Analysis of HRM Skills and Development within Whirlpool Organization
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This report analyzes the critical role of Human Resource Management (HRM) in fostering development at Whirlpool, a global home appliance company. It examines the essential skills, knowledge, and behaviors required of an HR manager, emphasizing communication, problem-solving, and legal knowledge. The report includes a personal skills audit, a SWOT analysis, and a Personal Development Plan (PDP) to address skill gaps and enhance employee capabilities. Furthermore, it explores the differences between organizational and individual learning, the need for continuous learning, and the impact of High-Performance Work (HPW) on employee engagement and competitive advantage. The report also evaluates various approaches to performance management within Whirlpool, providing a comprehensive overview of HRM strategies for sustainable business performance and organizational success.

Developing Individuals, Teams and Organizations
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Table of Contents
Introduction...............................................................................................................................................3
LO1. ...........................................................................................................................................................3
P1: Knowledge, behaviours and skills required by HR professional ......................................................3
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.....................................5
LO2. .........................................................................................................................................................10
P3 Analyse the differences between organisational and individual learning, training and
development........................................................................................................................................10
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance..........................................................................................................................12
P5. Demonstrate understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation...........................................................................16
LO4. .........................................................................................................................................................18
P6 Evaluate different approaches to performance management........................................................18
Conclusion...............................................................................................................................................19
2
Introduction...............................................................................................................................................3
LO1. ...........................................................................................................................................................3
P1: Knowledge, behaviours and skills required by HR professional ......................................................3
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.....................................5
LO2. .........................................................................................................................................................10
P3 Analyse the differences between organisational and individual learning, training and
development........................................................................................................................................10
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance..........................................................................................................................12
P5. Demonstrate understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation...........................................................................16
LO4. .........................................................................................................................................................18
P6 Evaluate different approaches to performance management........................................................18
Conclusion...............................................................................................................................................19
2

Introduction
The word development is very important whether its school or organisation. development
helps the organisation to stand lonely in a competitive business environment. Therefore, it is
necessary to manage and monitor the development of individual, team and organisation within a
working environment in order to achieve the targets and goals in a systematic manner. This
report is based on case study of Whirlpool which is American based organisation deals in home
appliances all over the world. This report will discuss on various skills, knowledge and
behavior which is necessary for HR manager. This case study will also assess the skill audit of
personnel, individual and organizational learning along with training and development which
enhances the individual and organizational performance. This report will also evaluate the role
of high-performance work and performance management within the organisation for enhance or
improve performance and also helps the organisation in a sustainable development.
LO1.
P1: Knowledge, behaviours and skills required by HR professional
HRM role in company is to maintain peace and harmony of company and attain
maximum utilization of resources. The human resource manager roles and responsibilities are
fall into three main areas like staffing, benefits and employee compensation and designing or
defining the work to the employees. The main purpose of human resource management is to
enhance the productivity of an organization by improving the efficiency of its workers.
Therefore, the Human Resource Manager plays an important role in the organization which
helps to Whirlpool to hire or recruit the skillful and knowledgeable candidates for the
organization growth and success (Bratton and Gold, 2017).
In the organization like Whirlpool, the Human resource manager will require to have a
basic and good knowledge of human resource and how to manage it in an effective manner
which enhances the productivity of the business operations and assists the organization in
achieving their goals and objectives in a timely manner.
3
The word development is very important whether its school or organisation. development
helps the organisation to stand lonely in a competitive business environment. Therefore, it is
necessary to manage and monitor the development of individual, team and organisation within a
working environment in order to achieve the targets and goals in a systematic manner. This
report is based on case study of Whirlpool which is American based organisation deals in home
appliances all over the world. This report will discuss on various skills, knowledge and
behavior which is necessary for HR manager. This case study will also assess the skill audit of
personnel, individual and organizational learning along with training and development which
enhances the individual and organizational performance. This report will also evaluate the role
of high-performance work and performance management within the organisation for enhance or
improve performance and also helps the organisation in a sustainable development.
LO1.
P1: Knowledge, behaviours and skills required by HR professional
HRM role in company is to maintain peace and harmony of company and attain
maximum utilization of resources. The human resource manager roles and responsibilities are
fall into three main areas like staffing, benefits and employee compensation and designing or
defining the work to the employees. The main purpose of human resource management is to
enhance the productivity of an organization by improving the efficiency of its workers.
