Unit 35: Developing Individuals, Teams, and Organizations - Whirlpool

This report examines the crucial role of individual and group improvement in enhancing organizational performance, using Whirlpool as a case study. It explores the essential knowledge, skills, and behaviors required by human resources professionals, including policies, laws, and training methodologies. The report includes a personal skills audit, identifying strengths and weaknesses, and a comprehensive professional development plan addressing areas for improvement such as legal knowledge, self-confidence, and decision-making skills. It differentiates between individual and organizational learning, training, and development, emphasizing the importance of continuous learning and professional development (CPD) in adapting to organizational changes. The analysis highlights the benefits of organizational training, such as increased flexibility, reduced supervision, and improved employee productivity and emphasizes the role of continuous learning in fostering a sustainable work environment. The report also highlights the importance of continuous professional development (CPD) in maintaining and enhancing professional skills to meet current industry standards and adapt to changes within the organization.

UNIT 35 Developing Individuals,
Teams and Organizations.

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. ............................................................................................................................................1
2. ............................................................................................................................................3
3..............................................................................................................................................4
4. ............................................................................................................................................6
5..............................................................................................................................................7
6. ............................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
The role of individualist and group improvement are very necessary for improving and
growing of the performance of the organization. High acting group are the structure artifices of
high class institutions that are allowed through effectiveness of individual person with them. It is
the interconnection among power of group, single person and company that security firms to
consider people improvement as business essential (Hawkins, 2017). This study is based on
Whirlpool. It is the multinational manufacturer and marketers of home convenience. Report will
explain knowledge, skills and behaviour required by human resources professional. It will
analysis the personal skill audit and professional development plan for job role.
MAIN BODY.
1.
Professional Knowledge:
An individual must have wide range of knowledge about the principles and process of
human resources, legal document and authorities, teaching and training etc.
Policies and procedure: It is the essential to interpret as well as developing knowledge
about the policies and procedure of human resources like personnel hiring, selection, preparation
and labour relations, personnel information systems (Morgan, Fletcher and Sarkar, 2019). Thus,
human resources professed must have cognition about these kinds of policies and procedures for
managing the workforce and resources within the Whirlpool.
Laws and Government: It is needed to identify and developing the knowledge about the
laws and government regulations, legal codes, executive orders, democratic political procedure
etc. Thus, human resources professed must have cognition about all the regulations as well as
government regulations of handling the human resources within the Whirlpool.
Education and training: It is necessary to develop cognition about method as well as
technique of training design, teaching and instructions for single team and measurement of
training effects (Crichton, Moffat and Crichton, 2017). Therefore, human resource professional
must have knowledge about these kinds of techniques and methods for providing appropriate
training to employees in relation to improve their performance within the Whirlpool.
Professional Skills:
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Human resource is field which needs leading and direction preparation needed to build
abilities which business executives are looking for. Human resources professionals who have
profound cognition of applicable fields and more practical abilities generate more chances in the
corporate world. There are many skills each and every human resource professional must have.
Communication skills: An individual must be capable to transport distinctly in both oral
and written communication as a human resources professional. Human resource field needs lot of
communicate as group is in change of hiring which changes ordering of interviews (Skills All HR
Managers Must Have, 2019). Human resource professionals deals with many people day in and
day out, listening to their issues relating to work. Employer gain trust and confidence of workers
through these communications. Thus, developing interrelationship in the Whirlpool.
Decision making skills: There is lots of decision-making included in human resources.
Foe example, during recruitment procedure where they have to decide whether candidate is right
fit for role or not. Identification effective talent is not something they can simply learn. It needs
strategy, experience and belief.
Professional Behaviour:
If company tries to be great place for their workers to work, so that it is important that
they have leadership team which workers trust implicitly that are prepared to follow. Human
resources professional on leadership group requires to communicate and role model attitudes not
only for their workers but also for another on their leadership group (McNeese and Cooke,
2016). There are different behaviour to human resource professionals such as:
Transparency and trustworthiness: Human resource professional are the leaders to
whom workers turn and also they play role of confidence when workers are having problems
with someone else at the company. HR consultant are expected to deal with largely delicate
situations such as pay and benefits, misdemeanour of company policies, personal challenges
effecting work. The heart of human resource is about people and relationship.
Adaptability: Human resource professionals are being known to be versatile and active
in relation to succeed. Adaptability is the behaviour traits which aids define ways of respond to
change. People with large ability are frequently defines as flexible, team player or as someone
who goes with flow within the Whirlpool.
