Analyzing Performance Management Systems in Organizational Development

The report underscores the pivotal function of HRM departments within organizations to boost productivity and overall success through continuous employee training and development initiatives. Training and development are critical in helping staff understand their roles better and manage themselves effectively, thereby contributing significantly to the organization's evolution. Additionally, professional learning communities (PLCs) enhance teaching practices by fostering collaboration among educators, which ultimately benefits students as well. The report also addresses sustainable performance strategies and effective performance management systems that ensure long-term success and individual growth within an enterprise. By implementing these HRM practices, organizations can create a supportive environment for both personal and organizational development.

Developing Individual, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Knowledge, skills and Behaviour (KSB) required by HR professional...............................1
P2. Audit of the personal skills of staff and a PDP.....................................................................2
TASK 2............................................................................................................................................4
P3. Difference between the organisational and personal learning..............................................4
P4 Requirement of continuous learning and professional development.....................................6
TASK 3............................................................................................................................................7
P5. HPW contribution to employee engagement and competitive advantage............................7
TASK 4............................................................................................................................................8
P6 Approaches of performance management ............................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
This is fundamental for an organisation to support and encourage their individual and
skills for meeting the desired objectives. Success is joint collaboration of worker and employer
which helps in achieving certain impossible task as well as enhance efficiency of work. Each and
every team in a company includes various different types of people along with certain abilities
and ideas that has to be improved within time period (Barber, 2012). The Whirlpool corporation
is an multinational American manufacturer and home appliances marketer. The organisation has
faced 'company crisis' in 2011 after which they planned to restructure the company in order to
manage and rearrange success elements. Understanding the need of individual growth, firm
consider this as major element, planned to develop some programs of development. This report
will discuss about skills, behaviour, and knowledge require for HR to understand the factors that
can be consider for sustainable performance of business. Also they will analyse High
performance working, performance management and collaborative working to form effective
communication in organisation.
TASK 1
P1. Knowledge, skills and Behaviour (KSB) required by HR professional
In any organisation, department of HRM has the major role in the better productivity and
performance of an organisation. These duties or role changes according to employee
recruitments, negotiation of salary and for various causes. An HR have to handle various work
linked with personnel of company which is why they have to attain a certain criteria of
knowledge. Here are mentioned few of those knowledge, skills and behaviour that a human
resource manager should have:
Required Knowledge for HR
An HR manage documentation to recruitment and negotiation process for employee
management (Darling-Hammond and McLaughlin, 2011). Thus, they require multiple
knowledge for proper functioning of personnel. Here are mentioned some knowledge criteria for
HR:
 HR should have idea or some specific criteria of legal knowledge linked with
employment and business organisation as they can implicate this while managing
workplace policies and guidelines.
 Knowledge related to Excel Sheet and other computer software for managing records and
other data such as leave and wage allocation etc.
HR Behaviour
The professional of HR should include some specific skills and physiological knowledge
that they can for hiring and selection of new employee in organisation in order to judge them on
basis of their behaviour (Barber, 2012). Manager of Human resources should be communicative,
polite and decision-making behaviour for working with employee and managing their workplace
environment.
HR Skills
HR should have some specific skills for managing work and worker which ARE
mentioned as below:
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 Communicating: In order to work or perform a task in coordinative and proper way, this
is required to establish a good relation in an organisation. An HR plays a role of
communication bridge among worker, organisation and employer conveying the message
of all groups in effective way (DuFour and DuFour,2013). Thus, this is essential for them
to improve their interactive skills for managing the issues and problem solving that
emerge among workers. For this, they need to organise proper training and development
programs that can help in learning speaking skills and enhance their personality for
managing employee in more significant way.
Multitasking: For catering work efficiency and coordination among members of staff, an HR
should be known of various types of knowledge personnel management, administration,
technical knowledge etc (Darling-Hammond and McLaughlin, 2011). Thus, they have to be
multitasking skills to mange work at the same time solving issues emerge in various division of
organisation. They should be able to managing performance of worker and organisation to create
better product and service quality.