Therefore, the Human Resource Manager plays an important role in the organization which
helps to Whirlpool to hire or recruit the skillful and knowledgeable candidates for the
organization growth and success (Bratton and Gold, 2017).
In the organization like Whirlpool, the Human resource manager will require to have a
basic and good knowledge of human resource and how to manage it in an effective manner
which enhances the productivity of the business operations and assists the organization in
achieving their goals and objectives in a timely manner.
3
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Following are the skills required by Human Resource Manager in the cited organisation:
Communication skills: The main skill of HR Manager is facilitating communication
between employees and employers. HR manager of Whirlpool is responsible for developing an
effective and better communication system within the organisation in which employees can
easily communicate with the employers with the help of HR manager (Collings, et. al., 2018).
Communication is an essential part for smooth functioning of business operations as it assist in
open communication between managers and employees. Apart from that it helps in reducing
conflict among employees which indirectly improve motivation level of employees.
Problem solving skills: In order to run business operations in an effective manner, the
HR manager must ensure that employee with different personalities can work together and
accomplish organization's goals and objectives. Whirlpool’s HR need to have this skill to solve
the problems of an employee and provides them solution to their problems. This will help in
improving motivation level of workforce which results in their improving performance.
Following are the knowledge required by HR manager in the cited organisation:
Personnel management: The HR manager of an organisation must have knowledge
regarding personnel management which is basically based on information like recruitment and
selection, staffing, workforce planning, training and development, etc. This is important for
Whirlpool’s HR manager to focus on effective results of in business operations and more
cooperative working within the organisation while selecting or hiring best candidates for the
organisation (Ballantyne and Povah, 2017).
Legislation knowledge: The HR manager must acquire the knowledge of different legal
or employment laws, codes, precedents and procedure of courts, etc. With this knowledge the
HR manager of Whirlpool organisation can maintain and create ethical working environment
between employees and also in teams. HR should have proper knowledge of all the legal laws
which are set by the management and local government as it would help them to avoid any legal
issues which could be imposed after breach of code of conduct. For instance, if workplace
environment is according to company and government policies then employees will feel
motivated which leads to increase in efficiency and effectivity.
4
Communication skills: The main skill of HR Manager is facilitating communication
between employees and employers. HR manager of Whirlpool is responsible for developing an
effective and better communication system within the organisation in which employees can
easily communicate with the employers with the help of HR manager (Collings, et. al., 2018).
Communication is an essential part for smooth functioning of business operations as it assist in
open communication between managers and employees. Apart from that it helps in reducing
conflict among employees which indirectly improve motivation level of employees.
Problem solving skills: In order to run business operations in an effective manner, the
HR manager must ensure that employee with different personalities can work together and
accomplish organization's goals and objectives. Whirlpool’s HR need to have this skill to solve
the problems of an employee and provides them solution to their problems. This will help in
improving motivation level of workforce which results in their improving performance.
Following are the knowledge required by HR manager in the cited organisation:
Personnel management: The HR manager of an organisation must have knowledge
regarding personnel management which is basically based on information like recruitment and
selection, staffing, workforce planning, training and development, etc. This is important for
Whirlpool’s HR manager to focus on effective results of in business operations and more
cooperative working within the organisation while selecting or hiring best candidates for the
organisation (Ballantyne and Povah, 2017).
Legislation knowledge: The HR manager must acquire the knowledge of different legal
or employment laws, codes, precedents and procedure of courts, etc. With this knowledge the
HR manager of Whirlpool organisation can maintain and create ethical working environment
between employees and also in teams. HR should have proper knowledge of all the legal laws
which are set by the management and local government as it would help them to avoid any legal
issues which could be imposed after breach of code of conduct. For instance, if workplace
environment is according to company and government policies then employees will feel
motivated which leads to increase in efficiency and effectivity.
4
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Following are the behavior required by HR manager in the cited organisation:
Ethical behavior: The Human Resource Manager of Whirlpool should have ethical
behavior to prevent and manage issues among employees and organizations. The HR manager
should be more principled or decent at work. The HR manager of Whirlpool should have ethical
behavior on corporate issues and also take ethical decisions within the organisation as it helps in
maintaining sustainability of firm for long term. For instance, HR professional should recruit
employees according to their working performance and interview instead of favoritism as it
increase demotivate level in the mind of employees which will persuade to decrease in overall
productivity of company.
