Report on Unit 35: Developing Individuals, Teams, and Organisations

This report examines the crucial aspects of developing individuals, teams, and organizations within a business context. It begins by outlining the essential professional knowledge, skills, and behaviors required by human resource professionals, including performance management, teamwork, and communication. The report then details the process of personal skill audits and the creation of personal development plans, using a table to illustrate strengths, weaknesses, and development goals. It differentiates between organizational and individual learning, training, and development, emphasizing the importance of continuous learning and professional development for sustainable business performance. The report also explores how high-performance working contributes to employee engagement and competitive advantage, concluding with an evaluation of various approaches to performance management, all within the context of a case study of Whirlpool, an international appliance company.

UNIT 35 Developing
Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
P 1 Appropriate professional knowledge, skills and behaviours that are required by Human
Resource professionals...........................................................................................................1
P 2 Personal audits of skills to determine knowledge, skills and behaviours and designing
personal development plan.....................................................................................................2
P 3 Differences between organisational and individual learning, training and development 4
P 4 Need for continuous learning and professional development for sustainable business
performance............................................................................................................................7
P 5 High Performance Working contributes to employee engagement and competitive
advantage................................................................................................................................8
P 6 Evaluating various approaches to performance management........................................9
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12
Books and Journals...............................................................................................................12

INTRODUCTION
Working in team is essential for and organisation, developing team members to work
together towards common goals (Baldwin, 2016). Human Resource Management is responsible
for motivating and encouraging team members so that they can coordinate their effort in
common direction. This project discuss about professional knowledge and skills required by HR
team to perform all the activities like selecting and training of employees.
Report cover the topic Personal audits of skills to determine knowledge, skills and
behaviours and designing personal development plan. Whirlpool is international company which
sale out home appliances, it has turnover of $21 billion, 92,000 employees and 70 operating units
all over the world. Essential for continuous learning and professional development. End of this
assignment there is brief description about various approaches to performance management.
P 1 Appropriate professional knowledge, skills and behaviours that are required by Human
Resource professionals
Human resource team consist of professionals that are responsible for selecting staff
members and providing them with effective training in order to enhance skills and capabilities of
individuals (Collings, Wood and Szamosi, 2018). They encourage team members to coordinate
the efforts in a common direction to achieve the desirable objectives of business.
Skills of HR professional
Performance management: HR professionals are required to have this skill to measure
and evaluate the performance of individuals working in the organisation. Managers set standard
and motivate employees to achieve them, this will enhance their performance and help them in
working efficiently (Human Resource skills, 2017). Performance management skill can help
Whirlpool in improving team performance of North American Regional staff.
Teamwork and collaboration: Human Resource professional is responsible for creating
best possible working environment where individuals work together to attain the business goals.
Managers look all over vision of the company and direct efforts workers in unified direction to
enhance overall productivity (Currie, Burgess and Hayton, 2015). Team work skill is essential in
professional of whirlpool will enhance cross functional collaboration this will enhance their
performance.
Key behaviour of human resource management
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Clarity and trust: Human Resource management come across various problems while
working in the organisation. Transparent working environment will encourage staff to share their
point of views and opinions with each other without any fear. In order to establish clarity in team
member, it is essential that they are aware about the organisational policies which has direct
impact on the working (Dixon, 2017). Establishing of good and transparent working environment
in whirlpool can encourage North American Regional staff to actively participate in decision
making process and express their thoughts and opinions. This is an effective behaviour of HR
professional which can enhance the team spirit and employees will utilise their potential in
accomplishing the goals of organisation.
Defined purpose: HR mangers are aware about the goals and objective of business and
on the basis of that they design plans and policies. Collaboration of team efforts is essential in
fulfilling the desired aim. Setting up of objective will help Whirlpool in managing time and
increasing overall productivity and profits.
Knowledge of Human Resource professionals
English language: managers are capable enough of understanding need and requirement
of their employees so it can be said that language play crucial role in communicating with each
other (Ford, 2014). In the present world English is very important because this standard language
which is used worldwide. For example human resource professional use this knowledge to
establish cross functional collaboration by instructing them about what has to be done.
Education and grooming: Main responsibility of HR professional is to recruit talented
employees and provide them training so that they can perform their work in prescribe manner.
Knowledge of selecting staff members can help Whirlpool to enhance productivity and profits.
P 2 Personal audits of skills to determine knowledge, skills and behaviours and designing
personal development plan
Table 1: Personal Audit
Basis Strength Basic Weakness
Skills
Performance
management

Teamwork and 
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collaboration
Key behaviour
Clarity and trust 
Defined purpose 
Knowledge
English language 
Education and
grooming

Table 2: Personal development plan
Develop
ment
goals
Short
term or
long
term
Ways to achieve
target and activities
required to be
performed to
accomplish target.
