HR Report: Skills for Developing Individuals, Teams, and Organisations

This report provides a comprehensive analysis of the skills, knowledge, and behaviors required of an HR professional, using a case study of Whirlpool. It details the importance of communication, multitasking, and legal knowledge for effective HR management. The report also includes a personal skill audit, identifying strengths in communication and decision-making, and weaknesses in time management. Furthermore, it differentiates between individual and organizational learning, training, and development, emphasizing the need for continuous professional development. The report further explores the impact of High-Performance Work (HPW) practices on employee engagement and various approaches to performance management. Overall, the report highlights the critical role of HR in fostering individual and organizational growth and development.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional skills, knowledge and behaviour required by HR professional.........................1
P2 Personal skill audit.................................................................................................................3
TASK 2............................................................................................................................................5
P3 Difference between organisational and individual learning, training and development........5
P4 Need of continuous learning and professional development.................................................7
TASK 3............................................................................................................................................8
P5 Contribution of HPW in employee engagement....................................................................8
TASK 4............................................................................................................................................9
P6 Different approaches to performance management...............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Every organisational growth depends upon the development of the employees at work
place. It is the responsibility of HR professionals to evaluate the performance of employee in
order to understand the requirement of training and development sessions for growth of
organisation. It is essential for the HR professional to build positive relationship between
individual and its team which will reduce the conflict issues at workplace. This report is based on
the case scenario of Whirlpool. It is a multinational organisation which are marketing and
manufacturing the electronic home appliance worldwide (Amabile, 2012). This given report
describes various types of skills, knowledge and behaviour required by an HR professional that
will be beneficial in performing the job responsibilities in effective manner. Along with this,
several HPW practices and performance management approaches are elaborated which helps the
organization in its development.
TASK 1
P1 Professional skills, knowledge and behaviour required by HR professional
In an organisation it is essential to develop employees skills and knowledge for
improving their work efficiency. It is essential for every human resource manager to manage
manpower power of the organisation in appropriate manner to motivate them for achieving
business goals and objectives in the given period of time. In relation with this, HR professional
of the organisation have to analyse the internal working environment for identifying the certain
factors which affects the performance of workers (Berry, 2011). For effective evaluation HR
professional itself requires different skills, knowledge and behaviour which supports his job role
and profession According to the scenario of Whirlpool its human resource manager is required to
perform functions which helps the organisation to resolve its internal crisis. In context to
whirlpool, important skills, behaviour and knowledge of its HR professional are evaluated as
below:
Skills of HR professionals: Skills refers to the qualities of individuals. It is essential for HR
professional of Whirlpool to have appropriate skills which helps in performing responsibility in
effective manner. Skills required by HR professional of whirlpool are described as below: Communication: Communication is the medium through which ideas and thoughts are
transferred to one another. In relation with the HR profession, it is necessary to use clear
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and polite way form of communication as the HR have to communicate with Top
management as well as employees. Effective communication also builds positive
relationship between organisation and employees that helps in achieving business goals Multitasking: In this skill, it is essential for HR professional to perform various activities
at single time. Human resource professional is required to prioritize work and then
perform it accordingly for effective result (Ford, 2014).
Knowledges of HR professionals: Knowledge includes additional skills and information which
an individual have learned from its eduction and past experience. In relation with Whirlpool its
HR professional is required to appropriate knowledge of employment laws, legal laws,
consumer laws and other basic information of the business. This knowledge is essentials to save
the company from other factors which may affect business profitability. HR professional of
Whirlpool is required to have knowledge on below given factors: Governmental laws: It is the responsibility of HR professional to have adequate
knowledge of legal laws which have influence over the business of Whirlpool. Under
this, HR professional should update the knowledge on employment laws that supports in
taking right decision and also secures the organisation from legal issues. Taxation: One of the major function of HR Professional is to make salaries of employees.
It is important for HR to have knowledge of various ways of tax redemption that helps in
saving the salary of employees. HR professional of Whirlpool can also guide workers
about plans several plans and schemes which are beneficial for their future saving and
also reduces the tax amount from salary.
Behaviour of HR professionals: Behaviour is considered as the internal way of individual in
which task is performed. Behaviour of HR professional affects the employees performance as
well as business profitability. Appropriate behaviour required by HR professional are evaluated
as below: Accountability: HR professional of Whirlpool is required to accepts the responsibility of
the own work (Gibbs, 2013). This behaviour will helps the HR perform their work on the
given time period with effectiveness.
 Adaptability: It refers to the flexible and adjustable behaviour of the HR professional.
Adaptability is necessary to perform the work in every kind of working culture with the
relevant result.
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P2 Personal skill audit
Personal skill audit is the way through which individual can identify its own strengths
and weakness. It helps the person in improving the skills and knowledge according to the
requirement of profession. This audit varies according to the profession and business of the
individual. Personal skill audit is also beneficial for organisation as employees can improve their
weaknesses in order to develop their personal skill (Goetsch and Davis, 2014). This will improve
their work effectiveness that will help the business in achieving its goals for organisational
growth. HR professional of Whirlpool is required to have the various skills, knowledge an
behaviour like conflict solving, legal knowledge, effective communication, multitasking,
decision making etc. for satisfying job role. As the per requirement of my profession I have
prepared my own business plan to find out my own strengths and weakness for the motive of
modifying skills that will be beneficial for my personal as well as organisational growth.
