Whirlpool HR: Developing Individuals, Teams, and Organizations Report

This report, focusing on Whirlpool's HR practices, examines the professional knowledge, skills, and behaviors of HR professionals, including the importance of continuous learning and development. It details personal skills audits and development plans, differentiating between organizational and indi...Read More

Developing Individuals,
Teams and Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1) Professional knowledge, skills and behaviour of HR professionals-......................................1
2) Personal skills audit and professional development plan-......................................................3
3) Difference between organizational and individual learning-.................................................5
4) Need for continuous learning and professional development-...............................................7
5) HPW contribution to employee engagement and competitive advantages-...........................9
6) Performance management approaches-................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................13

INTRODUCTION
Individuals and team both are the important part of an organization. They are the part of
company successon and without them business can't perform well. Human resources is the
department which manage or operate an organization and contrasted with the financial or
material resources of it (Armstrong, 2018). HR is a managerial function of company which deals
with employees and their issues, recruitment, make planning for them, develop business culture
etc. Employees are an important asset of organization. Whirlpool is an American multinational
producer and marketer of home appliance. It has headquartered in Benton Charter Township,
Michigan, United State. Report will explain professional knowledge, skills and behaviour of
human resources. It describes differences between organizational or individual learning. Report
will discusdiscuss role of continuous learning and professional development to sustainable
business performance. It explains different approaches of performance management.
MAIN BODY
1) Professional knowledge, skills and behaviour of HR professionals-
Human resources is the person who make up the organization's workforce, and
make efforts for business success. HR department of a company manage people and their issues,
observe different aspects of employment like labour law, employee standard and benefits etc.
Continuing Professional development- It is a life longlifelong process of learning and
continuing personal development. In this individual can maintain and enhance their knowledge,
skills to accomplish current goals or future career progression (Boer and et.al., 2017). CPD
ensure person abilities keep pace with others current level in the same work field. It helps people
to make a clear and meaningful contribution in team success.
Knowledge of human resources(HR) professionals-
Personnel and human resources- It is the responsibility of human resources that they
recruitment personnel, hire right candidate, conduct training, planning for mployees
benefitsfinancial benefit or compensation, negotiation & relations with labour etc.
Management and administration- Business and management knowledge involved strategic
planning, allocation of resources, leadership tools, production methods, people or resources
coordination etc. all are the part of Whirlpool human resources' management
1

Customer and personal service- This inconsumersclude consumer’s needs, accomplish service
quality standard, customers satisfaction. HR maintain good relation with each and every
employee.
Law and Government- HR department of Whirlpool has knowledge about employee law, legal
codes, governments rules and regulations, agency policies, democratic political process etc.
Psychology- Whirlpool HR has knowledge of human behaviour and their performance, person
differences in abilities, interest and personality, encouragement or learning skills etc.
Communication and Media- Knowledge about media production, communications methods and
techniques (Dong and et.al., 2017). It involves alternative ways to inform through written, oral,
visual medium.
Public safety and security- Knowledge of Whirlpool HR about relevant tools, policies, strategies
to promote effective local, state or national security for employeesemployees’ protection, data or
property safety.
Skills of human resources-
Active listening- HR of whirlpool has to give their full attention to what employees are saying,
talking, asking appropriate questions and never interrupt between workersworkers’ performance.
Speaking- A good HR speak softly or effectively with their employees. They know how to
communicate to other and convey appropriate information to them.
Social perspective- Whirlpool HR being aware of other personspersons’ reactions and try to find
out the reason of employees different behaviour.
Time management- Time management is one of the most important skill of HR. They manage
not only their own time but prepare schedule of employeesemployees’ task.
Judgement and decision making- HR of Whirlpool give appropriate decision for critical
condition at workstation (Gill, Henderson-Sellers and Niazi, 2018). They provide a fair
judgement which is beneficial for every employee.
HR behaviour-
Leadership- Communicates with employees to motivate and guide them towards goals.
 Whirlpool HR behave as a mentor, coach for employees.
 Motivate workers to accomplish unit goals. Focus on an optimal working culture that recognizes and rewards success.
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Team focus- HR works with cooperatively and effectively with employees to accomplish
common objectives.
 Perform assign responsibilities and communicates with other employees to achieve team
targets.
 Whirlpool HR give their best in development of team goals.
 Shift team resources to optimize their performance.
2) Personal skills audit and professional development plan-
Personal skills audit- Personal skill audit is the process of examination of individual skills
carried out by an internal or external audit team.
Audit of HR knowledge- Whirlpool HR audits are useful to evaluate policies and practices. It is
helpful in measurement of programs and service effectiveness.
Strength- Administration and management- Audit report is the result of administration and
management knowledge of organization HR department. Audit team agree that they have
sufficient knowledge about management. This department easily can manage all admin
activities.
 Personnel and human resources- HR of Whirlpool have enough numbers of skilled
employees and tools for them. They give their best to accomplish organization goals as
well as personal targets too (Guillaume and et.al., 2017). Audit report make it more clear
that company appoint qualified or talented individual.
To increase performance of employees and develop a working culture into the organization HR
has to provide sufficient resources or conduct employees activities.
Weakness- Communication and media- Audit report show that human resources' department not
convey clear message to employees. They are not good communicator, and their thisthis
kind of behaviour not enough to resolve people issues.
 Psychology- Whirlpool HR fail to motivate employees according to auditors. To get
better results department has to develop healthy or safe environment which motivate
workers.
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Audit of HR Skills-
Weakness- Time management- Whirlpool HR is not much good in time management. They fail to
manage their work schedule as per work pressure. Audit report shows that organization
can't achieve pre-define targets.
Strength- Listener- HR of Whirlpool is a good listener. They actively listen what employees are
saying and take appropriate action on their suggestions.
 Decision maker- Whirlpool HR make fair decision for every employee. According to
auditors they believe that each worker is important part of organization.
A great or fair decision inspire employees towards high performance.
Audit of behaviour-
Strength-
 Team focus- According to auditors, Whirlpool HR pay more attention on team
performance. They provide sufficient equipmentsequipment and tools to accomplish
company's objects.
Team work motivate worker to perform more effectively or achieve best results.
Weakness-
 Leadership- HR of Whirlpool some time not behave as a good leader. They become cruel
with employees and do not motivate them for best performance.
Professional development plan-
Personal
development
target
Short or long
term target
How will I
achieve
targets?
What support
do I need
Progress
made towards
targets
Action Time period
of achieving
targets.
Communicati
on
Long Term Start listening
others first
Through
Feedback and
I realize when
Improve my
listening
2 Months
4