Revaluatio
n date
Evolutio
n of the
procedur
e
Future
measure
essential
Current
date of
achieving it
Teamwor
k and
collaborat
ion
Long
term
This skill can be
developed by having
continuous
interaction with the
team members.
Organisation can
organise meetings
where individuals
can express their
11/08/18 Target is
achieved
efficientl
y.
NA 12/11/18
3

thoughts and resolve
the conflicts.
Defined
purpose
Short
term
In order to develop
this skill it is
significant that
individuals plan
activities on the basis
task priority. People
coordinate their
efforts in a common
direction to achieve
pre-determined
target.
09/07/18 Goals
accompli
shed
NA 15/09/18
Education
and
grooming
Long
term
To achieve this
individual must visit
seminars and
workshop which is
essential in
enhancing skills to
become more
competent.
24/07/18 Target
fulfilled
NA 15/08/18
P 3 Differences between organisational and individual learning, training and development
Organizational learning: It is defined as a technique of creating and holding of
knowledge within the workplace. To enhance its productivity and profitability organization
contiguously improve its policies and procedure. Organizational learning can help professional to
gain knowledge and provide employees with effective guidelines to accomplish goals (Gee,
2018). This strategy can help whirlpool in minimizing cost of operation thus increasing the
profits which is beneficial for their stakeholder.
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Business can use learning curve to measure the beneficial outcomes of the above
mentioned technique. It determine the best procedure to increase performance of team working
in Whirlpool with the minimum cost. It is required to maintain good synchronization between
technological advancement and the structure followed by business. Restructuring of Whirlpool
which was taken place after “company crisis” organizational learning can play significant role
in this circumstances.
Organizational training and development: training and developing workshops which
are organized by firm which is essential in grooming of workforce (Learning training and
development, 2018). Management can improve skills of individuals so that they feel motivated
and complete the given target. In order to develop positive attitude towards job and organization,
it is important that they have set of prescribed skills (Johnson and Szamosi 2018). Whirlpool can
organize T&D programs to reduce the inefficiency of North American Regional staff. To provide
with guidance and instructions to the staff members company has arranged one day team
development session.
To make training and development plan more successful it responsibility of human
resource management to utilize the resources of organization effectively. There are different
types of department like marketing, sale, production they have their individual team goals which
are to be accomplished. Organizational training and development plan will raise team
performance of whirlpool and establish positive working environment. They can use various
techniques like on the job training, internship to develop skills essential in performing of specific
work.
Individual learning: It emphasis on improving the productivity of staff members by
identifying their capability and imperfection. Continuous interaction between superiors and
subordinates can assist them to increase their knowledge and learn various techniques like cost
minimization. Advance learning techniques used in workplace is required to achieve long term
goals of productivity and profitability (King, Newman and Luthans, 2016). Formal chatting
which was happening between employees during the work time due to which they were not
concentrating on their work. Individual learning in Whirlpool will increase the performance of
team members and minimize the gossips.
Individual training and development: workers can develop new skills in the training
session which will result in accomplishment of goals. Workforce of individual has identified
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key areas for their betterment, in this way they can stay focused towards the target can
reduce casual behavior.
Basis Organisational learning, training
and development
Individual learning, training and
development
Definition This emphasis on all over profits and
development of organisation.
Staff can identify their capability and
deficiency and take necessary actions
in improving the weak areas.
Focus It is beneficial for workforce as well as
for business.
It is valuable for individual betterment,
so that they can contribute towards
their work.
Productivity Unproductive work can be avoided in
whirlpool by organisational training
and development programs.
Grooming of employees can improve
their performance and develop new
skills which is required for performing
certain task.
Cost
Effectiveness
Profits can be increased by minimising
the cost and duplication of work, if
employees pay concentration on their
target they will avoid unnecessary
conversation.
NAR staff members can reduce their
casual attitude and behaviour to
achieve extraordinary target.
Growth One day training session organised in
whirlpool can result in accomplishment
of desired goals (Krausert, 2017).
Business can organise training
workshops for individuals to provide
them opportunity to grow themselves
in best possible manner.
Innovation Management can resolve conflicts and
issues by using innovative approach
like active participation in business
process.
Individual learning of employees is
required for developing new plans for
betterment of business.
Significance Goals of business is achieved with
minimum cost thus resulting in
This is important as employees will
have innovative techniques to
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increasing turnover. improve their performance.
