Whirlpool's HPW: Analyzing HR, Learning, and Performance Management

This report examines the development of individuals, teams, and organizations within the context of Whirlpool's high-performance work (HPW) case study. It delves into the essential knowledge, skills, and behaviors required of HR professionals, including communication, performance management, and teamwork, while also analyzing a personal skill audit. The report explores the differences between organizational and individual learning, emphasizing the importance of continuous learning and professional development for sustainable business performance. It also investigates how HPW contributes to employee engagement and competitive advantage, and evaluates various approaches to performance management in fostering a high-performance culture and commitment. The report provides insights into the practical application of these concepts within a real-world business scenario, offering valuable perspectives on fostering individual, team, and organizational growth.

Developing Individuals, team
and organization

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Determining appropriate and professional knowledge, skills and behaviour that are
required by HR............................................................................................................................1
P2 Analysing completed personal skill audit..............................................................................3
LO 2.................................................................................................................................................5
P3 Presenting the difference between Organizational and individual learning training and
development................................................................................................................................5
P4 Presenting the need of continuous learning and professional development to drive
sustainable business performance...............................................................................................6
LO 3 ................................................................................................................................................8
P5 Understanding of how HPW contributes to employee engagement and competitive
advantage.....................................................................................................................................8
LO 4.................................................................................................................................................9
P6 Evaluation on different approaches of performance management and how it supports high
performance culture and commitment........................................................................................9
CONCLUSION..............................................................................................................................10
REFERNCES.................................................................................................................................11
Online........................................................................................................................................12

INTRODUCTION
Developing team, individual and organisation function are crucial for group of
individuals to achieve one common goal (Denault and Poulin, 2018). With help of it, there can
be improvement in productivity and identify new approaches so that aim and objectives can be
full-filled. Thus, overall development is core element to bring high performance growth to the
whole enterprise.
The present report is based on business scenario that is The Whirlpool’s HPW case, the
enterprises are fully dependent over innovations, productivity but simply being effective was not
enough to get desire profitability. Thus, to make it proficient it is essential to bring changes in
the team functioning.
Furthermore, the report will look over the things as to determine appropriate knowledge,
skills and behaviour, personal skill audit to develop professional development plan, continuous
learning and professional development to sustain business performance and factors of employee
engagement that contributes high performance work and differed approaches to management so
that things can be undertaken effectively.
LO 1
P1 Determining appropriate and professional knowledge, skills and behaviour that are required
by HR
Professional and skills knowledge that helps to take the better advancing and new
development and new effective working goals (Webb, 2017). Moreover, it brings the best
possible action plans and brings the new development goals. Professional and technological
education in relation to ensure the best possible action plans and best effective performance by
an individual or HR professionals. With responsibilities that range from hiring and on boarding
to tending to the daily concerns of employees or organisations. HR managers are the another
most essential part of the organisations to make the best possible action plan. All over, it also
helps to make the long term task and better goal services and make the good environmental
results by applying the best professional skills and development process. Apart from that,
communication HR professional can also serve as liaisons between employees and other
mangers. Human resource is the most essential part of Whirlpool that helps to connect all
departments and all sources goals. Determining appropriate and professional knowledge, skills

and behaviour that are required by HR. discretion is the and knowledge or responsibility for the
HR professional of every employee that is employed.
Professional knowledge
There are so much knowledge and education knowledge that HR should needs to have
such as training and development knowledge, recruitment and selection knowledge should HR
knows in order to ensure the best possible action plan or results (Santos, Mustafa and Gwi,
2015). HR should also have knowledge regarding the best communication to deals with
employees and other people related to the company. Moreover, HR professional also should
know regarding all required laws or regulations of company to adopt. HR professional also needs
to update its knowledge in order to participate in better form.
Skills of HR professionals
Employees relation: It is the foremost skill that should HR manager have which is
employee relations. Successful HR professional are always having good thinking in respect of
proper development. All along this makes the good developing results in order to meet the best
possible action plan.
Performance Management : Performance management is defined as how Whirlpool
involves its employees in improving effectiveness towards the accomplishments of company
goals.
Teamwork and collaboration: I is the another major developing skills that should
company requires needing. HR professional focused on findings and creating the best workplace
possible and best possible action plan. In order to meet the team work and best output results.
Human resource information software : It is the another should HR professional have in order
to meet the needs of Whirlpool
Behaviour required by HR professionals
Behaviour is the another most essential trait which is required for HR professionals.
Naturally, HR professionals of Whirlpool does always needs to treat employees with the best
efforts and always perform best leading sources and target resourceful goals. HR professional
should always behave in formal as well informal manner. So that, it keeps the best possible result
and outcomes. HR professional should always need to make itself behaviour positive and
enthusiastic.