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2.
Personal Skills Audit:
It is an impressive mode for single person to ascertain strengths and wants to improve in
healthy environment. It has been proven very useful for people to keep themselves on the career
track mainly aspiring administrator and businessman.
Strengths
 I have good interaction abilities in both
oral and written skills.
 I have great knowledge about the
policies and procedure of company.
Weakness
 Lack of knowledge about the laws and
government knowledge of human
resources.
 My decision-making skill is very weak.
Opportunities
 I want to meet with new people in work
culture.
 Integrate with new and existing
employees.
Threats
 Lack of time management in relation to
complete the activity.
 Lack of self-confident and motivation.
Professional Development Plan:
It is prepared by the manager employed closely with employees to determine necessary
ability and beginning to support them to career goals and needs of business organization like
Whirlpool. Professional development for employees start when new people joins team.
Skills Activities Resources Time-frame
Laws and government
regulations
I have lack of
knowledge about laws
and government
regulations, legal
codes, executive
orders, democratic
political procedure, so
that, I will attend the
session to develop the
I will read the books
and online reading in
relation to develop the
knowledge about the
legal codes, executive
orders, democratic
political procedure
within the Whirlpool.
I will develop my
knowledge in the 1
month.
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knowledge about the
company policies and
procedure.
Self confident and
motivation
My self-confident and
motivation are very
weak as per interacting
with the new people in
the work culture.
Therefore, I will
develop my skills
through consulting
with my superior in
the workplace.
I will improve the
communication skills
by which I will
interact with new
people and also
develop my self-
confident and
motivation.
I will develop my
skills within 1 week.
Decision making skills My decision-making
skill is very weak, so
that, I am not taken the
quick decisions. For
that, I follow different
activities such as begin
with desired outcomes,
stimulate these result
and trust aptitudes that
can help to improve
the skills.
I will identify the issue
and take solution from
books and online
resources for
developing decision-
making skills.
I will develop my
skills within 2 week.
3.
Differences between individual and organization learning:
Basis Individual learning Organization learning
Meaning It is discovered as capacity to
build knowledge via individual
reflection about external, stimuli
As compared to, it is the
procedure of making, continuing
and transferring cognition with
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and sources, personal re-
elaboration of individual.
the Whirlpool.
Importance It is important to be aware of
desirable forms in terms to take
advantage of chances for
individual learning (Sessa and
London, 2015).
As opposed to that, it is essential
to increase decision-making in
allocation of the resources,
effectively precedence and
delegation resources to their
programs for them to be more
impactful.
Comparison between individual and organization training and development:
Basis Individual training and
development
Organization training and
development
Meaning Individual learning is training
which is personalized to take into
consideration the differences
among learners (Ubell, 2016).
As opposed to that, it is the
procedure areas for more data
about the set of standard
procedures of the Whirlpool.
Value It is the most properly utilized in
one-to-one condition.
As compared to that, it is essential
to reduce the supervision and
direction, enhance in
productiveness in the workplace
(The Importance of Training and
Development in the Workplace,
2019).
Organization learning, training and development are very essential for responding to
changes within the Whirlpool such as transparent communication, mutual respect, productivity,
shared commitment and shared responsibility to vision and extraordinary objectives. Therefore,
human resource consultant give the suggestion to department for improving the work culture as
per increasing skills and knowledge about the job role or position in the organization (McMurtry,
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Rohse and Kilgour, 2016). There are many advantages of organizational training which includes
raising stability and flexibility of firm, decrease supervision and direction, economical utilization
of resources and decreasing accidents at the workplace. This can aid to improve communication
between the employees and increasing their productiveness in the company. Also, this can
assistance to evolve the abilities and competencies of employees that can directly impact on
productivity and profitability of organization.
4.
Continuous learning:
It is also called as constant learning which is conception of growing knowledge to
increase new abilities and expertise. It is about promoting workers to continuously learn through
giving them with techniques that assist this learning for companies (Continuous learning, 2019).
It is about further spreading out skill-set in relation to dynamic condition as well as new
improvements at the professional level.
Continuous learning and business sustainability:
The major role-played in embracing culture of investing in people in firms like Whirlpool
preparation their workers rather than recruiting new group that can be much more high-priced on
various level. Nowadays, most firms wants to expend in continuing their expert and improving
pool of talents, so that they live individual well-trained and up-to-date. They can reply to ever-
modification wants of organization. Also, this improves awareness of belongings and supports
involved and concerned workers (Salas and et.al., 2017). Continuous learning refers to display
their workers in which they are investing in. With the help of it, company tries to improve the
different dimensions such as transparent communication, mutual respect, productivity, shared
commitment and shared responsibility to vision and extraordinary objectives. This can to
improve the work culture, environment and sustainable performance as per constructive changes
in the Whirlpool.
