Developing Individuals, Teams, and Organizations: Whirlpool Report

This report provides a detailed analysis of human resource management within Whirlpool, focusing on the skills, knowledge, and behaviors (KSB) required of HR professionals. It explores the importance of KSB in determining effective strategies and policies for managing the workforce, including identifying the necessary skills like multitasking, communication, and decision-making. The report also analyzes personal skills through a SWOT analysis and a professional development plan. Furthermore, it examines the differences between organizational and individual learning, and the distinctions between training and development. The report emphasizes the need for continuous learning and professional development for improved business performance, including increased productivity and reduced employee turnover, providing a comprehensive overview of HR practices and their impact on organizational success.

Developing Individuals,
Teams and Organisations

INTRODUCTION
In an organisation, continuous development of employee is necessary in order to maintain
business performance for long term. For this, Human Resource (human resource) manager plays
a crucial role in providing various skills to employees. Human resource which business
performance can be increased leading to growth and development. Knowledge, Skills, and
Behaviour directly affects the culture of organisation and its operations. This report will give a
brief information on different knowledge and skills required by HR. It focuses on difference
between T&D as well as individual and organisation learning. Further, this essay shows how
HPW contributes to employee engagement within an organisation. Moreover, different
approaches of performance management are discussed. (Bolman, and Deal, ., 2017).
For undertaking this assignment, organisation selected is Whirlpool. It operates in
manufacturing sector in different countries.
TASK 1
P1Determining appropriate skills, knowledge and behaviour that are required by human resource
professionals
Human resource plays a crucial role in managing the overall organisation. They perform
in strategic manner that helps employees to improve their productivity. It is mainly dependent on
human resource aspects of their work i.e. Knowledge, Skills and Behaviour (KSB). It must be
present in human resource professional to perform their work and identifying employee abilities
and skills. With KSB, they develop effective strategies and policies that leads in managing
workforce effectively. Their aim is to employ right candidate at right place to maintain a balance
between staff members and work load. This ensures that employees are able to perform
according to their capabilities. In order to determine KSB required in human resource, a tool is
used (Herrmann,. and Herrmann-Nehdi,, 2015) It is called profession map that consists of human
resource basic principles. As a human resource consultant in Whirlpool, several skills are
required:

Multitasking- human resource professional should be multi-talented i.e. to solve problems by
making strategies. He/she should have ability to manage several things at the same time. For
example- solving employees issues by communicating with top management.
Personnel- It indicates that human resource manager should possess information on principles
and policies regarding hiring of employee and many other things. Also, he/she must know
various training methods along with salary slip and compensation policies (.Ford, ., 2014.)
Government laws- This states that human resource should have knowledge about different
government rules and regulations. Also, about various acts that are made by institutes or trade
unions.
Conflict management- A vast knowledge relating to conflicts that occurs must be known. It will
be useful in identifying each party needs and what actions can be taken to solve them. This helps
human resource to provide guidance about methods that can be used to solve conflict.
Dual focus- It is required to maintain balance between top management and employees. It
enables human resource to create policies that do not create any conflict. This is important
because they have to take decisions with regard to employees.
Communication skills- human resource acts as a mediator between employer and employee so
it is very important to possess effective communication skills. It ensures smooth flow of business
operations within the organisation. A proper hierarchy containing instructions should be
designed by human resource. Along with this, writing and speaking skills are also necessary.
Organisation- They must possess some basic organisation skills and knowledge to deal with
different kinds of people and business environment.
Negotiation- This is the basic skill that relates to solving issues. As conflicts are the most
common thing that happen; thus, human resource must know about different negotiating styles
which can be used to negotiate (Katzenbach, and Smith,., 2015)
Discrete and ethical- It is very important to keep confidential information and secrets of
business. So, human resource must be ethical knowledge of keeping secrets away from
employee.

Decision making- It is the first and foremost skill that is required in human resource. These
skills ranges from employee recruitment to termination. It has to be taken carefully as it can
hamper business strategies and objectives.
M-1 Professional skills that demonstrate evidence of personal reflection and evaluation.
Professional skills:
 Training and development- human resource should possess these skills so that it can tell
employee about the benefits of training for their growth. With various training methods
effective training should be provided to employee. It enables them to achieve their goals
and objectives.
 Mediator- human resource acts as a mediator between employer and employee by
creating a positive working environment. It is done so that employee can freely share
their issues and problems (Burke,. and Noumair,, 2015). This also builds strong
relationships between them.
 Increasing communication- A flexible communication structure is made by human
resource to provide ease in communicating. It increases interaction among employee
within Whirlpool. This is done by developing policies and giving instructions to
employee.
P2Analysing personal skills, knowledge and behaviour to develop a professional development
plan
The human resource department recruits employees at right place and according to company
requirements (.Woodcock., 2017). Effective candidates are needed to perform the required task.
human resource should possess professional skills that is needed by the organisation. If employee
will not be having appropriate skills and knowledge they will not be able to fulfil business goals
and it will result in wastage of time and money. Also, various types of training needed and
training methods available should be known to human resource. it will help to provide training to
new ones to perform business activities. Apart from this human resource must have enough
knowledge about how employee relations are kept, laws, job interview process, etc. A complete
information on these subjects will be very helpful for human resource in providing the best