 Negotiation: It is the major and most required skills that is necessary for an HR to
manage professional level of worker and their growth. The experts of human resource
management should understand how to deal with the condition or conflict situation where
both of groups can have some benefits as well. This process is assisting while
determining wage of worker that help in getting promoted so the organisation can avail
itself with the productive ideas of employee. Through assistance of this type of skills, one
can manage their disputes and issues and satisfy both of groups who is involved in the
major issues, Whirlpool organisation require an HR that can handle the work at
workplace as well as organise some activities for enhancing performance of employee at
the same time.
Whirlpool is an organisation that is planning to restructure their programs and internal
structure of enterprise in order to make the workplace more productive and workable. The
company have determined to encourage and enlarge the abilities at work through managing
transparent communication, mutual respect and solidarity at work for which the company require
an HR with effective skills. This types of personal with defined skills, knowledge and behaviours
can help organisation in proper execution of plan in effective way.
P2. Audit of the personal skills of staff and a PDP
Training and development is require elements that is being organised by a large
organisation for understanding and managing their worker performance (Esposito, Berlin and
Lal, 2012). Although Whirlpool might have some good skills, better employee staff and
productive products and skills, a skill audit is required for understanding some need skills and
abilities of HR professional of Whirlpool organisation in order to manage the performance and
programs of restructuring the work. Following are the audit of skills for Whirlpool's HR to
analyse need of training and development:
First Step: Skills Audit Analysis
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
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1 Team Building Ability 8 9 -1
2 Conflict Solving 7 8 -1
3 Decision making Power 9 8 1
4 Confidence Level 8 7 1
6 Communication skills 10 8 2
7 Information Technology 9 7 2
8 Time Management Ability 7 8 -1
Second Step: Evaluation of Recent Skills and achievement Level
SWOT analysis of Whirlpool HR
Strengths Weakness
HR of Whirlpool have wide policies and
legislative sector in business regard. Thy
contain the knowledge and skills of writing
formal documents, have good presentation
skills, policies documentation abilities and
technical knowledge (Flint, Zisook and Fisher,
2011). They are effective contract and
agreements maker along with the versatile
personality.
Human resource manager require effective and
excellence skills of communication and
interaction which HR of whirlpool organisation
lack off. An organisation have to face various
issues and conflicts that should be solved
within time but the Whirlpool HR lack those
problem solving skills as well.
Opportunities Threats
Whirlpool is a large organist ion that have
faced some issues and conflicts in 2011 but
after the restructuring in effective way, the
company can expand their business. HR have
large opportunities to develop their skills,
knowledge and behaviour which can help them
in overall development of personality.
Whirlpool is facing some new issues in
management of human resources while
restructuring the programs. If HR will be lack
communication skill and activities, it can lead
them in loss in the entire programs which is
biggest threat for the organisation.
Development Plan for improving Weakness
 Development in the skills of negotiation that can enhance the coordination among
employees and employers,
 To improve skills of formal communication that can avail in better interaction in process
of interview.
DEVELOPMENT PLAN
S. NO. LEARNIN
G GOALS
CURRENT
PROFICE
NCY
TARGET
PROFICEN
CY
DEVELOP
MENT
OPPORTU
PROCESS
USED FOR
EVALUATI
NG
TIME
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NITIES SUCCESS
1 Negotiation
Skills
developmen
t
The HR
require to
develop
negotiation
skills but
she dearth
of it. She
find this
process very
complicated
and it
become
hard for her
to determine
wage related
judgement
(Huang,
2014).
Developing
skills of
negotiation
for gaining
maximum
benefits out
of applied
techniques
for worker.
By engaging
oneself in
certain
practices,
training of
job can be
developed
for which
the training
that can be
gained
through
proper
guidance of
worker.
HR can
enhance and
evaluate
their
performance
through
solving
issues and
undertaking
negotiation
skills in
smaller
problems of
company.
50 weeks
2 Communica
tion Skills
HR is
understandi
ng worker
and is of
flexible
nature
containing
some good
communicat
ion skills.
