Report on HR Skills, Training, and Performance Management at Whirlpool

This report provides a comprehensive analysis of HR practices, focusing on the development of individuals, teams, and the organization, using Whirlpool as a case study. It examines the essential knowledge, skills, and behaviors required by HR professionals, including decision-making, IT, and problem-solving skills. The report includes a personal skills audit and a professional development plan to identify areas for improvement. It further differentiates between organizational and individual learning, training, and development, emphasizing the need for continuous learning and professional development for long-term sustainability. The report also explores the contributions of High-Performance Work systems (HPW) to employee engagement and competitive advantage and concludes with an overview of various approaches to performance management.

Developing Individuals,
Teams and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Knowledge skills and behavior required by HR professional................................................1
P2 Personal skills audit to identify knowledge, skills and behavior............................................2
TASK 2............................................................................................................................................4
P3 Difference between organizational and individual learning, training and development........4
P4 Needs for continuous learning and professional development...............................................6
TASK 3............................................................................................................................................7
P5 Contribution of HPW in employee engagement and competitive advantage.........................7
TASK 4............................................................................................................................................8
P6 Approaches of performance management..............................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Development is very important for an organisation as it can help to attain goals and it is
possible if every individual and team get developed. Employees can be developed by developed
by improving self-awareness, commercial and business knowledge, enhancing skills, fulfilling
their aspirations and defining them the way that can help to achieve their personal as well as
organisational objectives (PRATT, 2012). It is a responsibility of HR to identify growth
opportunities as it can lead the company toward success by developing individuals, teams and
overall organization. Company taken in this project report is Whirlpool.
This report aims at different key points that are appropriate professional knowledge,
skills and behavior required by HR professionals, a personal skills audit to identify all of these,
difference between organizational and individual learning, training and development, need of
continuous learning and professional development, contribution of HPW toward employee
engagement and competitive advantage and approaches of performance management.
TASK 1
P1 Knowledge skills and behavior required by HR professional
In organizations HR professional are liable to hire employees to attain predetermined goals. They
select best individual who can contribute in organizational development and success. In
Whirlpool HR executives take interviews of various persons and then choose top workers for the
company (Bertin, Fry and Ragsdell, 2014). Various skills, behaviors and knowledge is required
by them in each employee of their organization. All of them are explained below:
Knowledge:
 Knowledge of the business: It is very important for an employee to have knowledge of
business if they are not having the knowledge than they won’t be able to make any type
of fair decision. In Whirlpool when HR professional select any individual they want that
every individual who is willing to join their company should have good knowledge of
business so that they can easily adjust in business. If there is lack or proper business
knowledge than it may harm the organization.
 Knowledge of labor legislation: While taking interviews the HR professional also check
the level of knowledge of labor legislation. These regulations are the mediator between
employees and employers. In Whirlpool it is vital for HR managers and workers to have
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good knowledge all the rules as it helps to good relations and guide organization to
provide appropriate benefits to the workforce.
Skills:
 Decision making skills: An employee with good decision-making skills can help
managers in strategic decision making. These skills are required by HR professional of
Whirlpool because it can enhance the productivity and profitability of the organization. It
can help a business in critical solutions as employees are able to make right decision at
the time of uncertainty (McKenzie, van Winkelen and Aitken, 2012).
 IT skills: These skills are mainly related to computer programming which can help the
employee to finish the work easily and timely. HR professional of Whirlpool require
these skills in their employees it can always keep them update with latest technology and
help them to complete their tasks in less time.
 Problem solving skills: It is vital for an organization to hire such employees who have
good problem-solving skills because they can provide their valuable opinion at the time
on risk and other consequences. In Whirlpool HR professionals give preference to those
candidates who are having these skills as they will always try to reduce the difficulties by
identifying their solutions.
Behavior:
 Ethical behavior: A worker should behave ethically as it can result in good human
relations. In Whirlpool employees are required to have this behavior with their collogues
and subordinates. It also improves the quality of work because it can reduce the
possibility of conflicts within the organization (Malik, 2018).
 Fairness: It means that every leader should behave equally with each of their follower
and team members it will enhance the team spirit.