Privacy: The HR manager of Whirlpool should have confidential nature to manage and
record the information related to the organisation and its workers. They maintain the records in
such a manner which are not disclosed outside the organisation. HR professional should make
all the information regarding employees confidential as if it does not then it will increase unsafe
feeling in the mind of employees which will affect their performance in a negative way.
P2. Personal audit skill for professional development plan
This is very important for the organisation to have some qualified skills and
knowledgeable workers or candidates within the workplace to manage different problems. The
skill audit is necessary in the organisation to determine the skills and capabilities in the workers.
The HR manager of Whirlpool require to conduct personal skill audit to understand the lack of
skills which is rise in the workplace. Personal skill audit is legal document which provides
information about skills which are strong and weak. These skills are required at work place to
perform operations in effective and relevant manner. Personal skill audit of HR personnel is as
under-
Sr.
No.
Skills and
Competencies
Personal Questioner Self-
assessed
Score
Score from
others
Varianc
es
Comme
nts
1 Coordination How effective am I
when with
7 8 -1 Good
5
Ethical behavior: The Human Resource Manager of Whirlpool should have ethical
behavior to prevent and manage issues among employees and organizations. The HR manager
should be more principled or decent at work. The HR manager of Whirlpool should have ethical
behavior on corporate issues and also take ethical decisions within the organisation as it helps in
maintaining sustainability of firm for long term. For instance, HR professional should recruit
employees according to their working performance and interview instead of favoritism as it
increase demotivate level in the mind of employees which will persuade to decrease in overall
productivity of company.
Privacy: The HR manager of Whirlpool should have confidential nature to manage and
record the information related to the organisation and its workers. They maintain the records in
such a manner which are not disclosed outside the organisation. HR professional should make
all the information regarding employees confidential as if it does not then it will increase unsafe
feeling in the mind of employees which will affect their performance in a negative way.
P2. Personal audit skill for professional development plan
This is very important for the organisation to have some qualified skills and
knowledgeable workers or candidates within the workplace to manage different problems. The
skill audit is necessary in the organisation to determine the skills and capabilities in the workers.
The HR manager of Whirlpool require to conduct personal skill audit to understand the lack of
skills which is rise in the workplace. Personal skill audit is legal document which provides
information about skills which are strong and weak. These skills are required at work place to
perform operations in effective and relevant manner. Personal skill audit of HR personnel is as
under-
Sr.
No.
Skills and
Competencies
Personal Questioner Self-
assessed
Score
Score from
others
Varianc
es
Comme
nts
1 Coordination How effective am I
when with
7 8 -1 Good
5

colleagues?
2 Information
Technology Skills
How effective am I
when I work on
computer?
8 7 1 Bad
3 Active listening How good my active
listening skills is
while
communicating with
team member?
7 9 -2 Good
4 Communication skill How good my
communication skills
is when coordinating
with my colleagues
and team members?
9 8 1 Bad
5 Conflict resolution How good am I when
helping other to
solve their conflict?
7 9 2 Bad
Decision making Frequency of taking
right decisions in
critical situation?
8 7 1 Bad
7 Leadership How well I managed
my team work while
working?
6 8 -2 Good
Above table shows skills which are required. There is self assessment and assessment by
others. There are some positive as well as negative digits. Negative digits shows strong skills
i.e. coordination, active listening and leadership skill. While positive digits shows weak skills
i.e. IT, communication, conflict resolution, decision making skill. The skills that are measured
through positive and negative variances, they show developed and under developed skill.
Negative sign shows that this skill is improved or developed and positive sign shows that this
skill need to improvement an development. For example, Coordination, Active listening and
Leadership are some skills that are defined by negative sign it means they are improved and
developed. Information Technology Skills, Communication skill, Conflict resolution, Decision
6
2 Information
Technology Skills
How effective am I
when I work on
computer?
8 7 1 Bad
3 Active listening How good my active
listening skills is
while
communicating with
team member?
7 9 -2 Good
4 Communication skill How good my
communication skills
is when coordinating
with my colleagues
and team members?
