best solution
of problems.
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Reflective statement – As per above mentioned, my major strength are – good technical
skills, this will help me to gain make proper utilisation of computer software. Apart from this,
my major weakness is- poor communication skills. In this perspective I developed a personal and
professional plan with a proper time-frame. On the other hand, to improve my managerial and
leadership skills I need to engage with group activities and conferences; it will support me to
manage all things in the best possible manner. I can also attend training and development
activities so as to acquire new and innovative terms of doing tasks.
SWOT analysis of HR manager
Strengths
 Knowledge of various computer
software such as Microsoft which helps
me in proper utilization of new media
and email technology in managing
relations (McCleskey, 2014).
 Good writing and technical skills.
 I have strong technical skills, i.e. goo
knowledge of MS office and HR
software which helps me to do all
working activities and tasks in more
effective and easiest manner.
 As a HR manager of Whirlpool I have
strong communication skills which
helps me out to interact with other
people and also share my viewpoints or
opinions among others. I always follow ethics and morale at
workplace it builds up my positive
image in business organisation and also
aids me to obtain employees' trust and
Weakness
 Less practical experience of work.
 Lack of managerial and leadership
skills.
 No activities of documentation and
hearing working disciplinary.
 My one of the major weakness is poor
problem solving skills which may affect
my work and business decisions as
well.
 My critical and analytical thinking
skills are also not good, by which I am
unable to do grab better future
opportunities and does not find out best
business solutions.
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loyalty.
D1
As per the above mentioned personal and professional development, individuals are able
to improvise their skills and knowledge in a specific field so as to perform all tasks and
objectives in the best possible manner. In addition, PDP plan with also affect their learning styles
and increases continuous learning so as to accomplish career goals and objectives effectively.
TASK 2
P3 Difference between organisational learning and individual learning and training and
development
Learning is a procedure under which different type of teams, enterprises and individuals
take part to enhance their information in about various methods and techniques to complete a
given task (Darling-Hammond and McLaughlin, 2011). Whereas training and development
consists with an educational programme which is organised by companies in order to improve
the performance level of employees and achieve high productivity and market growth. There are
two types of learning, such as- organisational and individual. In which, organisational learning
concerns with development whereas individual learning concerns with training.
Organisational learning Individual learning
This is a process of of develop, retain and
transfer knowledge among workers working in
a firm. Main aim of this type of learning is to
increase abilities and skills of employees so
they can contribute more in success of
enterprise and effectively execute various
operations of enterprise. All workers of
company take part in organisational learning to
find unique solution of complex business
problems. This type of learning is encourage
by managers in order to make the employees
able to accept challenges. Increase profits and
productivity of company is one of the main
This is another type of learning under this only
one individual take part in different type of
learning events and programs to enhance level
of knowledge. Part experience of individual
also play a big role in learning. Main feature of
this type of learning is that is that it increase
self confidence of individual which help him in
take effective decision related with work based
problems.
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aim behind this type of learning.
Individual training and development VS Organisation training and development
Organisational training & development Individual training & development
The need of organisational training &
development is one of the imperative part of
developing team; as it boost up overall
capabilities or competencies of entire business
organisation.
Organisational training and development
sessions are organised for entire corporations
or for a large group of people within
organisations.
It will help Whirlpool in identify the key areas
and concepts in which organisation can
achieve success. Basically this focus to build
and develop a successful career for an
individual.
Main objectives of organisational training &
development program are more broader as
compared to individual training. It requires
proper management, high costs and time as
managers have to put various efforts to develop
expertise professional for organisation.
Individual training is also important for a
business organisation as it is organised for
improving specific skills and practical
knowledge of an individuals thus to perform
specific job or activity.
It is conducted for individuals only who will be
accomplished any practical task or project that
is really beneficial for business organisation.
Individuals are not care about firm's mission
and vision, they only learn specific tasks for
obtaining high career growth and success in a
certain time period.
Individual training and development
programmes are organised for short term
period and it requires less costs, 2 or 3
expertise in same field who can teach
individuals in an effective manner.
Along with this, formal training is based upon certain standards, it involves using several
learning methods in order to reach performance objectives. Afterwards, applied them with
business activities at the end of training (McCleskey, 2014). For instance – courses, seminars,
workshops etc. Apart from this, informal training is more than incidental and casual. In this type
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of training, many people are not aware as they are in training at all. For example- informal
discussions, journal articles etc.
