Developing Individuals, Teams, and Organizations: Whirlpool HR Report

This report examines HR management practices within Whirlpool, focusing on the development of individuals, teams, and the organization. It begins by outlining the essential professional knowledge, skills, and behaviors required of an HR professional, followed by a personal skills audit and the creation of a professional development plan. The report then differentiates between individual and organizational learning, training, and development, emphasizing the need for continuous learning. It further explores the contribution of high-performance work systems to employee engagement and competitive advantage, and concludes with a discussion of different approaches to performance management used by HR professionals. The report uses Whirlpool as a case study to illustrate these concepts, providing a comprehensive overview of effective HR strategies.

Developing Individuals,
Teams and Organisations

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Professional knowledge, skills and behaviours that are required by HR Professional.....3
P2 Analyse personal skills audit to develop a professional development plan......................5
TASK 2............................................................................................................................................8
P3 Difference between organisation and individual learning, training and development......8
P4 Analyse need for continuous learning and professional development for sustainability 10
TASK 3..........................................................................................................................................10
P5 HPW contribution to employee engagement and competitive advantage.......................10
TASK 4..........................................................................................................................................12
P6 Different approaches to performance management used by HR professional................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
There are three major elements in a business organisation which are individual, team and
company itself. Developing an individual will lead to development of members of teams and will
eventually lead to development of entire organisation. This development helps in increasing
profitability and productivity of a firm. Team building is also important to conduct business
activities in proper way by maintain collaboration among team members. Whirlpool is the
chosen organisation for this particular report (Amabile, 2012). It is a popular multinational
company which mainly deals in electronic segment. This report includes knowledge, skills and
behaviour required by an employee to be an effective HR manager and a personal audit plan
which will help in analysing the strengths and weaknesses of an employee. A comparison
between individual learning and organisational learning along with training and development is
given. Moreover contribution of high performance working to employee engagement and
competitive advantage is mentioned.
TASK 1
P1 Professional knowledge, skills and behaviours that are required by HR Professional.
The major concern area of each small and large organisation of business is to manage their
business operations in an effective manner so that they can increase their growth and success at
market place. Personnel manager is treated as a crucial part which has a huge control on overall
business activity of the firm. The potential obligation of HR professional is to manage and
sustain workforces in order to execute all business operations effectively. In the professional for
HR various activities are involved like recruitment, staffing, development, training,
compensation and performance appraisal is included. As a large business organisation the HR
manager of Whirlpool is concern on implementing effective manpower in respect to execute all
business activities in the manner of attaining desired objectives (Ford, 2014). There are various
professional skills, knowledge and behaviour that are required to be developed by HR of
Whirlpool, that are stated as below:
HR professional require to have following knowledge which are explained as below:
Training and development Techniques: This refers as the primary requirement for a
manager needs to have, as the HR professional of Whirlpool needs to have appropriate
knowledge about the tools and techniques of training and development so that proper knowledge

can be provided to their significant workforces. Training and development is an essential process
which plays effective role in providing significant knowledge and working ability to the new as
well as old employees, so that organisational activities can be implemented in appropriate
manner.
Contract Law: This is also an essential knowledge base which is required for the HR
professional to develop for the smooth functioning of organisational operations. For the purpose
of maintaining the multiple functions of a large business organisation, the HR Professional of
Whirlpool needs to have significant knowledge about the government laws and legislations that
are created by government bodies (Goetsch and Davis, 2014). Along with this a professional also
needs to have appropriate knowledge about contract laws, fairness of business functions,
employment law, transparency law etc. In respect to addressing the issue that are caused by the
less knowledge of government laws and policies.
HR professional require to have following skills which are described beneath:
Communication skills: This is fundamental ability which HR professional need to have for
oversees and guide workers to lead exercises in capable way. In Whirlpool, HR manager have
great collaboration abilities which characterize that they provide data and information to
individuals about the targets and aims which are require to be attained by them for reaching at
the stage of potential profit. Along with this, they additionally give them guidance and direction
to individuals to influence them to perform undertakings viably and convey quality electronic
things to individuals.
Problem solving ability: The HR Professional of Whirlpool needs to implement good
relationship with their employees so that it is easy for them to provide solution for their issues
and conflicts. For attaining appropriate solutions employees feel motivate to be worked in more
professional manner. This create value for management to retain employees for long run of
business operations.
HR professional require to possess appropriate behaviour to manage workforce are stated
below:
Ethics: HR expert of Whirlpool require to giving positive workplace to subordinates. Along
with this, they even plan code of ethics to coordinate individuals and influence them to perform
exercises in significant way. This likewise assist them with overcoming issues between
colleagues and persuade them to perform undertakings viably. Organization faces conflicts in