9 8 1 Bad
5 Conflict resolution How good am I when
helping other to
solve their conflict?
7 9 2 Bad
Decision making Frequency of taking
right decisions in
critical situation?
8 7 1 Bad
7 Leadership How well I managed
my team work while
working?
6 8 -2 Good
Above table shows skills which are required. There is self assessment and assessment by
others. There are some positive as well as negative digits. Negative digits shows strong skills
i.e. coordination, active listening and leadership skill. While positive digits shows weak skills
i.e. IT, communication, conflict resolution, decision making skill. The skills that are measured
through positive and negative variances, they show developed and under developed skill.
Negative sign shows that this skill is improved or developed and positive sign shows that this
skill need to improvement an development. For example, Coordination, Active listening and
Leadership are some skills that are defined by negative sign it means they are improved and
developed. Information Technology Skills, Communication skill, Conflict resolution, Decision
6
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making are some skills fro them positive sign are defined and shows that these skills need to
improvement and development.
By using SWOT analysis technique of strategic management, skill or personnel audit has been
done by the HR manager which is discussed as below:
SWOT ANALYSIS
Strengths Weaknesses
ï‚· I have good leadership skills which
assist me to lead employees and make
them convince to perform specific task
within specified limit.
ï‚· I listen actively to each and every
employee which is one of my
strengths.
ï‚· I have good coordination skills that
helps me in coordinating with others
and my team members.
ï‚· I have irresolute behavior which affects to
the workplace and it creates conflict and
issues. I have to work on it and improve
this.
ï‚· I dearth at communication skills which
creates misunderstanding and trouble in
workplace.
ï‚· I am weak in decision making. As there
are many changes taking place in external
environment, in this situation I am not able
to take fast decisions to deal with them.
ï‚· I have weak IT skills which affects my
performance at work place because I am
not able to convey information to
subordinates.
Therefore, the above view advocates that the employee is efficient in technical work and also
good in team working which is helpful in case of Whirlpool. However, the HR manager has to
work on other skills which are mentioned in threat and also in weakness. There are various tools
7
improvement and development.
By using SWOT analysis technique of strategic management, skill or personnel audit has been
done by the HR manager which is discussed as below:
SWOT ANALYSIS
Strengths Weaknesses
ï‚· I have good leadership skills which
assist me to lead employees and make
them convince to perform specific task
within specified limit.
ï‚· I listen actively to each and every
employee which is one of my
strengths.
ï‚· I have good coordination skills that
helps me in coordinating with others
and my team members.
ï‚· I have irresolute behavior which affects to
the workplace and it creates conflict and
issues. I have to work on it and improve
this.
ï‚· I dearth at communication skills which
creates misunderstanding and trouble in
workplace.
ï‚· I am weak in decision making. As there
are many changes taking place in external
environment, in this situation I am not able
to take fast decisions to deal with them.
ï‚· I have weak IT skills which affects my
performance at work place because I am
not able to convey information to
subordinates.
Therefore, the above view advocates that the employee is efficient in technical work and also
good in team working which is helpful in case of Whirlpool. However, the HR manager has to
work on other skills which are mentioned in threat and also in weakness. There are various tools
7
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and techniques that can be used by the HR manager for their employees. The HR manager of
Whirlpool can used PDP method i.e., Personal Development Plan to carry out advancement in
skills and qualities of employees which are mentioned below:
Personal Development Plan
Personal Development Plan is the process of making an action plan created on values, goal-
setting, awareness, and personal development planning associated with education, career, self-
improvement, etc. It is also known as individual development plan or personal enterprise plan in
which stages or steps are involved to enhance the skills and knowledge of the workers. Under
this report I have selected this method to improve or eliminate my weaknesses that I have seen
in my personal skills (Bouman, 2018).
OBJECTI
VES: What
do I
want/need
to learn?
What will I do
to achieve this?
Or What
resources or
support will I
need?
What would be
the hurdles in
achieving my
goals?
What will my
success criteria
be? / How the
progress will be
monitored?
(workshop
feedback, class
feedback, tutor
feedback, by
applying to
work etc.)
Target dates for
review and
completion.
Communic
ation Skills
Communication
skill can be
improved with
online sources,
conferences, etc.
lack of
knowledge,
hesitation in
communicating
can curb the
development
and growth.