On the other
side,
Whirlpool
HR lack this
skills which
make it
delay in
effective
communicat
ion and
interaction
with
worker.
Although
HR have
good
communicat
ion skills,
but for
restructuring
they need
effective
skills of
interaction
for making
proper
communicat
ion with
public in
effective
way.
They can
enlarge their
skills of
incineration
and
communicat
ion by using
various
communicat
ion and
learning
modes.
HR can
evaluate the
review and
response of
their senior
worker and
employee
about the
activities
they have
undertaken
for
enhancing
skills.
10 weeks
3 Confidence
Level
HR of
Whirlpool
HR manager
wants to
This can
develop by
Evaluation
is done with
30 weeks.
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has less
confidence
level, so this
affects
working of
HR
department.
improve this
behaviour to
take
decisions in
effective
and relevant
manner.
taking
active part
in decision
making and
by analysing
situation in
proper and
positive
manner.
the help of
employees
and team
mates. They
provide
information
about
effective
working.
4 Information
Technology
HR manager
of
Whirlpool
has weak IT
knowledge.
This affects
working
style
because he
is not able
to record
data in
computerise
d form.
He wants to
achieve
good
knowledge
about IT
skills which
helps to get
record
information
in
systematic
and
synchronise
manner.
This can be
learned with
the help of
certified
program
under
authorised
institute.
Information
about MS
Word,
power-
point, etc.
helps to
gain
knowledge
about
Information
technology.
12 weeks.
Reflective Statement: Though organization is undertaking various elements and
techniques for making proper planning execution for making and restructuring the organisation
after crisis period, HR can develop various skills and knowledge area in regard of knowledge
assessment. Through undertaking various negotiation and communication method, HR can
enhance themselves as a experts which can help enterprise as well.
TASK 2
P3. Difference between the organisational and personal learning
Learning is required and constant process that is essential for the life of human being.
Organisation undertakes various learning styles and techniques for development and
improvements of their and their employee productivity and performance (DuFour and DuFour,
2013). In order to sustain in competitive business world at the same time develop among
competitors, this become essential for any individual, team or organization like Whirlpool to use
effective style of learning that can avail them in measuring their own productivity. There are
major two types of learning i.e. Organisation learning and individual learning which is
mentioned under:
Organisational Learning: It is the process which is undertaken by an organisation for managing
the performance in the development process of worker for getting better work productivity. This
help in assessing and analysing the abilities and skills of worker. This can be attained by
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organising the development and training programs which a company coordinate for their
employee (Osland and Turner, 2011). This render Whirlpool innovative and creative ideas in
regard of development plan and enhance their entire working environment impacting
productivity of enterprise in positive way.
 Formal Learning: These are those programs which are designed by system of learning
management structured in way of developing individual teams and organisation through
testing, training, lectures etc.
 Informal Learning: This is more flexible in nature which have consumer and created in
both ways. This is a quick and easy way of learning such as presentation, mobile-ready
courses etc.
Organisational learning is effective and significant because this helps to perform business
operations in authentic and relevant manner. This allows the organisation what is relevant and
significant to implement changes which are taking place n external market. When Whirlpool use
new and latest techniques at workplace, then this motivates employees to be part of association
and there is less labour turnover in association.
Individual Learning: Individual learning is the lifelong process of learning in which person
learn from values, culture, experiences and other practices undergoing surround him with
unconscious and conscious mind. It help an individual or worker in an enterprise like Whirlpool
in developing their skilled and knowledge criteria enlarging the reach of firm. These are often
individual's reflection observed from their company or environment in which they live.
Individual learning is the process under which employees of Whirlpool have knowledge
about changes which are taking place in external environment. This is the way through which
hiring of skilled employees is possible. This makes culture and environment of association in
effective and relevant manner. As per change in plans and policies it is important to make
changes which is significant and relevant according to concurrent market. For instance: there is
more use of social media at corporate world, so in this case it is easy and relevant to conduct
business activities to get positive outcome. So with individual learning overall growth of
Whirlpool is possible.
Organisational Learning Individual Learning
 Learning of organisation can help in
developing enterprise and their worker
by coordinating several activities or
operation such as training and
development programs.
