Analysis of HR Practices and Performance in Whirlpool Corporation

This report examines the HR practices of Whirlpool, focusing on the skills, knowledge, and behaviors required of HR professionals. It analyzes a personal skills audit to develop a professional development plan and discusses the differences between organizational and individual learning, training, and development. The report highlights the ways high-performance working (HPW) contributes to employee engagement and competitive advantage within Whirlpool, and evaluates various approaches to performance management, including how they support a high-performance culture. The report uses Whirlpool as a case study, addressing challenges and providing insights into effective HR strategies for global organizations, particularly in light of the company's crisis in 2011.

Developing Individuals, Teams and Organisations

TABLE OF CONTENT
INTRODUCTION..................................................................................................................................3
P.1 knowledge skills and behaviour that is required in the HR professional as per the Whirlpool....3
P2. Analyse of personal skills audit to identify appropriate knowledge, skills and behaviours and
develop a professional development plan.........................................................................................5
TASK 3................................................................................................................................................7
P.3 Differences between organisational and individual learning, training and development............7
TASK 3....................................................................................................................................................9
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within Whirlpool...........................................................................................9
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment in global organisation
with special reference to the case study Whirlpool.........................................................................10
CONCLUSIONS.....................................................................................................................................12
REFERENCES.........................................................................................................................................13

INTRODUCTION
In the organizations are the present times it is very important to develop and motivate
the employees who are working in the organization. Developing an individual, team and the
whole organization is the most effective and inspirational task which is performed. The
present report is based on Whirlpool which is an American multinational corporation of
manufacturer of home appliance. The report will cover the employee’s knowledge, skills and
behaviours which is required in a HR professionals. It will also through some lights on the
factors to be considered and evaluating inclusive learning and development to drive
sustainable business performance. Further the report will include all the knowledge and
understanding to the ways in which high performance working (HPW) contribute to
employee engagement and competitive advantage. At the end of the report it will be
concluded the ways in which performance management, collaborative working and effective
communications can b support high performance culture and commitment. The whole report
will cover Whirlpool as the high performance culture as the company crisis in 2011.
TASK 1
P.1 knowledge skills and behaviour that is required in the HR professional as per the
Whirlpool.
In each and every organisation human resource manager is the key person to handle
the organjrion with their knowledge, skills and behaviour. As the whirlpool is the biggest
organisation in which some of the issues have been arise in the organisation in the
management side. As then human resource manager is not effective and they required certain
Knowledge, skills and behaviour such as follows:
Knowledge required in the Human resource professional:
Administration management: as these the most important knowledge required by the
human resource to perform the day to day operation of the organisation. The way whirlpool
has been failed to perform operation work in effective manner due to poor kwloegde of
administration management by the human resource professional (Pinjani, P. and Palvia, P.,
2013).. It is the responsibility of the human resource manager to maintain the each and every
data of the employees. As the compensation management in which the employee salaries and
wages will be determined according to the leaves taken by the employees. These are the
duties has to perform to an HR professional which they required specific knowledge of
administration management.

Computers and Electronics: These can be the technology knowledge required the human
resource manager it can be computer and electronic knowledge which can be Microsoft excel
and software related in whirlpool are the most important aspect for the effective operational
work that can be done through the different programmed and application in the organisations
(Mendenhall, M.E. ed., 2012).
Skills required by the human resources professional:
Negotiation skills: for every human resource these most important skill to deal with the
employed in the organisation. As in the whirlpool most of the employees are not happy with
the decion of the human resource manager (Katzenbach, J.R. and Smith, D.K., 2015). Also
the employees have the demand to give extra sakreis and wages on the hours basis but the
human resource manage is not effective to negotiated with the employees to bring the
common objectives for the organisation and employees.
Communication skill: if the human resource doesn’t have this skill in them it might be
possible to having more conflvts in the organisation and confusion will be ore in between the
employees and management (Drury, M., Conboy, K. and Power, K., 2012). As the
communication can be both verbal and nonverbal. If the human resource will be focus only
on verbal communication and not to the nonverbal than a proper management will not be take
place.
Behaviour required in human resource professional:
Leadership: if the human resource professional behave as the leader in the organisations will
help to achieve the organisational objectives with the proper motivation and collaboration
among the team member can be transfer by the better style of leadership. But in whirlpool it
is not possible from the human resource mange to behave as leader in which so many
conflicts have been arise in the organisation.
Adaptability: if any situations have been arise where the plan need to be changes according
the situation at that time human resource manage need to behave to adjust all the plans
according to the requirement of the organisation.
P2. Analyse of personal skills audit to identify appropriate knowledge, skills and behaviours
and develop a professional development plan.
As in the every organisation human resource will be key person who have the
different personal skill to bring the organisation in the systematic manner for the various roles
and responsibility perform in the organisations. If the proper auditing will be done of the