P2 Personal skills audit to identify knowledge, skills and behavior
Personal audit plan: A personal audit plan is made for the employee of Whirlpool to
analyze that in what skills he is good and bad. This can help an individual to audit himself. The
personal audit is as follows:
Decision making skills:
Skills Bad Average Good Very good
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Ability to make decision in critical situation ✓
Able to make effective decisions ✓
Problem solving skills:
Skills Bad Average Good Very good
Ability to find more than one solution to the
problems
✓
Able to deal with problems effectively ✓
Find effective solution easily ✓
IT skills:
Skills Bad Average Good Very good
Use of Ms word ✓
Able to work on Ms Excel ✓
Good knowledge of computer software ✓
Able to send professional mails ✓
Professional development plan: A professional development plan is a written document that
can help an employee to analyze that what is the major problem and weak skills that needs to be
enhanced. A detailed professional development plan for the employee is as follows in which all
the problems with solution are defined:
Skills Problems Training Professional
guidance
Duration
 IT Skills: I have weak IT
skills that are
knowledge of
Ms word and
excel and I am
not able to send
professional
mails which is
more important.
I am required to
take training to
enhance these
skills this
training can be
provided by the
company. If it is
not provided by
the organization
than I can get
It is essential for
me to work
under
professional
guidance of
skilled IT
manager who
can supervise
me while
working so that
According to me
this may take
time of two to
three months.
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training out side
of the
organization.
the skills can be
enhanced.
 Problem
Solving
skills
My Problem
solving skills are
also weak and I
am not able to
find more than
one solution to
the problem and
also not able to
find solution
easily.
I have to take
training which
needs to be
provided by the
company to
enhance such
skills of their
employees.
Senior managers
of the
organization can
guide me while
working and
directing me to
make right
solutions in
difficult
situations.
This may take 30
to 45 days to
enhance my
professional
skills.
From the above mentioned self-audit and personal development plan it can be analyzed
by the individuals that in what skills they need to make modifications. This also guides them to
take right action and guidance so that the skills can be improved in less time. All of them can be
enhanced with the help of direction of professionals and senior managers of the company
(Muenjohn and et. al., 2013). It is a responsibility of HR professionals to guide employees while
they are performing their duties this will help to enhance their work quality and performance
level.
TASK 2
P3 Difference between organizational and individual learning, training and development
Organizational learning: It a technique which is used to create, retain and transfer
knowledge in an organization. In such type of learning managers and leaders give more
preference to organizational development as compare to individuals. It is mainly focused on the
achievement of the goals of the company. It is used in Whirlpool to attain objectives that are set
in prior years and can help to the organization to be more successful.
Individual learning: It is mainly concerned with the development of each individual of a
business enterprise. It helps to enhance knowledge and skills of the employees. It results in good
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and improved work quality of workers. This adopted by HR professional of Whirlpool as it can
motivate work force and help them to perform better at work place (Saunders, 2016).
Difference between organizational and individual learning:
Organizational learning Individual learning
It is concerned with the fulfilment of overall
needs of an organization.
It is concerned with development of each
employee of a company.
It is based on a specific time table which is
followed by workers to achieve organizational
goals.
It helps to motivate employees that can
enhance their performance at workplace.
It results in good solutions of problems that are
faced by a business.
It results in good work quality of each
individual.
It is used to enhance employee involvement
and engagement.
It is used to fulfil needs, expectations and
intensions of employees.
Training: It is used by organization to improve knowledges and skills of their employees
so that they may perform better at their workplace. It is mainly used for new works of a company
to aware them about their job responsibilities. In Whirlpool training programs are conducted to
guide employees to the way in which they have to fulfil their job liabilities (Aswathappa, 2013).
Development: It is focused with employee growth and future performance. It is used by
HR professionals of Whirlpool to enhance skills and knowledge of their current working
employees so that organization can reach to a higher level of performance.
Difference between training and development:
Training Development
Training programs are conducted for new
employees.
Development plans are implemented for
existing employees of an organization.
It is used to provide information of job roles
and responsibility to the individuals.
It is used to enhance knowledge and skills of
old employees of the company.
Cost of training programs are not high. It is more expensive as compare to training
programs.
There is a fix time limit for training. Development is a continuous process and not
bound by time.