P4 Needs for continuous learning and professional development
Every enterprise undertake different type of operations and activities to achieve its set
goals and objectives. To execute all operations in an effective way it is very essential for firm to
identify mistakes and loopholes and remove the same as this largely affect the growth and
development of company (Esposito, Berlin and Lal, 2012). For this aspect, concept of continuous
learning play a big role as this is the one which help in improvise knowledge and skills of
employees. Effective handling of various issues must be done by every enterprise which create
problems in expanding business operations. Concept of continuous learning assists enterprise
how to deal with various challenges which help in achieve consistency in execution of business
activities. Further, it help in develop various skills in workers which help in manage future
activities of company. With help of this concept, Human resource manager of Whirlpool can
encourage workers ton give their best to company and can produce more positive outcomes for
company.
Further, concept of professional development also play a significant role in every
enterprise as this help in formulate a quality workforce and help in handle various complex
situations in an effective way. Main feature of continuous learning is that it help manager in set
right goals and objectives for company (Flint, Zisook and Fisher, 2011). This contribute a lot in
overall growth of company by increase knowledge and productivity of employees. Concept of
professional development help in define learning skills of workers in various areas which
contribute a lot in their career development.
Kolb learning cycle- The learning theory was published in 1984. Kolb's learning theory
defines that there are certain abstract concepts which can be applied in a range of situations. The
theory is divided into four parts, such as-
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(Source: Kolb - Learning Styles, 2013)
 Concrete experience – it refers a new experience of encountered situation.
 Reflective observation – inconsistent between experience and understanding
 Abstract conceptualisation – It arises new ideas or concepts of current abstract concept.
 Active experimentation – Learner can applies them over the world.
All these theories and concepts are applied in Whirlpool in order to sustain performance
business growth and development. In UK, companies are focused continuous learning and
professional development of employees as they can perform in well being manner. Therefore,
business organisation can easily achieve its goals and objectives from target market. Now these
days learning cultural is also changed, managers prefer to give online training to employees
through video lessons or online materials.
Model of continuous professional development: -
CPD plans are an excellent way of demonstrating your commitment to an individual's
own professional development. By recording learning, ideas and techniques and the impact these
have on work, people will not only maintain but enhance and broaden your knowledge and skills.
The key to successful CPD is in the word 'continuing'. By routinely planning, recording and
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Illustration 1: Learning styles

reflecting people professional development it becomes easier to measure and evaluate. Plotting
and tracking your professional learning progress will help to reach individual's goals.
(Source: ABOUT CPD, 2018)
CPD can help by:
 Proving to keep up to date with best practice
 Strengthening professional credibility with current and future employers
 Improving confidence
 Increasing job satisfaction
 Accelerating career development
 Demonstrating commitment to professional development
TASK 3
P5 Contribution of HPW in employee engagement and competitive advantage
High performance working (HPW) plays an eminent role in achieving excellent
performance outcomes in a certain time period. It is a concept of interconnected all human
resource practices, i.e. selection, performance appraisal, training and compensation which are
12
Illustration 2: model of continous professional development

created in order to raise workers' performance. HPW is a set of management operations that
develops an organisational environment in which employees are highly involved in decision
making process as well as completion all tasks (Bolman and Deal, 2017). “Designing a HPW
means brining all HR aspects together. It also helps in generating better skills, motivation,
opportunities within workforce – all these aspects are aligned with firm's growth and vitality.
Along with this, high performance system is focused to engage all individual as they all can
work in cooperative manner.
HPW can be achieved through different methods, i.e. continuous learning as well as
training and development of employees. In this context, managers of Whirlpool needs to identify
the learning needs of individuals as well as overall organisations and then conduct training
programmes accordingly. Apart from this, for gaining higher performance outcomes HR
manager of Whirlpool has to spelt its vision and mission among employee as they can work
accordingly. They need to reframe the all business strategies and polices by analysing external
market environment of the company (Salas and et. al., 2012). Therefore, effective management
and leadership would be accessible in providing appropriate guidance to all employees.
All these concepts contributes effectively in employee engagement by showing mutual
respecting and solidarity of all individuals which makes working tasks more pervasive. On the
other hand, high performance working helps in improving continuous professional learning; it
also provides career pathways to all employees. Free flow of communication helps in interacting
staff members with each as they can find new ways of production.
Advantages of HPW: -
 Higher performance increases capital employed turnover of the company as it does not
need to hire new employees every year.
 It increases staff members creditability as they are wholly liable for performing all
working activities and operations.
 Raised innovation as well as production level within organisations all employees are
engaged with each other and gives best ideas (Berry, 2011).
 Another benefit of HPW is clearly defines vision and mission of the company which
extend workers' solidarity.