personal skill that will help to prepare the development plan in which the whirlpool will be
benefited in the future. If these plan will be excite well according to the analyse after that
human resource professional in the whirlpool. Following are the personal skills which are
necessary to analysis in the human resource professional such as:
Analysis of communication skills: as these the most important skill for the human resource
professional which they need to be improver in the organisation by the human resource in
which they can easily form the better presentation and speeches in the organisations. For the
whirlpool these the most common problem for them because of poor communication by the
management to inform employees about various strategies that are to be implement for their
sake of interest which can be meet mission and vision but human resource is not able
communicate in an effective manner. If the communication skills of the HR in whirlpool
should be more verbal in which the facial expression, gesture and posture will be not
considered(Erez, M., Lisak, A., Harush, R., Glikson, E., Nouri, R. and Shokef, E., 2013).
While in the non-verbal communication will give more understanding of the employee’s
problems in the organisation to solve the conflicts in the organisation.
Analysis of interpersonal skill: for the human resource manager of whirlpool it is a
weakness for them. As the interpersonal skill is the most important aspect in HR professional
which can be helpful in the day to day operation as well to give trainings for improvement in
the employees to develop them to achieve the organisational objectives. As the organisation
is suffering the problems to undesadt the problems of the employee beusye of the poor
interpersonal skill of HR which results to bring more adverse impact on the organisation as
well on employees
(Goodwin, N., Dixon, A., Anderson, G. and Wodchis, W., 2014). It is necessary to improve
the socla connection with one to one interacting with other individual in the organisation to
know about their needs and requirement from the organisation. So in the development it is
important to add this skill to take necessary step by the HR.
Analysis of Information and technology skill: it the most important skill for the HR
professional in the to take the effective operational task in the organisation for effective
resources they can be then software and application in the organisation used to manage the
activity (Amabile, T., 2012). If the HR is not able to work on the organisation system that can
be hindrance in the professional career.

Development plan of HR professional personal skill according to auditing in context of
whirlpool.
Audit of personal skills Activity performs to
improve the skills.
Time period to
improve the
skills
Judgment of key
person
communication skills It is important from the
analyse that the HR resource
need more better
communication which has
to improve with the lectures
and presentation techniques
are some of the activity that
can be considered(Serrat,
2017)..
2 month Colleagues and top
management
interpersonal skill If this skill will be improve
in the HR of whirlpool it
will give more benefited to
employees and origination
(Salas, E., Tannenbaum,
S.I., Kraiger, K. and Smith-
Jentsch, K.A., 2012).Thee
skill can be improve with
interacting with people and
part in the workshop.
3 month Trainer and
employees.
Information
&technology skill
The purpose this skill is to
bring the better operational
task in the personal and
professional life. As the
basic understanding of the
computer and ecology with
the help of workshops.
4 months Tutor and top
management.

TASK 3
P.3 Differences between organisational and individual learning, training and development.
In the organisation the most important activity is to give training to employees to
improve their skills. As the purpose of these training is to develop the individual learning as
well to organisation learning to make the balance between personal and professional life. But
the major difference between organisation and individual learning, training and development
have impact on the growth.
Organisation learning: as it refers to the learning which can be purpose to develop the
individual for achieve organisational task. The more organising learning gets to an individual
to bring the proper development and growth in professional career. It can be the on job or the
off job learning it depends on the management to give the learning on the basis of needs of
employees. But sometime organization learning is more costly and due to burden on the
management this type of learning to improve the efficiency in the individual career. That
make them more skilled for the particular software used in the organisation or the new
application launching are the main purpose for organisation learning.
While the individual learning will help to growth in the personal and professional career and
willingness to learn will bring for more development will help to get the better position in the
society. In the individual learning self goals are priority which is ha to be fulfils in any
manner. Individual learning outcomes can create more opportunity in the personal and
professional life.
Training: The motive for training is to develop specific skills and knowledge about the
particular fields. It can be effective on the basis of training knowledge and mode of training
given to the employees or individual. For the organisation training can be on the job and off
job training. In on-job training individual get the practical knowledge and different system of
the work (Woodcock, 2017). While the off job training can get from workshop or special
session on taken by the superior of the organisation. After training it may be possible to
measure the performance which can be negative or positive outcomes depends on the
effectiveness of training and delveer of training according to the employees need.
Development: if the training can be given than the development in individual in personal and
professional career will be take place. But the development can be overall development in
terms of beliefs; attitude and behaviour will cages in development. For the organisation

