Whirlpool: Developing Individuals, Teams, and Organisation (Unit 35)

This report provides an in-depth analysis of Whirlpool's HR practices, focusing on the development of individuals, teams, and the organization as a whole. It begins by exploring the essential knowledge, skills, and behaviors of effective HR practices, emphasizing the importance of continuous learning and ethical conduct. The report includes a personal skill audit, evaluating strengths and weaknesses in areas such as IT skills, communication, problem-solving, and decision-making. Furthermore, it examines the differences between organizational and individual learning, the need for continuous professional development, and the contribution of high-performance working to employee engagement and competitive advantages. Finally, it evaluates different approaches to performance management within the context of Whirlpool, concluding with insights into how these practices contribute to the company's success.

UNIT 35
Developing Individual, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Knowledge, Skills and Behaviour of HR practices..........................................................1
P2 Personal Skill Audit..........................................................................................................3
TASK 2............................................................................................................................................7
P3 Difference between Organisational and Individual Learning...........................................7
P4. Need for continuous learning and professional development .........................................8
TASK 4..........................................................................................................................................11
P5. Analysing the contribution of high-performance working in employee engagement and
competitive advantages........................................................................................................11
TASK 4..........................................................................................................................................12
P6 Evaluation of different approaches to performance management...................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
In modern era, development plays a vital role in every single organisation. This process
ensures long term successfulness and sustainability of these firms. Apart from this, training and
development programmes also essential for employees. This helps them in working effectively
and with efficiency (Bolman and Deal, 2017). A talented individual and team in an enterprise
help them in giving hard competition to rivals. Achievement of goals becomes so easy for
corporations when they have staff members with innovative minds. Under this report, a
multinational company i.e. Whirlpool has been taken. This organisation deals in home appliances
like washing machine, air conditions, water purifiers and etcetera. Firm is rapidly enhancing its
business in all over world. Away from this, project includes behaviour of HR in upgrading skills
and knowledge of employees. Also, personal audit of a working individual by which
management can take actions to upgrade their skills and knowledge. HPW contributes in giving
rivalry to competitors at marketplace and some approaches that aids in evaluating performance
of management.
TASK 1
P1. Knowledge, Skills and Behaviour of HR practices
Market usually have a dynamic nature. Therefore, it is important for firms to
continuously change its operations or modify them. This process also brings new techniques and
technologies that employees are not familiar with. Here, management helps in enhancing skills
and knowledge of staff members (Carlström and Ekman, 2012). HR managers in Whirlpool first
look at performance of an individual then take actions accordingly so that they can become more
efficient at workplace. These actions can be like T&D plan. On job and off job are two type of
sessions in this plan. Continuous learning is an ongoing process that improves both skills and
knowledge of workers. This fills staff members with confidence and make them dedicated
towards their duties assigned.
Apart from this, Whirlpool's administrators forms new policies that keep their workers
happy. They also give healthy working environment that helps in enhancing employees’
relations. There are some skills that a manager should have so that employees listens to them and
these are:

Skills which are related to managing operations: Manager is the one who is responsible
for managing all activities which are related to business operations. Moreover, these supervisors
achieve aims that has been organised by leaders of Whirlpool. After this, they assign jobs to
subordinates. But, it is also important for them to find capabilities of an individual and give them
tasks as per their abilities. This process aids in attaining targets effectively and efficiently. Proper
management assign duties to talented staff members. By this, Whirlpool achieve its objectives
easily also improves its goodwill at marketplace (Richter and et. al., 2012).
Good communication skills: Managers gives job to every single person in Whirlpool.
Hence, it is mandatory for person to communicate with staff members in a proper way and
providing them adequate instruction about their duties so that they complete tasks within
specified time limit. By this, they understand easily that what the job is assigned for and what
he/she is responsible for. This also improves employee relations in between employer and
employees.
Behaviour of an HR professional in an organisation are mentioned below: -
Ethical Behaviour: The way employees follow all these instruction and policies, it is
necessary for managers also to follow them in an appropriate manner. This helps them in giving
example of their own in front of staff members so that they perform duties in better manner.
Superior should take care that their organisation is functioning through which investors, workers
and customers are benefited. Apart for this, worker will only listen and accept the rules if
supervisor is also following.
No Partiality: This is one of a quality which is importantly a manager should possess so
that they are able to organise tasks among their staff members. Supervisors should treat all
subordinates fairly and don't discriminates them on ground of gender, religion or background.