P2 Analysing completed personal skill audit
Personal skill audit is termed as a way that is very good and essential in order to identify
the strengths and weaknesses of an individual and requirements that are needed to develop
(Gubbins and Garavan, 2016). This later helps in increasing positive vibes in environment and
maintaining the career track of the HR professionals. Thus, following are results that are derived
with help of SWOT analysis.
Thus, SWOT analysis is referred to as a study that helps in identifying and examining
strengths, weakness and its external opportunities and threats that might be faced.
Strengths-
The most important strengths that has been analysed is the information regarding
technology. It is termed as the study of computers that is used to store, retrieve, transmit and
manipulate the data or information. I have great and extreme knowledge of technology so it helps
me in gaining good knowledge about the present and upcoming trends of the target market. This
information helps in satisfying customers desires by making them available with the goods and
services they demand. Thus, it plays critical role in achieving customer loyalty base by
producing trendy goods and services.
Illustration 1: SWOT analysis
(Source: SWOT Analysis: Theory. 2018)
Weakness-

I as a HR professionals has a great weakness of communication skills. It becomes
difficult for me to connect or communicate with anyone in terms of any conflicts or any other
problems that are taking their place in Whirlpool. It plays very important role in order to
maintain the relationship between the customers and staffs that are involved in Whirlpool, so it
has to be maintained (Cascio and Boudreau, 2016). As I am having lack of communication skills
it can create problem for me as there may occur disputes which will be difficult for me to settle.
This, in turn affects the brand image of the stated company. Employees are also affected as there
may occur a problem of training session that really requires continuous training.
Opportunities-
Thus, with help of good knowledge and information about technology. I can figure out
new upcoming trends of foreign markets easily. With this, I can find out the needs and demands
of customers in terms of Whirlpool easily. This further leads in achieving huge brand image
nationally as well as internationally.
Threats-
Lack of awareness creates a huge threat for me, as it creates misunderstanding between
teams or members available. This can leads in creating frustration at workplace that may later
affect the efforts and efficiency that will result into poor performance.
Professional development plan
Skills Resources Time Importance
Communication skills This requires training
and also help of
counsellor
The time taken in
building this skill is 2
months
It is very important in
every type of business
as it helps in gaining
friendly experience
and also helps in
knowing the actual
requirement of
customers easily
Lack of awareness Skill development
session is required to
undertake
It requires 3 months of
training
It helps in knowing the
actual myself so that I
can share creative and

innovative ideas in a
unique way and make
the Whirlpool reach
the boost.
LO 2
P3 Presenting the difference between Organizational and individual learning training and
development
 Individual learning mainly deals with personal development and organisational learning
copes with overall needs for change of organisation.
 Organisational learning is based within a specific timetable where the choice of materials
for superiority of necessity tests.
Basis Organizational learning training and
development
Individual learning training
and development
Meaning Organizational training is done to raise the
efficiencies of the company's employee
performance and as a result it will help to
achieve all defined goals of the company
(Huda and et.al., 2018).
Individual learning and
training is done to raise the
efficiencies of an employee in
order to achieve the future
opportunities.
Impact These training creates positive impact upon
employee's as well as organization too. Such
that through organizational learning, training
and development will help to raise
company's productivity as well as
profitability.
Through individual learning,
training, a person can learn
many things which further help
them to grab many
opportunities related to their
future.
Aim Organizational training is basically provided
in order to enhances the skills, capabilities
and qualities of every employees of a
Whirlpool so that it will help to maximizes
Individual learning and
training basic aim is to
enhances the abilities and
skills of an individual in order