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P4 Needs for continuous learning and professional development
Continuous learning and professional development is very important for an organization to attain
long term sustainability. It can help a business to grow faster with the help of higher employee
contribution. It is vital for a business to provide growth opportunities to the employees as it can
help to reach predetermined organizational goals. If the organization is not able to motivate its
employees than it may harm overall effectiveness and may reduce engagement of workers in the
tasks (Nissen, Evald and Clarke, 2014). Continuous learning and professional development can
guide the HR managers to provide appropriate benefits to the employees. Following are the
needs of both of them for a sustainable business:
 Enhances skills of employees: Continuous learning helps employees to enhance
their personal skills such as decision making and problem solving. In Whirlpool HR
professional focuses on this element as it can help to enhance productivity with
higher involvement of employees. It also leads the organization toward success and
sustainability.
 Create growth opportunities: While employees are continuously learning new
skills and enhancing knowledges than it may create growth opportunities. In
Whirlpool various chances are provided to the employees so that they may grab them
and enhance their work quality. This can result in higher employee involvement in
achieving success and long-term goals.
 Increase employee retention: Professional development helps to increase rate of
employee retention as it can provide various chances to the individuals and provide
higher benefits. In Whirlpool experienced and skilled workers are retained by
implementing development plan for them. When other employers are cutting cost of
training and development programs at the same time Whirlpool is supporting both.
This can result in increased employee retention rate.
 Build confidence: If employees are getting chances to be developed at professional
level than it can result in higher confidence. HR professionals at Whirlpool always
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tries to build assurance and credibility of employees so that they work hard to attain
success. It also helps to attain personal as well as organizational goals.
TASK 3
P5 Contribution of HPW in employee engagement and competitive advantage
HPW (High Performance Working): It is a type of approach which is used by organization to
enhance effectiveness and efficiency level of employees. HR professional of Whirlpool use this
technique to analyze that employees are working good or not to attain organizational as well as
personal vision, missions, strategic objectives and goals. This can enhance employee’s
engagement and competitive advantage as it can examine performance (Duffield and Whitty,
2015).
Employees engagement refers to the involvement of workers in organizational activities
which is possible if they are getting some benefits from their company. It is very important for an
organization to increase interest of workforce to attain its objectives as it can guide the company
through out the way of success. If HR professional fails to build engagement than it is not
possible to identify growth opportunities as well as reach to the objectives. HPW contributes in
high involvement of workers in the tasks because it helps to provide them opportunities in which
they can perform effectively and they will get high benefits for good performance.
It also helps to attain competitive advantage because if workers are working effectively
than an organization can fight with its competitors effectively and acquire more market share. If
company is motivating employees by providing them benefits and rewards than it may help to
achieve higher level of performance which will also contribute in increased productivity and
profitability. It can be attained by managing quality of products and work done by workforce.
Company may adopt HPW to manage and control employees because it can enhance their
involvement in work which can help to achieve competitive advantage (Harrison, 2012).
For example, if Whirlpool is adopting high performance working than it can contribute to
enhance employee engagement and competitive advantage because it helps the employees to
improve their performance by providing them end numbers of opportunities. If an organization is
not implementing this system than it is no possible to find solutions to its problems as there is no
way to find any type of way in which issues like lack of workers engagement can be dealt. In
Whirlpool HR professionals use high performance working to build interest of employees by
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providing them that work which can be easily done by them. It is vital for an organization to
support its employees while they get bored of their job responsibilities. It is possible by
distributing them different duties and changing them time to time so them they will work
effectively with full concentration. HPW is a good and eligible tool which is used by business
enterprises to enhance employee’s engagement and competitive advantage.
TASK 4
P6 Approaches of performance management
Performance management: It is technique in which leaders and managers work together
to analyses business and overall employee performance. In Whirlpool it is used to determine
contribution of employees toward organization (Performance Management, 2018). Following are
the approaches of performance management that are used by HR professionals of Whirlpool:
Figure 1Performance management approaches, 2018
Source: Performance management approaches, 2018
 Behavioral approach: This the oldest approach of performance management, that
consists vertical scale of different job roles. In this method performance is ranked
between five to ten points. In Whirlpool it can be used to analyze behavior of employees
toward their job. For example, HR professional can rate employees with the help of this
techniques and examine that they are working appropriately or not. This will help to
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manage and measure all the activities that are performed by workforce of an organization.
If managers of whirlpool implement this approach then it can help to evaluate that
employees are putting appropriate efforts to achieve organizational goals.
 Result approach: In this approach employees are rated according to their result of
performance. It is used in Whirlpool to motivate workforce and enhance their work
quality by analyzing their efforts to fulfil their duties. In such type of method firstly
presentation is measured first and then feedback is provided (Hennink and et. al., 2012).