They are required to provide them various opportunities through which they are able to move up
in their career (Hirst and et. al., 2011). But, it is also mandatory for Whirlpool's manager to
assign jobs to every individual as per their capabilities. This aid in attaining goals and objectives
efficiently and in timely manner.
An HR manager should be full of knowledge:
Knowledge of Whirlpool: Executive of the company should have appropriate knowledge
of products and services that whirlpool is dealing with. This helps them in giving training to
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employees through which they carry out activities effectively. Apart from this, they should also
have innovative mind which aid in optimizing all the operational activities (Gibbs, 2013).
Cognition of government's rules and regulations: HR management should properly
know about the employment legislations so that they are able to regulate system appropriately.
This helps them in making policies in favour of employees through which they provide positive
working environment and to safeguard them from unethical practices.
P2 Personal Skill Audit
Evaluation should be done from time to time of an individual. This can be done by
looking at previous performances of staff members. If workers having any sort of issue at
workplace it is managers duty to resolve them as soon as possible. So that not conflicts gets
raises. In this kind of audit, Whirlpool managers should look at current and previous production
of a working individual. This action gives supervisors an overview that what part the worker
should need to work on. Training and development programmes plays a vital role in enhancing
both knowledge and skills of them (Warrick, 2011). These sessions pulls up the strengths and
weaknesses that a member have.
An audit which have been set by an HR manager of Whirlpool are as follows:
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use database ✔
Use the internet ✔
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Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicati
on skills
Drafting
contracts of
employment
✔
Taking notes
of disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
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Advising on
HR issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good
use of verbal
reasoning
skills, able to
handle
complex data
and make
selective use
of information
✔
Explore more
than one
solution in
order to solve
a problem
✔
Consider the
ideas of others
to help solve
problems
✔
Skill Very Good Good Adequate Little or no
Experience
Decision
Making
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skills
Select best
option
✔
The ability to
evaluate best
plan
✔
Finding
possible
options and
solutions
✔
Skill Very Good Good Adequate Little or no
Experience
Report
Writing
Skills
Courtesy in
writing
✔
Knowledge
about
grammar
related to
punctuation
and others
✔
Spelling and
Proofreading
✔
Knowledge
about charts
and graphs
✔
Analysis of personal skills audit:
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As per Personal Skill Audit which has been done above, it has been analysed by me that,
I am pretty much skilled in IT sector but the things that are lacking in me is that it takes time
when it comes to solve problems that I am facing. On the other hand, I am also quite good in
communication which helps me out in assigning tasks to individuals. When it comes to write a
whole report, it actually takes time because Roles and responsibilities of HRM department in
recruitment I think a lot at the time of writing whole report. Apart from this, issues that I face at
the time of problem solving i.e. I do not pull more than alternative solutions of one specific
problem. Apart from this, as I am carrying good knowledge of technology which helped me out
in developing my own interest in both internet and spreadsheet related work in Whirlpool. From
the above analysis or personal skills audit, it can be analysed by me that in decision making skill
I am adequate but not very good because in some field I am not able to take decision like to find
better ways for solution such as brain storming. But I am good in selecting option that which is
good for resolve the issues and conflicts. I have good report writing skill because I am good in
writing while it can be hand writing or typing and have good knowledge about grammar or
punctuation. I also have proofreading skill but I am not knowledge about charts and graphs so
sometimes I face related to it and need to support of others.
Personal SWOT Analysis:
Strengths: I am good at communicational along with IT skills. Which can be considered
as I am good enough and can perform well in Whirlpool with confidence. My communication
skill and IT skill are good so I present any report in a good way and make communication
understandable and easy. I have good communication skill and with the help of this skill I
organise good interview sessions and recruit good and skilled employees. In decision making
skill, I am also good in some field such as I am capable to select best option and have ability to
evaluate best plan for solve the [problems which is shown as my strengths. In report writing skill,
I am good and having knowledge about grammar related such as punctuation, spelling ,
proofreading and others. With the help of it, i can prepare reports that are needed by the top
management and management department.