Serial
no.
Learning
objective
Current
proficien
cy
Targe
ted
profic
iency
Development opportunities Time
scale
1 Effective
communication
4 5 In the HR profession I have to
communicate with top management,
employees as well as external visitor.
For this, I am using polite and clear
communication way which is suitable for
my job role. It helps me in influencing
employees to perform their work in
effective manner. My effective way of
communication is enhancing the name of
the Whirlpool and also attracts more
number of employees to join this
organisation.
2
months
2 Conflict solving 3 5 In an organisation huge number of
employees are working at one place.
4
months
3

Workers are performing their task in
groups that creates conflicts among them
. As being HR professional of
Whirlpool, it is the part of job role to
resolve the conflict without
discrimination. I always trying to resolve
the conflict at same time but many these
issues are out my control and I am not
able to take right decision. This affects
my job role in negative. In order to over
this situation I am attending various
session that guide me resolve the issues
on quick notice without being partial.
3 Decision
making
4.5 5 HR professional is required to take
accurate and proper decision at right
time. I ave to take many decision in my
job responsibility at recruitment and
selection process. In this process, I have
to take interact with many candidates to
finalise the best suitable one for the
organisation. I am good in decision
making as employees which are selected
by me are working well at their job role
and achieving organisational goals.
2.5
months
4 Time
management
2 5 Time management is the basic need of
every profession. In relation with the HR
profession, it is essential for me to
manage all the task on the proper time
period. I am quiet weak at this section as
I am not able to perform the work on the
6
months
4

given time as sometimes more than one
task is essential according to the priority.
For this I have asked top management to
conduct time management session for
me that will guide me to perform my
work on time.
Strengths: According to my personal skill audit, I have identified that am good in effective
communication and decision making that helps me in achieving goals and objectives at the given
time period. My effective communication skill helps Whirlpool in retain employees and
improves the work performance of subordinates (Hirst and et. al., 2011).
Weakness: As per the analysis, I am weak in time management that affects my performance and
also becoming barrier for the organisation in terms of business growth.
From the above mentioned personal skill audit, I have to concentrate on developing my
skills to achieve higher designation in the Whirlpool. For this, I have to several training and
development session that will enhance my working capabilities. These training session will take
around 56 hours for developing my skills.
TASK 2
P3 Difference between organisational and individual learning, training and development
In every organisation, it is the responsibility of HR professional to develop skills of the
employees for purpose of improving their quality of work. With respect to this, HR professional
of Whirlpool is emphasizing various training and development session that helps in enhancing
skills of employees. These programs will helps the employees in completing the given task in
effective manner (Levi, 2015). It has been identified that learning is of two types that is
organisational and individual learning. Both of them are evaluated as below:
Individual learning: In this learning pattern, training and development sessions are
conducted on the basis of individuals needs and requirement.
Organisational learning: This learning session enhances the skill and knowledge of the
group of people or particular team. Under this, training and development sessions guides whole
team to improve the effectiveness of their work.
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Difference between individual and organisational learning
Individual learning Organisational learning
 Individual learning session emphasize
on developing the skill of individual.
 It is considered as the expensive
method for whirlpool as firstly its HR
professional have to conduct whole
session for the single person.
 Organisational learning focuses on
providing training to group of
employees.
 This type of learning is quiet
economical for this organisation as the
employees are learning and developing
their skills in the team. In addition to
this, only one training session will
develop the skill of whole team.
Training and development
Every organisation using training and development session for improving skills and
knowledge of the employees (McCormack, Manley and Titchen, 2013). Training and
development programs are kind of educational activity which are used for the development
purpose. HR professional of Whirlpool is using these to enhance the knowledge and skills of its
workers that helps them in achieving business goal in effective manner.
Difference between training and development
Training Development
 Training sessions are considered as less
time consuming process that increases
the knowledge of the employee on the
basis of business requirement.
 Training sessions are more emphasized
on the particular job positions and uses
various tools for improving the skill
and knowledge of the employees.
 Development sessions are lengthy in
process as they involve huge time of
HR professional in making strategy and
procedures that will develop the
professional environment at work
place.
 Development focuses on providing
long term benefit to the employee. In
addition to this, it provides successful
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career to the employees.
P4 Need of continuous learning and professional development
Continuous learning: It is termed as the improving skills and knowledge of the
employees at regular basis. It is beneficial for the employees as well as organisation to train the
employees at Tuareg interval. In context to Whirlpool its HR professional is required to conduct
training for the employees for developing their knowledge and command over the new
technology. It will improve the productivity of operational work and motivate employees for
improving their performance (O'leary, Mortensen and Woolley, 2011). Highly skilled employees
are achieving targeted goals and objective in less time that directly contributes in business
growth. Along with this, continuous learning is also helpful for the individual in their personal
life as they can uses their developed skills in performing their private work in effective manner.