For example, managers can examine outcome of efforts of workers and provide them
rewards for good performance this will motivate them to enhance work quality. This
approach guides the managers of whirlpool to analyze the result of the actions that are
taken by them earlier for the betterment of the organization.
 Comparative approach: As the name describes it is based on comparison and
concentration of employees is ranked by comparing it with other in the group. They are
ranked higher to lower performer. This technique can be used by HR managers of
Whirlpool to rank high to low involvement of employees. For example, it can help to
identify the individuals who are working hard and managers can provide right benefits to
the workforce to motivate and to enhance their involvement level. Managers of
Whirlpool use this approach to compare performance of the employees so that they can
be appraised on the basis of their efforts and activities that are performed by them.
 Attribute approach: In this approach employees are rated according to their skills such
as problem solving, team work, communication, creativity, judgment and innovation
skills. In Whirlpool this approach can be used to enhance employee’s performance by
analyzing their efforts. For example, it can be used to identify best skilled employee who
can provide best and valuable opinion to resolve performance, this results in higher
performance as it helps to select skilled employee. In Whirlpool managers are using this
approach to analyze that workforce is trying to accomplish all the business goals by
putting full efforts or not.
 Quality approach: This method is used to increase the level of customer’s satisfaction
by reduction quality errors in the products or services. This approach is used by HR
professionals of Whirlpool to take feedbacks from consumers to identify problems in
their products. For example, if employees take regular feedbacks from clients of the
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organization than it may help to improve their quality and results in higher performance
level (Davison, Ou and Martinsons, 2013). Managers of Whirlpool use quality apprach to
maintain the quality of the products that are offered to the customers so that higher profits
can be acquired.
CONCLUSION
From the above project report, it has been concluded that HR professionals of an
organization are liable to select such employees who can contribute in organizational success.
Performance management approaches can be used to analyze efforts and involvement of workers
in company’s activities and their effectiveness. It can also help to attain higher level of
sustainability that guide individuals to attain organizational as well as personal objectives.
Companies can also use high performance system to enhance employee’s engagement.
Continuous learning is essential for a business enterprise to develop growth opportunities for its
workforce and professional development is vital to motivate employees to work hard.
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REFERENCES
Books and journals:
PRATT, J., 2012. Professional Identity in a Multi-agency Team(Doctoral dissertation, Durham
University).
Bertin, P., Fry, J. and Ragsdell, G., 2014. The tension between competitive and collaborative
forces in agricultural research: Impact on knowledge sharing within a public sector
organsiation. Academic Conferences and Publishing International (ACPI).
McKenzie, J., van Winkelen, C. and Aitken, P., 2012, September. Developing Effective Change
Leadership to Build the Knowledgeable Organisation: A Paradoxical Foundation.
In European Conference on Knowledge Management (p. 726). Academic Conferences
International Limited.
Malik, A., 2018. Managing Change and HRM. In Strategic Human Resource Management and
Employment Relations(pp. 119-131). Springer, Singapore.
Muenjohn, N. and et. al., 2013. Developing Soft Skills of Leadership: A Review of Hotel
Management in Asia.
Saunders, R., 2016. Professional development, instructional intelligence and teacher emotions:
A mixed methods study of a four-year systemic change initiative (Doctoral dissertation,
Murdoch University).
Aswathappa, K. E. M. A. L., 2013. Human resource management: Text and cases. Tata
McGraw-Hill Education.
Nissen, H. A., Evald, M. R. and Clarke, A. H., 2014. Knowledge sharing in heterogeneous teams
through collaboration and cooperation: Exemplified through Public–Private-Innovation
partnerships. Industrial Marketing Management. 43(3). pp.473-482.
Duffield, S. and Whitty, S. J., 2015. Developing a systemic lessons learned knowledge model for
organisational learning through projects. International journal of project
management. 33(2). pp.311-324.
Harrison, R., 2012. Employee development. Universities Press.
Hennink, M. and et. al., 2012. Defining empowerment: perspectives from international
development organisations. Development in Practice. 22(2). pp.202-215.
Davison, R. M., Ou, C. X. and Martinsons, M. G., 2013. Information technology to support
informal knowledge sharing. Information Systems Journal. 23(1). pp.89-109.
Online
Performance Management. 2018. [Online]. Available through:
<https://www.saba.com/blog/a-simple-definition-of-performance-managementand-why-
everyone-plays-a-role>
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