the productivity of a company.
Organizational training aim is based upon
specific objectives
to achieve their defined future
goals and objectives
(Chatterjee, Pereira and Bates,
2018).
Individual training is based
upon an open objectives.
Tenure It is for long term and as per the need of the
company
It is for short time period.
Purpose The purpose of organizational learning and
training is to overcome the employee's
weaknesses and through training session
they develop or increases their skills.
The main purpose of
individual learning and
training is to raise the
efficiencies of an individual in
order to overcome their
weaknesses.
Affect Through organizational training, employees
or co- worker will easily enhances their
skills that will help to attain goals of
company as well as personal.
This will directly affect an
individual's skills which are
helpful for their future
improvements.
Orientation This is completely based upon job – oriented This is based upon career
oriented.
Objectives This is done to improve the work
performance of an employees
This is help to prepare an
individual in order to face new
challenges for their future
improvement.
Focus It focus on present situation of an
employees. This training is provides by the
trained person who have the abilities to
solve the problems (Edmondson and
Harvey, 2018)
It focus on future of an
individual and individual
training is also provided by the
trained person who have the
knowledge related to specific

things which needs to be
overcome.
P4 Presenting the need of continuous learning and professional development to drive sustainable
business performance
Continuous Professional development are mainly helps to expansion of skills and through
continuous learning, employee of Whirlpool can learn different things and also increases the
knowledge which further help to raise the production level. In the context of Whirlpool CPD is
the expansion of all skills set in the response to a changing environment as well as new
development (Sitzmann and Weinhardt, 2018). As the company faces issues regarding the
performance level of their employees and to overcome the situation, company also uses
Continuous Professional Development to drive the sustainable business performance. There are
various benefits of using CPD which are as follows:
Learning cycle theory-
it is been typically represented by four stage learning cycles in which learner touches the
bases that includes following-
 Concrete experience- in this a new experience or situation has been encountered or
in reinterpretation of existing experience.
 Reflective Observation of new experience- this has a particular importance are any
inconsistencies between experience and understanding.
 Abstract conceptualization- in this reflection gives rise to a new idea, or
modification of an existing abstract concept. The person has learned from
experience.
 Active Experimentation- the learner later applies the ideas to the world involved
around them in order to see what happens.
 Through CPD, whirlpool can also maintain and enhances the knowledge as well as skills
which are needs to be deliver by a professional service user to the customers as well as
community which further help to raise or drive the sustainable performance of the
company.

 Continuous Professional Development also aware the up to date changes and through
this, new and sudden changes are also adapted by the professional into the work area
which helps to enhance the company's overall performance (Cook and et.al., 2018).
 In addition to this, Continuous Professional Development also contributes in a team in
such a way that it assist many employees so grab new opportunities and move into new
positions so that their defined objectives as well as goals can be easily achieved.
 It helps to gain competitive edge in the marketplace which further help to drive
sustainable business performance for Whirlpool. For example, in Whirlpool if it provide
perfect professional level training to their employees then it will enhances their skills
which help to produce the best output for the company and as a result company's profit
maximizes.
 Continuous Professional Development also fill the gap in more effective manner.
Business expansion basically required deeper and more diverse skill set in order to meet
out the demand of the environment. If the skills gap is minimised through CPD then it
will directly affect company's overall performance and as a result, employee performance
become higher as compared to past status (Greenberg and et.al., 2018).
 Furthermore, Continuous Professional Development also contributes in order to improve
the protection as well as quality of life, environment and sustainability. This is also
applies to high risk of areas which are specialises practice areas that can be further
improved by providing special training to those employees in order to drive sustainability
business performance.
 CPD also provide wider knowledge to the employees in order to creates positive impact
upon the quality of work. Through this, the worker of the company are easily gain high
competition in market and as a result, it will help to sustain its brand image in market
(Michel-Schuldt and et.al., 2018).
LO 3
P5 Understanding of how HPW contributes to employee engagement and competitive advantage.
Employee engagement is one of the most focal point in present workforce in terms to
bring high performance growth to the enterprise. The HR of Whirlpool are also facing number of
issues in terms to get engaged employees to work as there is problem with team management.