P 4 Need for continuous learning and professional development for sustainable business
performance
Continuous professional Development (CPD) is defined as programs which are organized
by business to develop certain skills in employees so that they can perform better. Whirlpool can
use strategies like active participation to resolve the disputes between team members. If
workforce work together as a team they will get the desired result on time (Levi, 2015).
Moreover, growth of employees depend upon their knowledge and experience they have. Active
involvement in continuous development programs is essential for both personal and professional
development.
For sustainable business performance
Employees of Whirlpool must be provided with continuous training and development
which help in long term sustainable business performance. Moreover, it helps in achieving high
level of organizational performance.
Significance of continuous learning at whirlpool
Identifying of workforce talent: Human Resource is capable of identifying the strength
and weakness of the workforce and take necessary measures like training workshop to improve
it. Whirlpool has organised one day training session for workforce so that they can develop new
skill and enhance their productivity. Continuous development plan in whirlpool can improve
team participation at workplace which will lead to cross functional collaboration.
Deciding of target: HR decide the standard for every employees and provide them with
guidelines to achieve it (North and Kumta, 2018). Whirlpool can motivate NAR staff members'
participation by rewarding them for achieving the set target.
` Providing tools: Organisation can arrange programs and workshops for development
skills which is required for performing the prescribed job. In the case whirlpool has organised
one day training session for their staff for their high performance.
Importance of professional development at whirlpool
Retaining existing workforce: Whirlpool has organised team meeting which is essential
in resolving conflicts and issues. Management encourage team member to solve the operational
issues and encourage collaborative working environment. According to case study above
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mentioned technique has resulted in higher job satisfaction and reduced employee’s turnover
rate.
Establishing of confidence and trust: Employees are having conflicts because of the
trust issues, Whirlpool can use personal development plan for resolving the disputes between
employees and encouraging team participation. Active participation of workforce can create
transparent working environment as they are aware about the organisation policies.
Prior planning for future development: Organisation can provide employees with
effective training so that they have enough knowledge and skills for performing technical task.
NAR staff organise regular team meetings where employees share their problems and
management provide them with effective solution (Pareek and Purohit, 2018). If the grievances
are resolved then they will work collaboratively to achieve goals and objectives of business.
Improved efficiency: Training and development programs provide employee opportunity
to learn and develop themselves. Conflicts and grievances at whirlpool arise because of informal
communication that is happening between the employees. They are not able to concentrate on
their work due to which productivity and profitability of business has reduced.
P 5 High Performance Working contributes to employee engagement and competitive advantage
High performance working is an effective technique utilised by business to encourage
team members to take part in business procedures. Active participation of employees is essential
in resolving workplace disputes which are arsing because of informal communication between
team members. It is referred as a technique to improve capabilities of team members so that they
can retain them.
UK commission has defined this approach to manage the behaviour of employees and
motivate them to aim at high level performance. It provides management flexibility to choose
from the the alternative policies which will result in accomplishing of goals. High performance
working is beneficial for both employees as well of the company.
Employee’s engagement: This approach is used by Whirlpool to encourage employee’s
dedication towards objective which are to be achieved (Paul, 2014). Human Resource
management play crucial role in motivating the worker to collaborate their efforts in a common
direction. In order to create positive working environment it is essential to reward employees for
their work. Effective communication hierarchy is required for delivering the correct information
about the target and guidelines to achieve them. In order to minimise informal chatting, it is
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important to give employees proper direction about the work so that they stay engaged and
dedicated to work.
It is responsibility of superiors to express clear vision and policy to staff members. One
development plan organised by Whirlpool has helped employees to interact with each other in
formal and professional way. Training and development plan is useful in improving the existing
skills to enhance over all profits and productivity of Whirlpool (Woodcock, 2017). Operational
issues can be resolved if employees develop feeling of trust among each other, in team meetings
they can discuss problems. Active participation of team members will result in formation of
organisation policy and procedures and minimise casual behaviour at workplace.
Human resource manager of Whirlpool give liberty to team members for expressing their
ideas and opinions in regular meetings organised by them (Shields and et.al., 2015). Capable
workforce stay dedicated and focused towards their work thus by minimising the wastage
incurred while performing of business activity.
Competitive advantage: In accordance with current business environment high performance
work system play crucial role for increasing productivity. Techniques like SAP (System
Application Process) it is software used by whirlpool to enlarge their commercial activities.
Performance efficiency of workforce can reduce cost of operations thus making business more
profitable. Human resource management play significant role in selecting employees and
preparing them in a desired manner so that they become capable of performing specific task. To
increase sale Whirlpool come up with creative ideas and products. Regular team meeting of
NAR staff members encourage them to share innovative thoughts without fear of being judge.