development of the employees need to meet different goals as well to make the identity in
society in front of friend and colleagues.
P4 the need for continuous learning and professional development to drive sustainable
business performance in the United Kingdom.
For all organisations each and every individual require the skill of learning.
Nevertheless it is significant aimed at the individual to continue learning and professional
development. The more they require well practical learning will benefit to additional training
behaviour of an individual which will provide well outcome in organisation. Subsequent
object for essential of continues learning and professional development.
Future employability: These is the greatest significant for individual to continues learning
which determination of advantage in upcoming employability which self-control value to
provide advanced development in the occupations. As the continues learning for self-control
to get skill l to achieve in employments (Huettermann, Doering and Boerner, 2017). For well
promoting and to develop the competence through the employability in upcoming needs
professional development. For each individual occupation to self-control for contribute well
learning in their life such as the kind of roles and responsibility prearranged for them which
can remain additional development by continues learning.
The growth of team: In all associations group will be executed on the basis of individual
skill. If the recital of individual is not operative in the administration will harm the group
development (Hawkins, 2017). Thus continues learning remains greatest significant portion
in individual and specialized occupation. If the team spirit is better than possibilities of
individual learning will be more. Therefore it is significant in continues learning for actual
team development in organisation.
Retention: Human resource self-control and significant character in organisation. As they
require to retain the staffs to keep the equilibrium of labour in organisation (Mattarelli,
Tagliaventi, Carli and Gupta, 2017).The additional the continues learning spirit remain to
implement by organisation for worker will be appropriate fewer to dispensation the
employments and as human resource require to carry the well rules on behalf of to retaining
of member for instance existing knowledge in organisation through diverse individual. If the
staffs are not capable to sensation portion of organisation now which human resource
organise well activity to involve the worker in organisation.

If the continues learning besides skilled improvement will increase the development of an
individual recital as sound support in upcoming employability. The additional the different
work dynamism in administration the knowledge will be continues aimed at individual. It is
similarly essential to keep the actual and real worker in organisation to bring out upcoming
requisite of organisation. Uncertainty the worker not capable to execute in the
organisation(Ham, C. and Walsh, N., 2013) it determination of duty of administration to
deportment the dissimilar teaching for worker to additional actual and proficient act can
acquire to the individual.
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within Whirlpool.
Meant for each organisation human resource will attempt towards carry out the certain
movement to connect the workers for enhanced outcome in their employment. High
performance working organization is believed of dissimilar practice of human resource. This
exercise will to augment the worker performance in establishment. These be able to exist by
means of facilitate of better selection, training and performance appraisal recompense in the
organisation. The high performance would be depending upon employee’s aptitude of
learning and development in organisation (Coetzer, Bussin and Geldenhuys, 2017).
Implementing this movement help definite by attainment the constancy of effort they develop
keen on more dedicated toward the firm. It in addition increases the work satisfaction of
employees and allows them. HPW have noteworthy impact on the approach of personnel it
has optimistic behaviour on their outlook and improved the managerial citizenship behaviour.
It will have an effect on to all the partition in organisation with superior process effort can be
finished with skill of every section. As method will help to employee performance in
administration by way of completing of superior performance in institution. While the human
resource will be centre on the distorted practices in organisation such as selection and
recruitment of the employees as well split the information and performance management will
help out to better worth performance in organisation.
The same as this practice will help acquisition job satisfaction and commitment which
participate main role in altering the observant and attitude of employee on the way to the
firm. These performance draw, develop and maintain the human resource of firm. This
practice play most important job in enhancing the skills' knowledge ability of employee and
inspire them to attain the privileged level of output this also facilitate in attractive the

