Report: Developing Team, Individual, and Organisation Skills

This report delves into the critical aspects of developing teams, individuals, and the organization within the context of Whirlpool, a UK-based electronics company. It begins by identifying the essential skills, knowledge, and behaviors required by HR professionals to effectively manage and support employees in a dynamic business environment. A personal skills audit is conducted to assess the HR manager's strengths and weaknesses, highlighting areas for improvement in areas like problem-solving, information technology, and communication. The report then differentiates between organizational and individual learning, emphasizing the importance of continuous professional development for driving sustainable business performance. It explores the contributions of High-Performance Work (HPW) systems to employee engagement and competitive advantage, followed by an analysis of various performance management approaches, complete with practical examples. The report concludes by summarizing key findings and recommendations for enhancing team, individual, and organizational capabilities within Whirlpool to achieve its business objectives.

DEVELOPING TEAM
INDIVIDUAL AND
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determining appropriate and professional knowledge, skills and behaviour that are
required by HR professionals.................................................................................................1
P2 Personal skills audit to identify appropriate knowledge , skills and behaviours for
developing a plan of given job role........................................................................................2
TASK 2............................................................................................................................................6
P3 Difference between organisational and individual learning in training and development6
P4 Analysation of need for continuous learning and professional and development to drive
sustainable business performance...........................................................................................8
TASK 3............................................................................................................................................9
P5 Understanding of HPW in contribution to employees engagement and competitive
advantage in specific organisational situations......................................................................9
TASK 4..........................................................................................................................................11
P6 Different approaches to performance management with a specific examples................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
In order to grow business at marketplace and gain sustainability, it is necessary for
managers to develop skills of team, individuals and organisation. As productivity and
profitability of business depends upon performance of employees; therefore, they are considered
as main asset. So, it is a responsibility of management to organise training program for workers
so that they can develop skills and knowledge with changes in workplace. Whirlpool
organisation is chosen for present report which is an electronic company of UK that operated its
business in many countries (Seibert, Wang and Courtright, 2011). Assignment will throw a light
on how HR managers of this company help in improving skills and abilities of employees for
getting high performance from them. Moreover, PDP is included to evaluate strengths and
weaknesses of manager of human resource department. In last task, some major approaches for
performance management along with examples also described.
TASK 1
P1 Determining appropriate and professional knowledge, skills and behaviour that are required
by HR professionals
Today, nature of business is becoming more dynamic due to rapid change in market
trends. Therefore, it is necessary for managers of companies to develop skills and knowledges of
employees so that they can work with new techniques and system in professional manner.
Whirlpool is considered as best electronic company which creates innovation in products on
regular basis for fulfilling desires of customers (Schaubroeck, Lam and Peng, 2011). According
to case study, the company has gone with many crises due to adoption of new techniques in
2011. For implementation of this, its managers are required to restructured overall business
activities in a new manner. Since restructuring requires well-informed, decision-making, cross-
functional collaboration and more. So, managers of this firm has brought awareness in
employees about the same. It has helped them in engaging them in team for moving business on
next level. In order to manage and get right work from team-members and other employees, it is
necessary for HR managers of Whirlpool to gain following skills, behaviour and knowledge:-
Skills required by HR managers
Skills are like abilities in a people through which they can perform different activities in a
proper manner.
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 Leadership and management: For influencing people towards achievement of targeted
goal, managers of Whirlpool requires strong leadership and managerial skills. It will help
in defining roles and responsibilities to each employee in a proper manner without
resistivity of them.
 Communication: In order to reduce conflicts among workers and get their support in
accomplishment of targeted goal, managers should have possessed effective
communication system.
Knowledge to be possessed by HR professionals
Knowledge can be stated as information gained by people through which they can
provide guidance to others in completing a task. Laws and regulations of Government: To run business legally, it is essential for
managers of Whirlpool to have proper knowledge of laws and legislations. It will help in
formulating policies as per rules and regulations of regulatory bodies.
 Business knowledge: It is most essential knowledge that every person who is associated
with a company should be gained (Pinjani and Palvia, 2013). In context with managers, if
they have gained proper knowledge of business then can provide adequate amount of
information to workers about terms and policies of business.