Professional development: It is considered as the process which emphasize on enhancing
the performance of employees by providing them several training and development sessions.
Relation to the Whirlpool its HR professional is conducting various seminars at work place to
develop the professional skills of the employees.
According to the case scenario of Whirlpool, it is necessary for the HR professional to
provide continuous training and professional development session for employees for
organisational success. Importance of these sessions are evaluated as below:
Higher employees retention: Both the concepts are retaining employees to work with
Whirlpool for long term. As a result it directly minimises workers turnover in the organisation.
HR professional of Whirlpool is focusing on providing continuous training session to the
employees so that they can update their knowledge about new technology. It will develop their
skill and retain them to work with Whirlpool for long run (Pinjani and Palvia, 2013).
Encourage problem solving: These training session also develops the problem solving
skills of the employees and guides them the ways through which they can rid out of this. Apart
from this, HR professional of whirlpool also conducts team building activities that develops the
interpersonal relationship of employees which minimises the issues at work place.
Improved performance: Whirlpool conducts various sessions for Continuous learning
and professional development for the employees that develops the skills of individual and
motivates them to perform well in their task.
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TASK 3
P5 Contribution of HPW in employee engagement
High performance working refers to the working environment of the organisation where
employees have liberty to communicate with their subordinates and superiors. HPW also
includes the transparent culture of the organisation where employees maintain mutual trust with
their colleagues and perform their business gaols in effective manner. In addition to this, working
culture of the workplace is liberal in which employees shares their ideas and issues with each
other for improving the productivity level (Schaubroeck, Lam and Peng, 2011). In context to
Whirlpool, it is essential for the HR professional to develop innovation and high productivity
level in their organisation in order to achieve the competitive environment. In relation with the
case scenario, HR professional of this organisation is managing its team members on the basis of
North American Region practices. Under this, performance of employees are measured on five
dimensions such as transparent communication, mutual respect , solidarity, accountability to
result, constructive conflicts and sharing of commitments in the firm. Whirlpool is required to
follow some of these HPW practices to achieve its desired goals and objectives. These practices
are evaluated as below: Transparent communication: In this practice HR professional gives complete liberty to
the employees to communicate freely to its colleagues for increasing the interaction
between them. It will develop their mutual respect for each other and also provide
appreciation to the innovative ideas of the employees. Sharing duties: In this practice, HR professional have to divide the roles and
responsibilities of the employees in order to provide opportunity to every employee for
showing their skills. In addition to this, it also helps the employee in understanding the
responsibility of others employees (Seibert, Wang and Courtright, 2011). This will build
their mutual trust and reduces the internal conflict between the employees.
 Team building: In this HPW practice it is necessary of HR professional of Whirlpool to
conduct several team building activities like training and development session that will
improve the inter personal relationship of the employees. Apart from this it will also
reduce the conflict between the employees at workplace. For this employees can be
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divided into different teams to understand the work of their team mates. It also increase
their interaction level and support them in understanding behaviours and thoughts of
others.
TASK 4
P6 Different approaches to performance management
Performance management refers to the process in which HR professional and employees
are working collaboratively to monitor the employees performance on the basis of its goals and
objective. In addition to this, it also helps the employees in understanding their weakness that
can be further modified for growth purpose. There are several approaches used by HR
professional of Whirlpool for monitoring performance of its employees. These approaches are
described below:
Illustration 1: Performance Management Approaches
Source: Approaches for measuring performance of employees, 2018
Collaborative working approach: Under this approach, Whirlpool's HR professional are
giving more priority to the team work. In this, performance is monitored by evaluating the
employees performance within the teams.
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Comparative approach: This approach emphasize on monitoring the performance of the
employees of same designation with similar task. In this best performer is rewarded by the HR
professional of Whirlpool.
Result approach: In this, HR professional gives more priority to the result of task. Here,
performance is measured on the basis of implementation of task. In context to Whirlpool, this
approach monitors performance of production department by counting number of products that
are manufactured by an individual (Seibert, Wang and Courtright, 2011).
Attribute approach: This approach monitors the performance of employee on the basis of
several criteria like communication, critical thinking, innovative and team work. In this,
Whirlpool is using Graphic rating scale which gives scores to the between 1-5.
Quality approach: in this approach is giving more priority of the quality works. In
relation to the Whirlpool, its HR professional is taking feedback from the customers as well as
colleagues on regular basis which supports in monitoring the performance of employees.
HR professional of Whirlpool can use all the approaches described in the above in order
to monitor the performance of the employees. Performance management is also considered as the
motivating tool for the Whirlpool as it improves the work performance of the employees and also
guides them about their strengths and weakness.
CONCLUSION
From the above mentioned report it has been concluded that it is essential for the every
organisation to develop the skills and knowledge of the employees for the business growth. It is
the responsibility of HR professional to conduct various training and development sessions for
developing the skills of manpower that will directly contribute in achieving targeted goals and
objectives. Apart from this, HPW practices such as mutual respect, sharing of responsibility and
transparent communication are essential to be followed by the every organisation in order to
develop their internal relationships.
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