employee to organisation for long run. human resource must ensure that no discrimination
activities are practised or followed. This will create a bad image and harms the culture of
organisation. Also, it is the responsibility of human resource to create a healthy work
environment and to maintain the culture of organisation. human resource should know the value
and beliefs of employee and accordingly take decisions.
SWOT analysis
Strengths
I can easily manage different activities and
complete it on time.
I can easily solve issues of people. I am a good
negotiator.
Weakness
In difficult situation I am not able to take
effective decision.
I am not able to work in creative way.
Opportunities
I want to learn different HR software that will
help me in increasing my skills.
Threats
Constant change in trends of organisational
culture.
Sr. No. Learning
objectives
Target
proficiency
1 = Weak
5 = Strong
Current
example
Success
criteria
Time span
( Week )
1 Leadership
skills
2 I can work
effectively
with leaders
that helps
me to
enhance my
skills.
It will help
me in
becoming a
great leader
4 week

2 Decision
making
skills
3 I am not
able to take
effective
decisions in
critical
circumstanc
es.
I will be
able to work
in
challenging
environment
.
3 week
3 Communica
tion skills
1 I am poor in
this skill as
I get
nervous
while
communicat
ing with
others.
I can
become a
good
listener and
speaker by
improving
this skill.
8 week
TASK 2
P3 Difference between organisational and individual learning
Learning is known as acquiring skills or knowledge on different subjects. The most
common type of learning are individual and organisation learning. It helps in gaining skills or
knowledge but in different manner and environment. Organisation learning refers to knowledge
given for specific purpose or tasks. It is then measured with set standards or roles. On the other
hand individual learning is a user specific learning that firstly educates a person by assessing
their existing skills and abilities. Some more points of differences are mentioned below:-
Basis of difference Organisational learning Individual learning
Purpose It is mainly given in context to
gain skills or knowledge for
specific task or role. It is done
In this an individual learns
or gains skills and
knowledge for his self

with specific need for
fulfilling job responsibilities
(Levi, 2015).
growth and development.
Emphasis It emphasis on enhancing
employee skills and abilities
to improve or perform better.
It emphasis on self
managed learning that
helps in attaining personal
goals and objectives.
Ways of attaining It can be attained with the help
of various training programs
and sessions of training and
development.
It can be attained by
attending seminars,
conferences, etc. of
personal development.
Benefits It helps in improving
performance and timely
accomplishing organisational
goals and objectives.
It is beneficial in
developing personal traits
or characteristics that leads
in fulfilling needs by
accomplishing personal
goals (McCleskey, 2014).
Culture Every organisation have their
own training programs.
Each individual learns and
gain knowledge in
different ways.
Sources Organisation have different
sources of providing training.
Individual can learn from
internet, books, etc.
b) Training and development
These both terms are interrelated to each other but differs slightly. Training is a program that is
organised to develop required skills or abilities to perform a job. It is formal structure followed
by the enterprise to reduce employee turn over. Development is a self assessment program

where an individual grows by learning on various subjects. Difference between training and
development are as follows:-
Basis of difference Training Development
Meaning It is given in specific field and
time for a particular job profile
This is overall development of
employee skills and
knowledge
Objective It enhances employees
productivity
It improves person overall
growth.
Number of people involved It is provided to group of
people.
Self and individual learning
process.
Orientation It is a job oriented process. Related with career oriented.
Leader Expert or trainer provides
training .
Person has to learn and gain
knowledge himself or herself..
Types Generally of two types on the
job and off the job training.
Development programs are
been provided by management.
P4 Need of learning and professional development for business performance.
Continuous learning and professional development is required to survive in the industry
for long run. It benefits both the employee and business to develop and grow in such a complex
situation. Therefore, there are various benefits of business performance (Burke, and Noumair,
2015).
Increased productivity- In order to increase employee prodcutivity the manager should focus
on their personal goals as well. This will motivate them to increase their productivity and