Professional Development:
It is acquisition to earn or hold professionals documents like theoretical level to
conventional work, present conferences and informal learning opportunities situated in exercise.
It has been outlined as modifier and collaborative, thought integrating an evaluative phase. There
are many methods of professional development involving conference, coaching, lesson study,
reflective supervision and technical help.
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Continuous professional development (CPD) at workplace:
Continuous professional development is the actual operation of rising, keeping as well as
communication professional abilities. It is essential because it assures continue to be competed in
profession. Also, CPD is important in different ways such as:
 It assures abilities support pace with current standards of another in similar area.
 Also, CPD assures that they maintain and increase knowledge and abilities that they
required delivering professional services to consumers and people (Vesterinen and et.al.,
2016).
 CPD is essential to respond changes in Whirlpool such as transparent communication,
mutual respect, productivity, shared commitment and shared responsibility to vision and
extraordinary objectives.
 It aids constant to create meaningful contribution in team members involve in transparent
interactions and grasp personal ownership for performance of team.
 It helps advance body of cognition and practical application with profession and also lead
to raised public confidence in professional of single person as well as their profession as
whole (Kelly, 2016).
 Continuous professional development contributes in improving protection, quality of life,
surrounding, property, place as well as economic system.
 This specially implements to high risk fields or specialized exercise that frequently prove
impractical to monitor on case basis.
 This can to improve the work culture, environment and sustainable performance as per
constructive changes in the Whirlpool.
 This can aid to improve communication between the employees and increasing their
productiveness in the company (Chang and et.al., 2017). Also, this can help to develop
the skills and competencies of employees that can directly impact on productivity and
profitability of organization.
5.
High performance working:
It is normal conception to handle firms that aim to effect impressive worker engagement
as well as commitment to accomplish high level of execution. It is essential because increasing
supply of abilities and increasing the productivity of company. High performance working
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activities implement across the scope of fields involving concept to activity organization,
employment relationship, management and leadership as well as organizational development
(Hawkins, 2017). There are many practices of high performance working such as employee
safety, selective hiring, localized decision-making, high result based compensation, sharing key
information, decrease status barriers and training by commitment.
HPW contributes in Employee Engagement:
Employee engagement and commitment has been very essential issue in human resource
management. Therefore, HR consultant follow HPW practices for increasing employee
involvement in relation to improve work culture and sustainable performance of the Whirlpool.
HPW gives workers with the necessary platform for raised involvement in decision-making,
enhance motivation, development in knowledge and abilities, raise ability to act their duties that
ultimately is supposed to develop the performance of company (Morgan, Fletcher and Sarkar,
2019. Employee involvement has been referred to spirit and capability of employees to aid in
accomplishing objectives and goals of company because they find their meaningful work. High
performance working practices had important positive relations reactions of workers in terms of
behaviour and level of involvement which defined by perceived support, politics, compensation,
structure and work actions as well as objectives.
With HPW, employees are more committed and engaged in crisis of company and
constructive modification in team work in which different dimensions involved such as
transparent communication, mutual respect, productivity, shared commitment and shared
responsibility to vision and extraordinary objectives (Crichton, Moffat and Crichton, 2017). This
can aid to improve communication between the employees and increasing their productiveness in
the company. Also, this can help to develop the skills and competencies of employees that can
directly impact on productivity and profitability of organization.
HPW contributes in Competitive Advantages:
Competitive advantage is invested that business has over their challengers. This can aid
earned through offering consumers better and larger value. Therefore, HR consultant advice to
department to follow the high performance working practices for increasing competitive
advantages which treats workers as valued owner and partners adds value and optimizes chances
to make and maintain competitive advantages (Sessa and London, 2015). There are many
practices of high performance working such as employee security, selective hiring, decentralized
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decision-making, high result based compensation, sharing key information, decrease status
barriers and training by commitment. The leaders of Whirlpool who follow allied high
performance working practices re rewarded via workers who more committed to their company
and more prepared to involve in extra-role behaviours which are key to profits and competitive
advantages of company.
In this context, HPW practices very helpful by which employees are more engaged and
committed for improving performance and raise the competitive advantage of the Whirlpool.