regards to brand image and working of group for which HR manager require to make
straightforwardness in framework by giving data to individuals about obligations that require to
be performed.
Confidentiality: HR Manager of an organisation needs to keep the personal data and information
confidential in nature and the personal activities of Whirlpool needs to confidential, so any kind
of miss conduct will not be taken place.
Hence, administration of Whirlpool considers all change and adjustments that were
required for upgrading organizations execution and market position. HR manager of Whirlpool
have led research which state enhancement in work procedures of firm with help of changes that
were made in framework and business activities (Huang, 2014). They moved their worry to
operational issues. Meeting were composed at interim of three to five months to settle on fitting
choices and use their time by offering significance to profitable activities. Along this, workers
needs and requirements are given esteem which assist administration with having committed
staff which execute exercises successfully. With help of off-site meeting, unrivalled recognize
key issues and overcome them convenient. Consequently, this assistance organization to keep up
company's brand image for being driving electronic organization.
P2 Analyse personal skills audit to develop a professional development plan.
Each individual has some own skills and ability to work in a professional manner. The concept
of personal skill audit helps HR Manager to analyse their skills, knowledge and behaviour which
HR needs to posses to have appropriate human resource to implement all business operations in
effective manner (Hirst and et. al., 2011). Whirlpool operates their business operations at global
level and it is essential for the firm or its management to have appropriate skills, knowledge and
behaviour like communication skills, problem solving skills, conflict management skills etc.
Professional Development plan: It is a method by which a person formulate goals, strategies and
results for training and learning .Thus, these are objectives to improve communication skills and
other abilities for enhancing their skills and knowledge that are associated by me in appropriate
manner.
Professional Development Plan
Requirements Person
al
Gap Remedial action and
strategy
Deadlines
for
remedial

Audit action
Knowledge:
 Contract Law
 Training and
development
6
9
The HR professional
needs to improve the
knowledge regarding
contract law with
reference to analyzing
different company laws
and legislations that are
effective for proper
execution of business
operation.
HR Professional also
required for develops
their training and
development knowledge
as to rendering effective
knowledge and working
criteria to execute their
assigned role in effective
manner.
The knowledge
regarding company
law is enhanced
through attending
multiple short law
courses in respect to
take appropriate
legislative action for
organisational benefits.
The training and
development
knowledge can be
enhanced through
attending various
training and
development seminars
and practical sessions.
1 Month
Skills
 Communicati
on
 Problem
solving
9
7
I have got effective
communication skills by
which proper
information and details
regarding organisational
operations are provided
to the employees by me.
Problem and issues are
uncertain in nature which
is essential for me to
resolve in effective
Study about HR
professional concepts
and theories to expect
various means and
methods to solve
conflicts and make
members work in team
properly.
On going
1 Week.

manner for retaining
employees for long run
of business activities.
Behaviour
 Ethics
 Confidentiali
ty
10
9
The proper maintenance
of ethics and
confidentiality is
essential for a HR
Professional in respect to
conducting business
activities in effective
manner.
Ethical behaviour can
be enhanced through
gaining knowledge
from higher authority
of firm or attaining
idea through reading
books in which
business ethics are
mentioned.
on going
Along with this, professional development plan causes individual to asses strength and
weaknesses to use opportunities and increment in their career. For this, learning projects and
advancement sessions to enhance aptitudes and information in as indicated by new and higher
employment position. Consequently, individuals can conquer their weaknesses and improve
capacities to lead exercises in innovative and creative manner.
Strength: Whirlpool is large business organization which assists me with learning new things
and increment abilities to perform exercises in viable way. Along this, I additionally gain
information to work in powerful culture that is organization require to work in as per economic
situations. This advantages me to improve by capacities and plan imaginative and innovative
thoughts for advancement of organisation.
Weaknesses: I even have certain issues which are connected with changes in framework that is
cutting edge innovations are actualized to give inventive items to purchasers. Along with this, I
need to go to constant learning projects to make up gradation in my abilities and information.
This is a time and cost consuming tools, which influence on basic leadership and decision
making exercises.

TASK 2
P3 Difference between organisation and individual learning, training and development
In today’s business environment competition is so high at market place and for maintaining
organisational position within the market place, it is essential for firm to provide training and
learning session in respect to developing their personal as well as professional skills (Levi,
2015). As a large well reputed company whirlpool is operating its business operation in dynamic
environment. The major role of HR Professional is to make appropriate changes in organisational
system b implementing advance tools and technologies within the work place as to attaining
significant growth within market place.
Individual learning: It is allude to process which is directed by individual to learn and upgrade
information. This assistance individual to plan imaginative and innovative thoughts which are
utilized to execute work in profitable way. For this, online and offline training session and
learning classes are embraced by individual to enhance their capacities to execute organisational
operations in successful way.
Organisational Learning: This idea characterize that organization require to have talented and
skilled individuals which can lead work and achieve objectives and targets inside characterized
day and age. HR expert and better need than have capacity to guide individuals and urge them to
perform undertakings in capable way. Other than this, representatives require to have specialized
learning and capacities to execute exercises and finish targets opportune.
In regards of Whirlpool, as a large business organisation Whirlpool has their operations at
multiple geographical areas (McCormack, Manley and Titchen, 2013). The major obligation of
HR manager is to retain employees for long run of business operations and employee retention
helps the firm in saving extra cost of hiring new employees.
Consequently, training and development programs is created by HR expert of Whirlpool
to upgrade capacities of representatives and make them able to perform exercises in better way.
Along with this, staff people likewise gain knowledge and skills to execute creative thoughts in
firm to make quality electronic items and with cutting edge traits and highlights in as per needs
and wants of individuals.
Differentiate between organisation learning and individual learning:
Basis Organisation learning Individual learning