Behaviour required by human resource professionals:
Behaviour refers to attitude which shows how a person make interaction with others
while working in a company for conveying messages. In this regard, two kinds of behaviours
that must be possessed by managers are:- Equally treating skills: It is essential for managers to treat employees and others in an
equal manner. They should behave with workers in professional manner and give them
respect equally so that high cooperation of them can be gained for success of business.
 Ethical behaviour: This type of behaviourism aids managers in developing code of
ethics in business. It will help in directing team-members to execute their task in proper
manner so that problems can be resolved easily.
P2 Personal skills audit to identify appropriate knowledge , skills and behaviours for developing
a plan of given job role
For being an effective manager in HR department of a big organisation, a person needs to
develop own skills and abilities in regular time of interval. It will help them in performing duties
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in an efficient manner. In context with, Whirlpool which is multinational company and known
for its hi-tech products therefore, managers are required to hire high skilled workers in
organisation. Along with this, provide them benefits by completing their basic requirements help
in getting retention for long period of time (O'leary, Mortensen and Woolley, 2011). Henceforth,
for performing these functions and managing people I have to perform various activities. For
developing knowledge and abilities of employees and engage them in group task, it is necessary
for me to evaluate my own personal skills also.
As an HR manager of Whirlpool, personal skills audit has been apprehended as beneath:
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PERSONAL SKILLS AUDIT
Serial
no.
Learning
objective
Current
proficiency
Target
proficiency
Development opportunities Time scale
1 Problem solving
skills
4 5 In a manufacturing company,
generally work is allotted to
employees in group.
Therefore, it is a prime duty
of HR manager to engage
them in group by building a
strong team. Since in
Whirlpool, workers belong to
different background
therefore, to make
cooperation in them is really a
big task. Sometime, I feel
unable to resolve conflicts
among them so, it becomes
necessary for me too to get
proper training under
supervision of professionals.
3 to 4
months
2 Information
technology
4 5 To work in technical
organisation, a person should
have gained proper
knowledge of IT and its
applications. As an HR
manager in Whirlpool, I have
possessed adequate
knowledge of IT applications.
But with development of
technology and high
3 to 5
months
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innovation, I require to
enhance my knowledge also.
Therefore, it requires to take
computer classes in required
field. It will me advantage to
get promotion in this
company.
3 Communication
skills
3 5 For influencing workers
towards targeted goal of
company, HR managers
should have possessed
effective communication
skills (McCormack, Manley
and Titchen, 2013). As
Whirlpool used to create
modifications in products to
make them more innovative
so, introducing new
technology in business
required high commitment of
workers. Thus, to get support
of them, I have developed
effective communication at
workplace where every
employee has got freedom to
share their needs and
problems. If I attend some
group discussion with seniors
then it will help me in
enhancing effectiveness of
communication skills.
3 to 4
months
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Strengths: Being a manager in Whirlpool which is a high reputed company of UK, gives
me opportunity to be a part of this enterprise. With every change in technology and system of
organisation, helps me in developing my own skills and knowledge in a vast manner. Along with
this, by working with diverse culture of people I become able to handle problems of them easily.
Weaknesses: By auditing, it has evaluated that in making a proper communication with
workers and other people at workplace, I am not so effective. So, it demands me to reduce this
weakness by working under supervision of seniors (Levi, 2015). It will help me how to resolve
conflicts and gain high support of employees for implementation of new technology at system.
For gaining opportunity to become an effective manager and attain a high position in
Whirlpool, it is required to attend some learning sessions. Thus, I have to take training and
development classes which enhance my skills and abilities. Through this process, I can help
management of Whirlpool in developing skills of employees on individual basis in an efficient
manner.
TASK 2
P3 Difference between organisational and individual learning in training and development
In order to gain sustainability and competitive advancement, today; every organisation
seeks to adopt latest technology at workplace. It will help them in running business operations in
smooth manner. This process also aids them in providing high innovative products at
marketplace through which business can develop at large scale. In context with Whirlpool which
is a manufacturing company, to manufacture innovative electronic items, this firm used to adopt
latest technology in business and create modifications in system in regular manner. For this
process, this firm organise different training programs in order to develop skills and knowledge
of employees so that high support of them can be gained to obtain better result. In general,
learning sessions can be classified into two groups that are:-
Organisational learning: For accomplishment of a task in short period of interval,
managers allot roles and responsibilities to employees by engaging them in group. So provide
training in group help in developing good relations among them (Hirst and et. al., 2011).