Company can deliver valuable products and services to clients by delegating their among team
members (Turner, 2014). It can be said that collaborative working of Whirlpool employees give
them advantage of resolving the operational issues. If individuals are provided with good salary
they will work with good motivation to fulfil the given target.
P 6 Evaluating various approaches to performance management
Performance management: it is an effective tool used by organization to achieve
business objectives in a prescribed manner. It put emphasis on establishing link between
employees and target which is to be achieved. Human Resource management continuously
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monitor and evaluate performance of workforce to derive best possible result. Approaches of
performance management is given below.
Comparative approach: Human Resource Management use this method to achieve
strategic goals and objectives of business. Manager set benchmark of performance and then they
motivate workforce to accomplish it. Employee are provided rank on the basis of their
performance for example efficient and capable individuals are provided with higher rank and
those who perform below the bench are given lower rank (Tyson, 2014). To increase team work
in Whirlpool, this strategy can be effectively utilized, HR team can identify key areas of
improvement for the team which has under-performed.
Positive
Organization can achieve their goals and objective by encouraging team members to
perform above the bench mark set, this is essential for job specific competencies. Superiors of
team regulate the work of members and identify imperfection and implement necessary measures
like organize training and development program to improve it. To achieve goals of Whirlpool it
is significant to collaborate efforts of workforce in a common direction to avoid conflicts.
Negative
Inefficient employees are grouped under one category this will result in demotivation
among employees. Thus,it will minimise profits and productivity of business and target will not
be achieved prescribed time duration.
Collaborative working environment: this approach is can be to make collaborative
efforts of two company to accomplish mutually decide goals. In the present circumstance
Whirlpool is having restructuring because of informal relation between team members. They are
not focused towards their work due to which overall productivity is negatively affected. NAR
staff members have decided to have transparent communication between them and establish
good professional relation (Wheelan, 2014). General meeting was organised to resolve all
disputes of employees so that they work together as a team.
It has following impacts:
Positive
 Organisational team meetings can avoid conflicts which were taking place because of
informal relation between staff members.
Negative
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 In a group there are people from different background so there are high chances of
misunderstanding which can affect productivity of business.
CONCLUSION
From the above report it can be concluded that Whirlpool is not able to achieve their
target because of inefficiency among team members. Further it is analysed that they are having
informal relation which affects negatively on their profits and productivity in business. It is also
identified that to resolve issues which were arising at workplace, Whirlpool has decided to
perform restructuring. Report explained that human resource management are responsible for
selecting appropriate staff members and providing the proper training so that they can stay
concentrated and focused towards the work. There are various skills required to become HR
professional out of which Performance management skill is essential for Whirlpool in improving
team execution of North American Regional staff.
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REFERENCES
Books and Journals
Baldwin, M., 2016. Social work, critical reflection and the learning organization. Routledge.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Currie, G., Burgess, N. and Hayton, J.C., 2015. HR practices and knowledge brokering by hybrid
middle managers in hospital settings: the influence of professional hierarchy. Human
Resource Management. 54(5). pp.793-812.
Dixon, N.M., 2017. The organizational learning cycle: How we can learn collectively.
Routledge.
Ford, J.K. ed., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gee, J., 2018. The new work order. Routledge.
Johnson, P. and Szamosi, L.T., 2018. HRM in changing organizational contexts. In Human
resource management (pp. 27-48). Routledge.
King, D.D., Newman, A. and Luthans, F., 2016. Not if, but when we need resilience in the
workplace. Journal of organizational behavior .37(5). pp.782-786.
Krausert, A., 2017. HR differentiation between professional and managerial employees:
Broadening and integrating theoretical perspectives. Human Resource Management
Review .27(3). pp.442-457.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
North, K. and Kumta, G., 2018. Knowledge management: Value creation through organizational
learning. Springer.
Pareek, L.U. and Purohit, S., 2018. Training Instruments in HRD and OD. SAGE Publishing
India.
Paul, T.V., 2014. An evaluation of the effectiveness of e-learning, mobile learning, and
instructor-led training in organizational training and development. Hampton University.
Shields, J and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Turner, M.E. ed., 2014. Groups at work: Theory and research. Psychology Press.
Tyson, S., 2014. Essentials of human resource management. Routledge.
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Wheelan, S.A., 2014. Creating effective teams: A guide for members and leaders. Sage
Publications.
Woodcock, M., 2017. Team development manual. Routledge.
Online
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<https://hrdailyadvisor.blr.com/2006/07/18/the-9-essential-skills-of-human-resources-
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Learning training and development. 2018. [Online]. Accessed through: <http://hrcouncil.ca/hr-
toolkit/learning-implementing.cfm>
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