other
encourage me
power
Time
management
Long Term Divided every
task in short
time periods
Accomplishm
ent of task on
time.
Prepare daily
agenda for
work
3 Months
Leadership Long term Increase
politeness and
understand
employees
problems.
Employees
positive
response
motivate me.
Try to
understand
other thoughts.
1 Months
Personal skill audit plan-
Basis Adequate Basic Not have
Skills
Listener Yes Time management Not have
Decision maker Yes
Knowledge
Administration and
management
Yes Communication and
media
Not have
Personnel and human
resources
Yes Psychology Not have
Behaviour
Team focus Yes Leadership Not have
3) Difference between organizational and individual learning-
Organizational training and development learning- Training and developing is one of
the important things on the priority of many organizations (Hogan, 2017). Training provide
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employees opportunities to learn new skills, improve existing, give better performance, increase
organization productivity. Whirlpool employees’ development is the sum total of what
employees individually achieve during their working period. Organization do everything which
comes in its power to make ensure that worker perform according to capabilitiestheir
capabilities.
Individual training and development learning- Today's work environment requires individual
to be skilled in performing difficult task in an efficient, cost effective and safely. Training is a
performance improvement equipment which needed when individual not performing up to
specific standard. Difference between actual or actual level of job performance and expected job
performance level of individual require a training & development session.
Training and development needs of organizational or individual learning has different
types of analysis-
Organizational analysis- Employees have to give their best performance or accomplish pre-
define targets (Hums and MacLean, 2017) with the help of developing. It is the responsibility of
every worker that they have common goal which increases organization productivity.
Person(individual) analysis- Individual need training and development learning to improve their
personal skills which are beneficial not only for them but also for Whirlpool too. Every person
wants to achieve their personal goals as well as companies.
Basic Organizational Individual
Focus Whirlpool conduct training and
development program to make
their focus on company's goals.
Individual of Whirlpool keep
their focus to accomplish
personal goals. They make
efforts and achieve the best
result with the help of
training and development
Objectives Organization main objective is
to increase revenue or numbers
of customer into the market
(Huczynski, 2017).
Individual always wants to
increase their personal status
through training and
learning program.
Growth Training and development Individual attend training
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learning play an important role
in Whirlpool growth. They
organized learning session to
improve employees skills which
increase organization growth.
and development classes for
their career growth. They
know very well that without
training they can't survive in
competitive world.
Goals and metrics Whirlpool metrics give
complete picture like quantity,
quality, cost and time which are
important for organization goals.
Company want to create a
benchmark strategy for
measuring progress towards
goals.
Individual training and
development learning give
opportunity to accomplish
goals and objectives through
innovative or developed
skills.
Productivity Whirlpool use their training and
development learning to increase
organization productivity.
Organization improve product
productivity through employees
training.
Individual training and
development learning is most
important tool for their
productivity. Without proper
training person can't increase
their values.
Creativity Creativity start with a training
and development program or
Whirlpool produce modifying &
innovative products.
Training and development
learning of individual
improve their thought
process or develop creativity.
4) Need for continuous learning and professional development-
Continuous learning and professional development- CPD stands for Continuing
Professional Development. It related to the process of tracking and documenting skills,
experience or knowledge which person gain during their working period. In other wordswords, it
is a record of employee learning or development. Continuing professional development is
necessary because it ensures that continues learning is important for profession. It is an ongoing
7