Definition This strategy characterize that HR
professional require to have skilful
individuals to lead exercises adequately.
For this, training and development sessions
are led to upgrade abilities and learning of
staff.
It is a process which is
connected with the proper
execution of the tool of
performance in order to
recognize capacities of
employees. This assistance
helps them to give learning
and data to individual about
obligations and assignments to
influence them to perform
exercises viably.
Purpose HR professional targets to enhance
capacities of representatives so they can
work with most recent advancements and
tactic tools to produce innovative and
creative products (O'leary, Mortensen and
Woolley, 2011).
An individual’s major motive
is to work in association and
improve their aptitudes that are
based on problem solving,
specialized learning to moving
forward towards professional
growth.
Training Development
Training is consist to be the effective process
which is allude to upgrading specialized and
mechanical abilities and information of
individuals. This assistance HR professional to
lead business exercises viably and make staff
work with cutting edge innovations.
Improvement is long haul movement which
involves exercises that are directed by HR
expert to upgrade hypothetical and calculated
learning of representatives to have finish in
arrangement about administration ideas and
framework process.
P4 Analyse need for continuous learning and professional development for sustainability
Continuous learning is refers as a process in which an individual require to enhance abilities,
skills and knowledge to lead organisational activities in compelling way. The compelling

activities of the Whirlpool are implemented within dynamic business environment in which HR
manager requires to executing business exercises in effective and innovative way. For this, HR
professional requires to lead training and development process to upgrade capacities of
individuals and make them able to build imaginative and inventive thoughts for improvement of
organisational system. In this way, HR expert and subordinates can build up their expert
aptitudes, professional skills, ability and knowledge to execute work in capable way and achieve
targets opportunities (Pinjani and Palvia, 2013).
In the business context of Whirlpool which is a well reputed and multination company
and operates its business operations globally through its outlets. For this, HR professional need
skilled and talented individuals which can perform tasks and convey quality electronic items to
purchasers to continue position and high competitive edge in market. Constant learning and
professional development are both basic strategies which has a huge impact on the business or its
activities. These are two strategies which encourage HR manager to lead training and
development sessions to upgrade information and aptitudes of staff to implement improvements
in electronic things and give high-tech featured products to individuals. Along this, as Whirlpool
is universal firm which conducts operations all over the globe and provide effective learning
process to individuals to function in organization, accordingly recognize new strategies and
systems.
Honey and Mumford learning styles
This style was implemented by Peter Honey and Alan Mumford in 1986. Rather then
asking people directly on method of their learn they prepare a questionnaire that inquiry about
the tendency of general behaviour of people. The four learning styles used under this are
mentioned below.
Activists: It includes those people who do the tasks and learn. The activities of learning
under this can be brainstorming, problem solving, puzzles, role plays and may more.
Theorists: The learners under this process need ideas, models and truths with a particular
ending objective so that they can participate in process of learning. The activities of learning
under this are stories, background information, applying concepts theoretically and many more.
Pragmatists: The learners under this learning style have potential to practice their
learning in their daily routine. They usually experiment with new ideas and experiences and to
see their result is their mode of action. They learn better by taking time to give a thought on the

method to be used for applying their learning in reality, problem solving, case studies and
discussion.
Reflectors: The person under this learning learn by visualising and considering the things
happening. Pair discussions, feedback from others, coaching, interviews and many more is been
liked by learners.
Barriers to CPD Inappropriate knowledge of goals: When the person do not know what goals does needs
to achieve in his life can be a barrier for personal development as when a person do not
have a adequate knowledge about goals one cannot do its process of development.
 Lack of resources: If a person do not have proper finances than one cannot take classes
for their training and development which can be a disadvantage for process of
development. As taking regular classes for development is not possible for without
money.
TASK 3
P5 HPW contribution to employee engagement and competitive advantage
High performance working considered as an appropriate practice and it is completely held
by HR professionals for enhancing association operations in regard to conditions attaining high
brand reach in market. For this, top level management of the firm is responsible to have
appropriate work in respect to adequate management of organisational activities. Along with
this, HR manager needs to provide appropriate information to their workers to give them
effective capability and focuses to conduct all operations in systematic way. For this, preparation
and advancement are directed by HR to enhance aptitudes and learning of staff individuals to
influence them to perform assignments viably and achieve focuses inside characterized time.
These are different exercises of HPW or high performance which helps HR expert of Whirlpool
to enhance employees performance and establish competitive edge is determined as below:
Human Resource Practices: It is fundamental that HR manager needs to have talented and
skilful individuals to execute business exercises successfully and achieve objectives and goals
inside determined period (Seibert, Wang and Courtright, 2011). For this, HR expert of Whirlpool
lead recruitment, staffing, training and advancement, execution evaluation. This assistance them
to have skilled subordinates which direct exercises in imaginative and innovative way. Along