Therefore, by considering advantages of High performance working it can be said that it
helps companies to obtain high competitive edge. As high performance objectives can obtain by
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providing training and development assistance to employees; results they will enable to do all
tasks and activities in an effective manner. HPW builds more informed as well as empowered
workforce, as they can feel their opinions and expertise are valued more; it aids management to
take imperative business decisions and grab better future opportunities. Along with this, HPW
also increase employee engagement which improves team effectiveness workers' get fully
commitment towards completion of all working activities in best possible manner. It also
contribute to generate innovative ideas and thoughts which improves brand image of the
company. High performance working also collaborates in getting high performance working
through which Whirlpool will easily get maximum competitive benefits at marketplace. In
addition to this, the system help companies to improve performance level of staff members that
leads enhancement in financial position of the company at marketplace. Apart from this, HPW
can be gained by constant learning which also enhance current skills and knowledge level of
staff members thus they will be produced in better manner so that Whirpool will be enable to
achieve competitive edge in a certain time period.
P6 Different approaches of performance management
Performance management is the most important work for human resource department. It
is term which emphasis on improving employees' performance as well as production level in
order to gain high competitive advantage. Managers are adopted different tactics or practices in
order to get better performance outcomes. In this, management or higher authorities analyse
performance level of every individual and then provide them training and development
assistance according (Leonard, 2011). In this perspective, managers are adopted different
approaches of performance management which mainly focuses on employees' behaviour,
attributes, results. It basically improves the quality of workforce so that whirlpool can easily
accomplish its goals and objectives. Below mentioned are different approaches of performance
management, such as- Comparative approach – In this approach, individuals are ranked on the basis of their
performance level in comparison of other people. In this, employees are categorised on
higher to lower performance level. In other words, the approach is uses some of the
assessment of the individual's performance or worth and seeks to develop some ranking
of person in a group. Along with this, there are different tools and techniques of
comparative approach, like – forced distribution method, graphic rating scale and paired
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comparison method. The major advantage of this approach is it reduces problems of
strictness and central tendency. It is a good basis for promotions and pay increments.
Whereas the main disadvantage of this approach is there is lack of efficiency in feedback
purpose and workers are not properly aware about it. Attributive approach: This approach help enterprise in analyse the contribution of
employees in organisational success. Under this, workers develop innovative ideas to
develop an environment of high performance. Main benefit of this approach that it is very
easy implement this approach on variety of jobs. Behavioural approach – It is one of the most common and oldest tool of performance
management. It entails to manage the behaviour of staff members through a formal
system. It refers that managers always have to provide proper feedbacks and
reinforcement to all employees so as to guide them in an effective manner. Along with
this, behavioural approach can be used as management system in order to assess the
whether these attitudes are exhibit (Seibert, Wang and Courtright, 2011). The major
benefit of this approach is it helps in- it allows specific or effective feedbacks towards
performance. There are various tools of this approach, such as- critical incidents
approach, behavioural observation scales, behaviourally anchored rating scales (BOS),
organisational behaviour modifications and assessment centres.
 Quality approach: This approach is used by enterprise to eliminate the errors from
production process in order to get customers satisfaction. This ensure improvement in
quality of firm's products and services on continuous basis. Main benefit of this is that
this focus more on aspect employee's performance.
 Collaboration approach – It is a traditional approach of performance management
systems that emphasis on evaluation. Managers set goals for direct reports at the
beginning of the year, meet with them at midyear to see how they are doing and provide
feedback, and meet with them again at the end of the year to assign them a grade. Thus,
the grade is used to calculate pay increases and bonuses, and often to determine who to
let go if there are layoff. In addition, collaborative process treats employees like cogs in a
machine to be tweaked, oiled, and fixed if needed.
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D2
High-performance work systems (HPWS) are designed to improve the effectiveness and
productivity of employees. In addition, the utilization of this system can reduce costs for the
organization, while still creating value for employees. Organizations benefit from creating
human resource (HR) systems that increase value to all stakeholders. Aspects of HPWS require
that the employees are able to increase job engagement and organizational identity; however,
measurement of these factors is often limited in research, and rarely combined in final research
projects. It builds a model of interactivity of these different aspects would benefit the literature
and provide organizations with models that can directly influence how their organization
develops HR systems in the future. It assists an organisation to accomplish high competitive
edge in a certain time period.
CONCLUSION
From the above mentioned report, it has been summarised that human resource
management is the vital part for every business organisation. It is liable for training and
developing of every individual as they can perform better at workplace. Under this report, there
is described different skills, knowledge and behaviour of HR manager. The person is able for
recruitment, selection, training, performance management etc. Human resource manager of
Whirlpool has proper knowledge for labour laws, effective communication and business
organisation in order to create proper strategies and policies. Apart from this, personal skills
audit is beneficial to identifying strength and weaknesses of people. In addition, management
needs to focuses on organisational as well as individual learning so as to gain high competitive
advantage from target market. Life long learning also has an important role in growth and
development of companies. Beside this, the core concept of HPW relates with gaining high
performance outcomes. At last, there are different approaches of performance management such
as- behavioural, comparative, attributive etc.
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