It can be done
by taking the
feedback
response from
the associate and
evaluating peer
appraisal.
2 Months.
Decision-
making
Skills
This skill can be
improved by
using guidance
Slightly wrong
decisions effects
whole decision-
It can be done
with the help of
peer analysis
1 Months.
8
Whirlpool can used PDP method i.e., Personal Development Plan to carry out advancement in
skills and qualities of employees which are mentioned below:
Personal Development Plan
Personal Development Plan is the process of making an action plan created on values, goal-
setting, awareness, and personal development planning associated with education, career, self-
improvement, etc. It is also known as individual development plan or personal enterprise plan in
which stages or steps are involved to enhance the skills and knowledge of the workers. Under
this report I have selected this method to improve or eliminate my weaknesses that I have seen
in my personal skills (Bouman, 2018).
OBJECTI
VES: What
do I
want/need
to learn?
What will I do
to achieve this?
Or What
resources or
support will I
need?
What would be
the hurdles in
achieving my
goals?
What will my
success criteria
be? / How the
progress will be
monitored?
(workshop
feedback, class
feedback, tutor
feedback, by
applying to
work etc.)
Target dates for
review and
completion.
Communic
ation Skills
Communication
skill can be
improved with
online sources,
conferences, etc.
lack of
knowledge,
hesitation in
communicating
can curb the
development
and growth.
It can be done
by taking the
feedback
response from
the associate and
evaluating peer
appraisal.
2 Months.
Decision-
making
Skills
This skill can be
improved by
using guidance
Slightly wrong
decisions effects
whole decision-
It can be done
with the help of
peer analysis
1 Months.
8

and supervision
from the
experience
person who
motivate and
gives suggestion
in making
decisions. In
this I need to
enhance my
controlling and
monitoring skills
to control and
resolve the
conflicts and
disputes which
are arise in
workplace.
making process
and in result it
demoralizes the
performance and
demise the level
of confidence.
and review on
performance of
organisation
working
environment.
Conflict
managemen
t
This skill can be
improved with
practical
knowledge and
dealing with
issues arise in
organization.
I face problem
because some
employees
thinks that I am
partial with
them.
Top level
managers of
association
evaluate this
skill.
3 months.
IT skill IT skills can be
improved with
the help of
online classes,
I have language
barrier while
learning IT
skills.
Peer members
and subordinates
judge this skills.
6 months.
9
from the
experience
person who
motivate and
gives suggestion
in making
decisions. In
this I need to
enhance my
controlling and
monitoring skills
to control and
resolve the
conflicts and
disputes which
are arise in
workplace.
making process
and in result it
demoralizes the
performance and
demise the level
of confidence.
and review on
performance of
organisation
working
environment.
Conflict
managemen
t
This skill can be
improved with
practical
knowledge and
dealing with
issues arise in
organization.
I face problem
because some
employees
thinks that I am
partial with
them.
Top level
managers of
association
evaluate this
skill.
3 months.
IT skill IT skills can be
improved with
the help of
online classes,
I have language
barrier while
learning IT
skills.
Peer members
and subordinates
judge this skills.
6 months.
9
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certification
course, etc.
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course, etc.
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LO2.
P3 Differences between organisational and individual learning & training and
development.
Learning: Learning is the process of improving and gaining a new and changing one or more
existing skills and knowledge which is useful in future growth and development of an
individual. Basically, there are two types of learning process which can be used by Whirlpool
management that is mentioned below:
Organizational learning: Organization learning is the process of changing, creating and
transferring knowledge and skills within the organization working environment. The
organizational learning is based on applying knowledge for a purpose and learning from the
process and from the outcome. This once again links learning to action, but it also implies
useful improvement (Geppert, 2017).
Individual learning: The individual learning is defined as the ability to build or create
knowledge through individual reflection about external sources and stimuli, and also through
the personal re-elaboration of individual experience and knowledge in light of interaction with
environment and the others (Retnowati, et. al., 2017).
Whirlpool uses both learning method within their working environment for flourishing
new abilities and skills with organisation along with shaping the existing ones. Both skills assist
the organisation to enhance their working environment and also achieve their goals and
objectives in an effective manner.