performance of complete organisation (Rock, D., 2014). This practice if used in effectual way
to help in reinforcement the connection between employees and encourage employee relation.
The more the enhance relation among employee will bring the better performance in
organisation. The worker empowered by the changed about in establishment which will
create that employee performance more crucial. Beginning the HPW index of expansion will
be increase in organisation. Better training is essential for the capable effective of firm it has
too been noticed that empowerment doesn't provide required consequence if proper training
is not given to employees. This practise will provide the organisation to retain the employee
as well. It will help to increase the recital in organisation (Trong Tuan, 2017). The more they
try to convey out activity used for the employee higher performance will get as of such
movement swell the employee fell prompt. In addition the employee performance is the
imperative job in organisation that in will realize the organisational objectives. So it is
essential for the administration to apply the HWP which will offer more very important
result in organisation in the midst of training and development of employee as well the
employee will be added accountable in the direction of the organisation to take changes in
structured and well the potential plans.
Results From worker engagement in the association.
 Increment manageability: association is produced using gathering of capable handy
workers. Without the devotion or cooperation Whirlpool never complete his work on
time. It encourages business to maintain in the tremendous market. Great group
building advances new strategies for success and vital getting ready for the
association.
 Representatives Coordination: worker engagement additionally gives loads of
coordination with the other colleagues this is the procedure when representative gives
his untouched to organization development. Furthermore, gives best administrations
for the advancement of Whirlpool. Representative engagement is the work which
includes intrigue and heaps of teach regard coordination towards the assignment so
organization accomplish their goal inside the given structure.
 Aides in basic leadership: Employee engagement likewise helps in basic leadership
process by given new musings and thoughts with the goal that organization increment
their future openings. Representative engagement is vital for future improvements and

give new item and administrations as indicated by the requirements and needs of
clients.
TASK 4
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment in global
organisation with special reference to the case study Whirlpool.
There are different approaches to performance management and this important for
management to see that all the employees are performing in organization. There are many
approaches which enable the management to get the involvement of the employees like:
Collaborative approach- inside association it is significant to attain the objective by means
of help of improved performance. Since the better harmonization min organization will assist
them to run the performance of staff (Curtis, Anderson and Wrigley, 2017)
. The collaborative approaches resolve aid out the organization to retain the employee’s
organization better. but some even will open the dissimilar basis during business every one
the partition of worker will create labors shape flourishing completion of that occasion in
which organizational performance be able to be mange effortlessly in front of the additional
competitive marketplace.
Result approach- because the consequence approaches determination aid to bring out the
conclusion result of the performance management in organization. This kind of approaches
will require occasion as well as cost of the business which will carry worker underperformed
in organization (Dong, Bartol, Zhang and Li, 2017). Result approach requires better effect in
conditions of employee performance in addition to organizational objectives.
Comparative approach- this type of the approaches will aid to contrast the performance of
the organization. Person wills employment for better result by means of comparison of other
competitor. When in this approach will make the improved design among presentation of
graph and plan in front of the management toward recognize the individual performance also
team performances in organizations. Towards the help in select the better appraisal technique
is able to be acknowledged in organization. Whirlpool resolve will help to direct the
employee performance with the comparison approaches as they contain the improved
appraisal scheme make the additional lively effect for organization (Rego and Liu, 2017)
. Employees are the majority main in organization as the Whirlpool include adopted the 360
degree appraisal system in organization to management the employee performance as

consequence all the employee and further separation will provide appraisal on performance of
employees.
Behavioral approach- the usual team approaches on behalf of the performance management
in organization to remain the recovered management. Within this approach there are two
types of approaches which are BARS or BOS. During which can helps employees are assess
on the source of organization put of performance appraisal(Bolman, L.G. and Deal, T.E.,
2017). As the system can be used by the Whirlpool organization to bring the enhanced
performance of employee it will help to create easy judgment in front of management on the
basis of diverse approaches except above mentioned three companies be capable of also use
other approaches for instance result approach or amount approach for the good assessment.
Through this evaluation business can assemble essential steps for the development of
employees.
CONCLUSIONS
From the above report it has been concluded that there various knowledge, skills and
behaviours in an employee which is required by the HR professionals. There are many factors
which are to be considered to implementing and evaluating inclusive learning and
development like the leadership skills which are very important. There is difference between
organisational and individual learning like organisational learning are meant for only to
achieve the objectives of Whirlpool. There is a need for continues development of the
employees at Whirlpool and number of different approaches like collaborative and quality
approaches to performance in the management. High performance culture is the process of
management to have transparent and open culture so that employees can involved in decision
making process of management. In the organisation there must be communication and
collaborative working so that the employees get motivated and satisfied with the
organisation.