Through this process, workers can share their problems with each other as well as improve skills
and knowledges easily. As the main purpose behind organising training for team-members is to
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complete a task in short-interval. Therefore, if people take training in group then it will help
them in learning new things more better. They can make discussion with other team-members
help in resolving problems related to a task and obtaining better outcomes. Through this process,
Whirlpool will get a high cooperation of workers in giving a tough competition to workers.
Learning individually: It is necessary for each employee of a company to make regular
improvement in own skills and abilities. As to run business with latest trends of marketplace,
Whirlpool used to create alteration in system and techniques (Goetsch and Davis, 2014). So, it is
essential for HR managers to provide training to workers on individual basis. It will help them in
getting familiar with new techniques in short period of interval. This will aid in getting support
of them for manufacturing high innovative products.
Some differentiation among organisational and individual learning:
Individual learning Organisational learning
 Giving training on individual basis,
help employees in getting familiar with
new techniques.
 Session can be adjusted on the basis of
progress of employees.
 It requires large investment on giving
training to each employee as well as
consumes much time also.
 Organising training in group help in
developing employee relations through
which high support of them can be
gained in implementing new
technology.
 In Group learning, session can be
adjusted on progress of individuals.
 It is a cost-effective process.
Training and development
For improving performance of employees and prepare them to face future challenges,
managers of Whirlpool provides both training and development sessions to employees. It will
help employees to give performance in more efficient manner. Training refers to a process for
improving skills of employees whereas development is an educational process which concerns
on overall development of them.
Difference between training and development
Training Development
 This type of session is organised for  While development programs provide
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team-workers by concerning on short-
term goal.
 It conducts under supervision of
experts.
at personal level by focusing on long-
term orientation program.
 It conducts under professionals.
P4 Analysation of need for continuous learning and professional and development to drive
sustainable business performance
Continuous learning aids employees of a company in reducing their weaknesses by
increasing abilities without any interruption. Under this process, people can gain knowledge
through own experience in a particular field. While Professional development is completely
different from continuous learning under which a person gain knowledge and develop skills by
taking professional and academic degree. In order to gain high competitive advantage, mostly
big organisations used to give employment to professionals for resolving issues of business
through their intellectual ideas.
For driving sustainability and attaining high competitive advantage, employers of
Whirlpool used both kinds of learning programs via Continuous learning and Professional
development (Warrick, 2011). As working under supervision of professionals give opportunity to
workers to develop skills and gain good experience. When professionals and hard working
employees work in coordination then it will help in obtaining higher outcomes in a short period
of interval as well as reducing chance of errors. If managers given different roles and
responsibilities to workers then it will give them opportunity to learn on continuous basis. Giving
training on continuous basis will also help Whirlpool in increasing productivity, getting
happiness among employees as well as high retention of them also.
Some major advantages of learning process mentioned below:
Facilitates growth in employees: By continuous learning, workers can develop essential
skills and knowledge in a particular field. It will lead them to give best performance to
organisation through which profitability of business can be earned.
Competency leads to confidence: Working with professionals, develop confidence level
of workers for doing a difficult task in more easy manner.
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Increased profit: By continuous learning program, skills and abilities of employees can
develop in vast manner through which profitability and productivity of business can be
developed.
Honey and Mumford Theory of Learning: It was developed by Peter Honey and Alan
Mumford which provides a questionnaire to learners. It probes behavioural tendencies of people
by which they can evaluate own learning styles as well as find ways to increase own learning
capabilities. This would help learners to make smarter decision about best learning practices.
This would help them to gain opportunities to improve own skills and enhance knowledge in a
particular field.
TASK 3
P5 Understanding of HPW in contribution to employees engagement and competitive advantage
in specific organisational situations
Performance of organisation is taken as one of the most essential key factor of HPW.
High-performance working i.e. HPW develops a culture in a company by creating transparency,
building level of trust among employees and management by providing open environment to all.
As per views of Warrick (2011), “HPW can be defined as an approach through which managers
can manage workplace with main purpose is to get commitment and engagement of workers by
developing high-level of performance under them”. It is considered as a mix of technology,
infrastructure and employee that together forms a system under which entire resources of
business can be used to achieve targeted goal (Sessa and London, 2015). It includes three
practices that are High employee involvement, Human resource and Reward & commitment.
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