The table represent difference between in Organizational and Individual Learning:
Organizational Learning Individual Learning
Organisational learning copes with the
overall needs for change of organisation
this is done due to competing necessity
Individual learning deals with personal
development of an employees and also team
members. Whirlpool emphasis on learning
11
P3 Differences between organisational and individual learning & training and
development.
Learning: Learning is the process of improving and gaining a new and changing one or more
existing skills and knowledge which is useful in future growth and development of an
individual. Basically, there are two types of learning process which can be used by Whirlpool
management that is mentioned below:
Organizational learning: Organization learning is the process of changing, creating and
transferring knowledge and skills within the organization working environment. The
organizational learning is based on applying knowledge for a purpose and learning from the
process and from the outcome. This once again links learning to action, but it also implies
useful improvement (Geppert, 2017).
Individual learning: The individual learning is defined as the ability to build or create
knowledge through individual reflection about external sources and stimuli, and also through
the personal re-elaboration of individual experience and knowledge in light of interaction with
environment and the others (Retnowati, et. al., 2017).
Whirlpool uses both learning method within their working environment for flourishing
new abilities and skills with organisation along with shaping the existing ones. Both skills assist
the organisation to enhance their working environment and also achieve their goals and
objectives in an effective manner.
The table represent difference between in Organizational and Individual Learning:
Organizational Learning Individual Learning
Organisational learning copes with the
overall needs for change of organisation
this is done due to competing necessity
Individual learning deals with personal
development of an employees and also team
members. Whirlpool emphasis on learning
11

within the business market. Managers of
Whirlpool focus on organizational learning
to improve working style and create
synchronization in business operations.
program of their employees because they feel
that this is asset with assist in dealing with
consumers and maintain long term relations.
It is basically dealing with overall
organisation development which includes
skills, learning, increment, knowledge
which enhances overall productivity of an
organization. With different raining
programmes, Whirlpool can improve
performance.
It includes new learning and also improve
attribute, knowledge and skills of an
individual person by assisting improvement.
Whirlpool is the organization which select
candidates who have knowledge about latest
trends hence quality can be maintained in
Whirlpool.
Organizational learning is the process of creating, retaining and transferring knowledge
within an organization. In Whirlpool, the mangers and management department focus on this
skill because it help the employees and organization in improve and enhance employees
learning an development of the organization. If the employees skills will be improve they help
in development of the growth of the company. Individual learning is the capacity to build
knowledge through individual reflection about external. In Whirlpool, it is related to the
knowledge and learning that is provide to the employees by training and learning sessions to
improve their individual skills. These skills help in growth of the employees at personal and
professional level development.
Hence, both are important for an organization which help to Whirlpool in improving
productivity in its business operations and achieve their targets and goals in an effective
manner.
Training: Training is the process which enhances the skills and knowledge of the
employees and also members of a team. Training is about knowing where the employees are in
the present and after some time where will employees reach with the abilities. With the help of
training the employees can learn new technology, information, methodology and also refresh
12
Whirlpool focus on organizational learning
to improve working style and create
synchronization in business operations.
program of their employees because they feel
that this is asset with assist in dealing with
consumers and maintain long term relations.
It is basically dealing with overall
organisation development which includes
skills, learning, increment, knowledge
which enhances overall productivity of an
organization. With different raining
programmes, Whirlpool can improve
performance.
It includes new learning and also improve
attribute, knowledge and skills of an
individual person by assisting improvement.
Whirlpool is the organization which select
candidates who have knowledge about latest
trends hence quality can be maintained in
Whirlpool.
Organizational learning is the process of creating, retaining and transferring knowledge
within an organization. In Whirlpool, the mangers and management department focus on this
skill because it help the employees and organization in improve and enhance employees
learning an development of the organization. If the employees skills will be improve they help
in development of the growth of the company. Individual learning is the capacity to build
knowledge through individual reflection about external. In Whirlpool, it is related to the
knowledge and learning that is provide to the employees by training and learning sessions to
improve their individual skills. These skills help in growth of the employees at personal and
professional level development.
Hence, both are important for an organization which help to Whirlpool in improving
productivity in its business operations and achieve their targets and goals in an effective
manner.
Training: Training is the process which enhances the skills and knowledge of the
employees and also members of a team. Training is about knowing where the employees are in
the present and after some time where will employees reach with the abilities. With the help of
training the employees can learn new technology, information, methodology and also refresh
12
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