With the help of it, leaders easily improve the performance of employees, developing skills and
knowledge, commitment and participation in decision-making process of organization.
6.
Performance Management:
It is process of creating work status or setting in that people are enabled to perform to
best of their capabilities. It is whole work scheme which start when job is discovered as
necessary. It finishes when employees leave organization. It is the very essential to manage
performance of employees for working and performing in an effective manner. Therefore, HR
consultant suggest the different approaches to performance management such as quality, result,
comparative, attribute and behavioural approaches (Ubell, 2016). This can aid to improve
communication between the employees and increasing their productiveness in the company.
Also, this can help to develop the abilities as well as competencies of workers that can directly
impact on productivity and profitability of organization.
Collaborative working:
It is essential to work collaboratively for developing execution of workers within
organization. This kind of approach can aid to effective work and perform of job role within the
organization. Also, this can help to assistance high performance appreciation and commitment by
employees within Whirlpool. Effective performance management assist improving different
dimensions as per constructive changes at workplace such as transparent communication, mutual
respect, productivity, shared commitment and shared responsibility to vision and extraordinary
objectives (McMurtry, Rohse and Kilgour, 2016).
Comparative approach:
This approach needs comparing performance of single person with other individual. This
concept normally utilizes some overall measurement of execution of single person or words. It
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makes to evolve some ranking of single persons with the work group. Also, this can help to
support high performance appreciation and seriousness by employees within Whirlpool (Salas
and et.al., 2017). Through comparison approach, employees are high committed for adopting
dimensions as per constructive changes at workplace such as transparent communication, mutual
respect, productivity, shared commitment and shared responsibility to vision and extraordinary
objectives.
Quality approach:
The performance management system designed with powerful quality placement that can
assess both persons and scheme weathers in measurement system. Also, it emphasizes
administrators and employees work together to work out performance issues. It involves both
internal and external consumers in selling standards and assessing execution. This can aid to
manage the performance of employees in the Whirlpool (McMurtry, Rohse and Kilgour, 2016).
Also, this can help to assistance high execution appreciation and seriousness by employees
within Whirlpool. Through performance management system, HR professional of Whirlpool
improving different dimensions as per constructive changes at workplace such as transparent
communication, mutual respect, productivity, shared commitment and shared responsibility to
vision and extraordinary objectives.
Effective performance management aid to support the high performance culture and
commitment, increasing productiveness in the company. Also, this can help to develop the skills
and competencies of employees that can directly impact on productivity and profitability of
organization (Salas and et.al., 2017).
CONCLUSION
This report has summarized that human resource professed has needed knowledge,
abilities and behaviour professionally like policies and procedure, communication skills and
transparency behaviour in relation to follow the constructive changes in the firm. It can be
concluded that high performance employed practices help to increasing worker involvement and
seriousness as well as competitive advantages of the firm. It can be discussed that different
approaches such as quality approach, comparative and collaborative working to performance
management with the selected organization. Furthermore, report has completed that constant
professed development help to improve and develop sustainable performance of company.
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REFERENCES
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framework using observations of simulator-based exercises to improve team effectiveness:
A drilling team case study. Simulation & Gaming. 48(3). pp.299-313.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
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McMurtry, A., Rohse, S. and Kilgour, K.N., 2016. Socio‐material perspectives on
interprofessional team and collaborative learning. Medical education. 50(2). pp.169-180.
McNeese, N.J. and Cooke, N.J., 2016, July. Team Cognition as a Mechanism for Developing
Collaborative and Proactive Decision Support in Remotely Piloted Aircraft Systems.
In International Conference on Augmented Cognition (pp. 198-209).
Morgan, P.B., Fletcher, D. and Sarkar, M., 2019. Developing team resilience: A season-long
study of psychosocial enablers and strategies in a high-level sports team. Psychology of
Sport and Exercise. p.101543.
Salas, E. and et.al., 2017. Situation awareness in team performance: Implications for
measurement and training. In Situational Awareness (pp. 63-76). Routledge.
Sessa, V.I. and London, M., 2015. Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
Ubell, R., 2016. Virtual team learning. In Going Online (pp. 27-33). Routledge.
Vesterinen, V. and et.al., 2016. Predictors of individual adaptation to high‐volume or high‐
intensity endurance training in recreational endurance runners. Scandinavian journal of
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Online
Continuous learning. 2019. [ONLINE]. Available through. :
<https://www.talentlms.com/elearning/continuous-learning>.
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