Weaknesses: Decision making power is not much enough in me. I am not good in some
field of decision making skill such as finding possible options and solutions to resolve the issues
and problems. To develop new strategies and policies some times I am not able to find required
ways and options. This can be taken as a weakness of my own. It is required to take initiatives so
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that benefits can easily be gained by me at Whirlpool. Cause of decision making power I am
unable to solve the problems because I do not take decision properly that what situation and
work are good for the organisation. In report writing skill, I am also weak in some areas like
courtesy in writing and knowledge about charts or graphs. Whenever I prepare any report and
work on it, sometimes I do not use charts and graphs in the report cause of lack of knowledge. In
problem solving skill, I weak in explore more than one solution in order to solve a problem. I do
not provide more ways or ideas to solve the issues.
PDP helps an individual in enhancing their own skills and knowledge so that they can
give their best at workplace. Achieving targets of a staff member in a set time of period mainly
considered in this type of plan. In context of Whirlpool, these kinds of sessions pull up all the
details about performances that previously an individual has given also it shows current status as
well. All the activities improves executions and performance of worker (Berry, 2011).
A professional Development plan for Whirlpool is as follows: -
Name Jane Cambridge
TIME
FRAME
Development Objectives Action/Strategies
16/03/2019
to
17/06/2019
Weaknesses of decision making To improve decision making skills by
developing innovative ways to
measure alternatives. Develop risk
scores for projects to incorporate the
risk of failure in funding approvals.
20/03/2019
to
21/05/2019
Problem Solving skills is weak. I will improve this skill by gaining
experience in resolving incidents and
participants in production support to
resolve incidents.
25/03/2019 Report writing To improve this skill, I will attend
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to
26/07/2019
various training program such as
online training, coaching classes and
training and development sessions
and produce a gap analysis to identify
inefficiencies.
Swot analysis of an individual gives proper knowledge to HR manager of strengths and
weaknesses. These plans may help in looking at production of their own as well.
TASK 2
P3 Difference between Organisational and Individual Learning
Organisational Learning: Continuous learning programmes helps people of Whirlpool in
getting all the updates which are related to tools, techniques and other operational related parts.
As per Brown and Duguid, learning which is related to an organisation “a span between
operative and innovating”. Development helps companies in giving hard competition to rivals.
Also, this improves their productivity and profitability. These sessions which are related to
learning process may help a group in various manner. Team exchanges their thoughts which aid
in attaining targets in a specific time period of company. Learning curve can actually give
original status of a firm (Warrick, 2011). These actions helps in achieving goals in an appropriate
manner. Whirlpool majorly focuses on sustainability.
Individual Learning:
Managers and leaders both focuses on enhancing the learning skills and knowledge of
every individual in Whirlpool. Training and development sessions aid in making them effective
and efficient. Companies are providing these programmes whenever new technologies comes in
front. But situations when subordinates are not taking interest in training sessions. This costs
organisations much and also affect profits of company (Bolden and et. al., 2011). Whirlpool's
managers are trying to improve their working style by bringing new policies that improves the
environment of workplace.
Difference between Organisational and Individual learning is as follows: -
Organisational Learning Individual Learning
 It is a process of creating, retaining and
transferring knowledge within an
 It is a method of teaching in which
content, instructional technology and
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organisation. This process helps
organisational people so that quality
gets improve of the products.
 It is not self directed, it is provided by
mangers of the company by analysing
the employees performance and they
conduct training, learning and
motivational sessions for it.
 Mainly the employees focuses on
giving satisfaction to consumers and
manager's continuously look at the
techniques by which conflicts may get
reduced in a short period of time
because this may reduce goodwill and
brand image in front of outside world.
 With the help of organisational
learning, company can easily help
employees in enhancing their learning
skills and through this they can work
together as a team which can be taken
as a good step from company through
which it can enhance both profitability
and productivity.
pace learning bare based upon the
abilities and interest of each.
 It is self directed, work based process
leading to increased adaptive capacity
and it can be learn by observing
employees at work and getting involved
in daily activities.
 This type of learnings focusing on to
improvise skills and knowledge of
people of the organisations. For this,
manager organise training and
development programmes from time to
time and T&D sessions can be
conducted mostly in meetings.
 This can be helpful for individuals to
become more effective at workstation
where they can give good rivalry to
each other. Individual learning makes it
different from organisational, where
managers try to enhance learning skills
of every single employees through
looking at their skills and knowledge.
Deference between Training & Development
Training Development
 It is a process of equipping employees
in a specific organisation with specific
skills, competency and knowledge so
that they can handle various tasks.
 It is the process by which the company
equip employees with skills and
knowledge to the extent that they can
handle any job which can be offered by
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