 It help organisation in performing in
various ways and render innovative and
diverged ideas over a specific issues
 It is organised or earned through the
interest, behaviour, surroundings,
experiences, knowledge and skills of an
individual from their professional or
personal living.
 The process of learning is attained
through observing and experiencing
various feeling or experiences including
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(Pinder, 2014).
 It is hectic and a long term process.
knowledge which can avail an
individual in developing collecting
data.
 It is a significant procedure that can
avail them in evolving their life
experiences and learning new skills and
abilities that can help organisation and
let them meet with their personal or
carrier goals.
Thus, through coordinating various types of programs of training and development,
meeting and conferences session and other activities, an organisation like Whirlpool can develop
and be able to implement the successful restructuring programs. Business sustainable
performance can be met through the help of adopting learning styles of these. Though there are
various difference between both them, there are still some similarities between as they are linked
with each other in context of business. Individual learning of firm's employee can enhance
outcome of organisational learning, thus, they are interdependent for evolution.
Training and development: This is known as one of the most important function of HRM in
which training programmes are conduct for employees in order to improve their skills so they
can perform their job roles in an effective manner. Both training and development play an
important role in an enterprise as this development of employees working in enterprise.
Difference between training and development is given below in the table:
Basis Training Development
Nature Under this, employees of
enterprise improve their skills
and knowledge which help
them to perform their job roles
and this is a short term
process.
Development is a long term
process as in this manager
develop policies and strategies
in order to execute all
commercial activities in an
effective manner.
Focus on Main focus of training is to
develop skills of employees so
they can perform their present
job roles.
Under development
programmes the main focus
remain to develop employee’s
knowledge so they can
perform future job roles.
Objective Main objective of training
programmes remain to
improve employee’s
performance.
Main objective of training
programme remains to
develop workers to face future
challenges.
Training is the concept which provides information about change in plans and policies
according to change in external environment. This is way through which employees can be
trained to gain new techniques for learning.
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While development is the aspect which gives shape to the performance of individuals to
work in effective and more reliable manner. Hence training and development helps Whirlpool to
resist in industry for longer time.
P4 Requirement of continuous learning and professional development
This is difficult to retain the organisation which do not accept the changes with time
change. The organisation research seek to evaluate the system loopholes. The management
failure in Whirlpool have catered various issues and financial fall for organisation that have
created the situation of recession for enterprise (Esposito, Berlin and Lal, 2012)
). He company is one of largest home appliance organisation that have expanded its business in
global market. Thus, this is required for organisation to evolve and adopt the technique of
sustainable business performance development which is affecting for enterprise.
Continuous development and learning: There are several benefits of approach of
continuous learning and development which avail an enterprise in constant evolution and
sustaining in the competitive industry (Flint, Zisook and Fisher, 2011). It have various as it help
in getting over with the hindrance in business environment emerged with time and change. This
create flexible business working situation and proper guidance to organisation in dealing with
various situation. It helps in managing the work, execution of new approach or methods and
adopting of new and modified technologies in working environment of organisation (Rock,
2014). Whirlpool can earn new finding and evolve their worker performance through adopting
this learning techniques. They can use also learning cycle for managing CPD which is mentioned
here:
Kolb's Learning Style
David Kolb's has originated this theory in 1984 that lean on the individual's abstract
acquiring and experiences which can be implicated in any condition. Here are the major concept
of tier learning style:
 Activist: People who are actively learning and participating in the activities.
 Theorist: people who understand theory in regard of each topic.
 Reflector: These individual reflects the learnings of their observation and experiences.
 Pragmatists: These learning style are practices in nature and can be executed in real
world as practical.
There are various elements which can be emerged through the Kolb's learning style.
Whirlpool can use the reflective learning style for implementing in their working environment in
order to enhance their working performance of each individual. This can be stated after the
analysis that through different types of learning, Whirlpool can emerge their situation and
manage teams, individual and organisational learning. There are various objectives of choosing
this type of learning as the organisation require ton understand the demands of market or
consumer as well as manage their performance according to it.