Thus, engaged, motivated workers and higher satisfaction leads to enthusiasm in the role and
overall growth of the enterprise. The term employee engagement is defined as an extent to which
employees feel passionate about jobs and are committed to the stated organisation. It is different
from employee satisfaction. With help of it, it can be possible to bring competitive advantage.
This advantage is the conditions that allows company in order to produce goods of equal value at
lower price and in fashion that is more desirable.
 Employee satisfaction is key to the company and at the time when employees are not
satisfied with their job, the lack of enthusiasm can impact the growth of the enterprise at
the large context. The effective working environment helps to produce quality work in
organisation as Whirlpool. Theses are the things that are the core element in order to
bring high performance work to the enterprise.
 The engaged employees are able to work faster, harder and stronger. This all leads to
have long term profitability to the enterpriser. In addition to it, employee are engaged and
feel that they are treated well by the managerial authorities. The employees should
develop the sense of responsibility in terms to putting their best efforts.
 Employee will feel more engaged at the work if they are happy, perform quality work this
all leads to develop the competitive advantage. This kind of things will be helpful in
order to set the thing in effective and efficient mode. Engaged employees feel that that
they are part of the enterprise and bring high performance growth.
LO 4
P6 Evaluation on different approaches of performance management and how it supports high
performance culture and commitment.
The performance management approach will be helpful in order to bring competitive
advantage to the enterprise. Thus, management behaviours and specific situation plays grater role
in terms to organise each thing in the systematic manner. In addition to it, this has been defined
in the following manner as are-
1. Management by objective- It is a process in which HR direct his role as to finds the
desired objectives and needs to attained and gives each employees the specific area of
responsibility. It is kind of personnel management techniques in which the managers and
employees work together to set, record and monitors goals for the specific period of time.

In this terms, it can be said that the organisational goals and planning are flows in top to
down manner and this all turns in to the personal goals for the organisational members
(Nardone, Johnson and Vitulano, 2018).
2. 360 degree feedback system- It is kind of feedback system in which employees receives
feedback from all the people around in relation to business activities. In 360 degree
feedback, the evaluation process can be carried out for the each employees (Buchanan
and McCalman, 2018). It is the course of executing his responsibilities in the expertise
mode. Thus, Whirlpool is adopting 360 degree feedback system in order to make proper
evaluation in the performance of employees. For example- The higher authorities
employees or HR can conduct feedback of employees by making interaction with one
another form peers.
3. Comparative approach of measuring performance- This is approach that work as to
provide ranking to each employees in relation to the others. This will helpful in order to
find out the specific capability of individual as per their performance. Thus, it can be said
that it is helpful in order to provide the number of the techniques for having comparison
such as forced distribution technique that works as to provide rank to the employees in
the group manner. It can be understood with help of example as Higher performance in
group is 20%, average is 25% good performance are 40% and 15% performance can be in
satisfactory performance.
4. Behavioural approach- In this performance of the employees can be measured with the
help of the effectiveness of the employees. Thus, it can be said that the self rating
instruments effectiveness on a five point scale will be helpful for analysing team
performance. In this, it can be said that effective performance can only be attained with
the help of organisation members (Park, Kremer and Ma, 2018).
5. Goal oriented approach- The term goal orientation can be defined as degree in which
person and enterprise can focus on task and end result. In this term,it can be said that it is
the kind of the strategy that defines the entities approaches its revenue and plans for the
future projects. In addition to this, it can be said that enterprise uses the vision statements
and core competencies in manner as to be stay oriented. Therefore, it can be said that it
plays crucial role in the management style and information technology projects.