creating a positive environment. Moreover, by working happliy there behaviour will change.
This will maintain business stability and profits.
Less retention rate- With continous changing environment employee must be given training to
learn new skills and knowledge. It will be useful fot their growth and development. Proepr
training sessions given regualrly will restict them to leave the enterprise and improving their
performance. This will reduce retention rate within business and saving cost for hiring new ones.
Enhancing performance- Providing training to employee to improve their weak areas and
giving knoledge will help in enhancing performance. Moreover, thye will develop new abilities
that can be used in personal life. Thus, it will result in increasing business performance.
Knowledge updating- By regularly gaining knowledge it will update their thinking capacity
and they will be able to explore new areas. Further, it will encourage them to try new things to
learn or gain more information. Innovation in their functioning will automatically impact
organisation. This will be helpful for them in career advancement (Parmenter, 2015)
Profit improvement- It is calculated by profit obtained and cost included in hiring an employee.
A better return on investment will identify improvement in functioning and productivity of
employee. More profist means rise in salary of employee. This enhance their morale and
confidence and they work more effectively and efficiently. They become eligible for more
challenging task to accomplish which in turn improves business performance.
M-2 Learning cycle theories and its importance of implementing
 Diverging- It is a stage in which employees learn new things and experiences that boost
their confidence. This rises their thinking level and they innovate new things which helps
them to grow and develop.
 Assimilating- In this stage employee watch the effect on new experience on their growth.
It provides them time to correct their decisions to find new ways to do task. This
motivates them to continuously try new ways and enhance their growth.

 Converging- employee re think and re form the process and decides to take task. For
completing task they apply several theories by integrating new ideas. It allows them to
think openly in new areas (Ford, ., 2014)
 Accommodating- They become eligible to make own decisions for doing task in new
ways. With increase in responsibility they take appropriate decisions to accomplish the
task. This makes them ready for further opportunities.
TASK 3
P5 How HPW contributes to employee engagement within specific organisational situation
HPW plays a crucial role in engaging employee to achieve organisation goals and
objectives. It motivates them for team work by encouraging them to work with more creativity.
This inspires workers to work freely by taking their own decisions to carry out a work. It is
system which measure the changes that occurs in business world. High performance working is
useful for both Whirlpool and its workers. (Nahavandi,, 2016) .It helps them in different ways:-
Employee creativity- It enables employee to enhance their thinking level in order to complete
tasks. HPW focuses on talent management as creativity is evaluated with team working. Worker
skills are related to problem solving, communication, etc. within the team. Moreover, change
management is involved to measure the changes in worker behaviour and performance.
Employee voice- It can be described as employee rights and abilitity that directly influnece
busienss operations. human resource should ensure that strong relations exists between
management and employee. It enable them to work effectively in critical situations with support
of management.
Employee behaviour- Business is highly influenced by change in employee behaviour. It may
create a negative or positive effect on business activities. It is beneficial when worker engage in
problem solving matters. It changes their behaviour to solve any issue in the future. This creates
a positive environment within work place. Therefore, strong and successful work environment
influence employee creativity, behaviour, etc. that leads to overall organisation success.

Organisation values-It refers to ways in which an organisation operates its entire culture. It
establishes framework within which employee and management works. It shows how business
activities are related to its employee. Values are described as beliefs that helps in transforming
situations by evaluating various decisions to effectively deal with it. It guides behaviour of
employee so that they can achieve common goals (Hawkins,., 2017)
Organisational identification- It indicates that how organisation employees are working and
improves their image and value in the industry. Management and employee relations are
strengthened and they work with more efforts to achieve business goals. This develops a better
understanding between them creating a productive work environment. It includes factors like
relations with society, competitors, and other employee. Moreover, it shows that new employee
should be hired or not.
M-3 Benefits of applying HPW with justifications.
Employee performance can only be increased by providing them training. It will help Whirlpool
in improving their productivity that will lead to increase in sales. In this way business will work
with more efficiency and earning large amount of profits. This can only happen when employee
high performance working is enhanced and they are able to grow and develop. This will lead to
effective working and better quality of services and products. Therefore, Whirlpool can continue
to grow and develop for long run. (Woodcock,., 2017).
TASK 4
P6 Evaluate different approaches to performance management and using specific examples
Performance management helps in evaluating the performance of employee to find out
their weak areas and improving them. There are various approaches to performance management
that is used in organisations. As a human resource consultant of Whirlpool different approaches
followed are discussed below:-
 Comparative approach: In this individual employee are ranked from highest to the
lowest according to their work performance. It is done to offer compensation and benefits
to them for similar work done (.Day,., and et. al., 2014). By using this approach the best
output can be received from the employee as it encourages them to gain larger benefits.