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For this, they need to manage proper programs of development of their individual,
employee of enterprise (Woodcock, 2017). There can be find various barrier while continuous
learning development activities and restructuring programs such as resistance, lack of proper
implication, personnel management issues etc. through reflective learning, after analysis of
proper environment of market and interest of consumer, company can produce and evolve the
strategies as well as product according to working environment. Here are some of techniques
mentioned here:
 Seminars and Conferences: This is management responsibility to manage the members
of staff to attends or organise seminars and conferences to gain access to new knowledge
and experiences suitable according to Whirlpool's environment.
 Coaching: Proper coaching and guidance can avail enterprise in managing success and
development training employee new knowledge and leading them in right direction.
 Presentation: By attend presentation bases on various topics an individual can learn
about new concepts and can perform his job role in effective manner.
 Brain storming sessions: This is one of the most important technique to ensure
continuous learning (Huang, 2014). In this an individual develop various ideas on a
specific topic which enhance his understanding and provide help to execute future
business tasks.
 Meetings: Under this various individual present their views on different topic and this is
one of the most effective method of continuous learning.
This is how, enterprise can manage proper sustainable business performance in effective way.
Need of professional development and continuous learning
There is important role of professional development and continuous learning in current
market because there are many changes in working style with learning new and latest techniques.
Employee's efficiency gets improved because they have knowledge about change in working
relevant. There s competition taking place in external environment, so with the help of learning
employees are able to learn new techniques which is significant for getting positive outcome.
TASK 3
P5. HPW contribution to employee engagement and competitive advantage
High Performance Working: Definition, Concept and Philosophy
High performance working is a common approach to managing companies which aim to
encourage more effective worker engagement and dedication for meeting the high level of
achievement in performance i.e. planned to increase the discretionary efforts workers put in their
working performance and use their entire skills and abilities to possess. The concept of HPW is
to adopt the more holistic idea or view that can help in embracing innovation and productivity at
workplace (Little, 2012). This sets an agenda among employee which avail them in developing
effectively through enhancing the environment of working in order to maximise their
performance. Where this is considered as philosophy in which an organisation that meet their
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outstanding outcome through clarifying their strategy, processes alignment, systems and
structures to that plan and trough making each individual or teams of business some participants
in the working activities. This strategy is important, as the high performance working for
encourging and motivating worker for the work.
High performance working system have many characteristics that makes the work more
unique and effective then other type of working (Creating Sustainable Performance, 2012). This
is more credible working styles, deliver the same purpose, clear and strong intentions among
teams, better and effective job task achievement ad friction and tension diffuse in working
environment. There are various different benefits from this type of working system to worker
and employer as well.
Worker's Benefits
 This avail employee proper motivation and other stimulating activities that help in
developing individual or teams.
 This provide them extra knowledge, skills and evolve their overall personalities i.e. can
help in meeting desired outcome.
 Proper working environment, workplace flexibility and effective working environment is
facilitated to worker.
Benefits to Employer
 Whirlpool's employer are aiming to proper and productive workforce which can be
gained through high performance working system.
 This can avail them in managing decision-making and render more creative ideas to
organisation through increasing employee engagement in decision-making procedures.
Though, this is an effective strategy that whirlpool can adopt of overall evolution, there
are various barrier that obstruct in system of high performance working such as business size,
manger's decision, leadership style, management of personnel etc. through undertaking high
performance practices, this system can be implicated. Both internal and external stakeholder
consider this working system in different ways. This is important to imply on internal and
external stakeholder (Macdonald and Poniatowska, 2011). The impact is distinct on both but this
help in gaining competitive edge through enhancement of performance and working quality by
enlarging the skills of worker.
TASK 4
P6 Approaches of performance management
Performance Management: Performance management involve the activity that ensure
which goals are constantly being met in efficient and effective manner. This is process by which
the company allocate their systems, resources, worker to priorities and strategic objectives
(Osland and Turner,2011). This is also consider as concept of managing various personnel and
linked activities for proper administration. This is an effective approach of management which
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