method and compulsory for individual growth. Through this a person person can maintain their
knowledge, skill and accomplish current career gaols. It is learning facilitated to earn
professional credentials like academic degree to formal coursework, meetings, informal learning
opportunities in practice. Continuous professional development involveinvolves formal types of
vocational education, technical training leading to qualification or credential required to retain
employees into the organization.
Source: (Continuous Learning and Professional Development, 2016)
Need for continuous professional development- Whirlpool require continuous development to
increase its productivity or employeesemployees’ skills or learning. Worker of the organization
wants higher job satisfaction, encouragement, the best opportunities for creativity &
development. All these are possible through Continuous Professional Development. Its main
objective is empowering employees
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Illustration 1: The Continuing Professional Development
Cycle

 Continuous professional development learning ensures organization's employees
capabilities keep pace with performance standards of others in the same field. Whirlpool
set level for workers to accomplish their goals with skills improvements.
 Through the continuous professional development Whirlpool can maintain and enhance
knowledge or skills of employees which is important to deliver effective services to their
customers & community.
 This development makes sure that Whirlpool employees and their knowledge about
customerscustomers’ requirements, should be relevant or up to date. Company's workers
are very well aware with changes (Miletzki and Broten, 2017). They know that business
sustainability is completely depended on their skills. In this condition company don't take
any action for improvement then their talent becomes out-dated.
 Continuous professional development helps Whirlpool employees to give their
contribution to maintainin maintaining business dignity. This assist workerThis assist
worker in their career and motivate them to accept new challenges or increase
organization productivity.
 Experience is a great teacher for human being, Whirlpool keep their focus on continuous
professional development which offer new possibilities, developing areas for
organization and maintain business performance among the competitors.
 Continuous professional development leads customers believe in whirlpool and it is the
positive sign that this process is best to sustain business performance.
 CPD give contribution to improved protection, product quality, sustainability, property or
economy. Whirlpool reduce risk, increase employeesemployees’ skills or make
opportunities for business sustainability.
Whirlpool with the help of CPD not only improve employeesemployees’
creativity, job satisfaction but also provide a sustainability to business, and earn customers or
clients trust.
5) HPW contribution to employee engagement and competitive advantages-
High Performance Working- It is a general approach to manage company's objectives,
to stimulate employee effective involvement and commitment in order to accomplish high level
expected performance. Whirlpool strategies depended on quality and innovation and it like to
accept high performance work practices, which make focus on cost control and competition
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based primarily prices. High performance working has its contribution in employee
engagement ,engagement, which are below-
A better employee attitude- Employee of Whirlpool free and ready to take more responsibilities
for improving their skills or company's products, services and process. They make decisions for
more initiative and increase the degree of innovation (Schein, 2017). Through high performance
worker use their skills or learning to produce more innovative goods in short time span. North
America Regional staff of Whirlpool conduct training or meetings with employees which
improve their skills or create better attitude.
Better cooperation inside and outside the company- With the help of high performance
employees of Whirlpool coordinate better into the organization with colleagues or externally
with clients or suppliers. They feel happy with their performance and share ideas with others or
feel as a part of company. Whirlpool North America Region develop a helping culture inside
company which generate a positive impact outside it.
Productivity- High performance working in the Whirlpool improve employeesemployees’
productivity. It is beneficial for their future career growth. They are motivated by their own
performance results or always try to give their best. Whirlpool North America Region organized
training session and hire skilled employees which increase individual productivity as well
organization.
Improve skills- High performance working is important reason of employeesemployees’
satisfaction. Whirlpool worker through high performance accomplish their desire goals and feel
highly motivated. They are satisfied with efforts or ready to perform more without any fear.
North America Region of organization conduct skills improving session for employees, it is
helpful for their work efficiency.
Contribution of high performance working in competitive advantages-
Sales growth- High performance working motivate employees to do their job more effectively.
Whirlpool provide a good working environment to workers which encourage them for better
performance. It increases annual sale of organization and improve business sustainability into the
market. Highly skilled or talented employees increase sales of Whirlpool North America Region.
Better financial results- High performance working not only increase employeesemployees’
productivity but also organization too. Profitability increases as company costs are lower and
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turnover is high. Workers high performance working is the reason of growing market share
(Serrat, 2017). Whirlpool manufacturing costs and budget are under control.
Profitability- High performance working of Whirlpool employees increase organization
profitability. They give their best efforts to accomplish pre-define objectives which make it
different from others. HPW is the most important factor which improve company profitability.
This improve organization values and give better opportunities. Employees of North America
Region increase Whirlpool profitability with the help of training of skills development.
Market share- High performance working increase Whirlpool annual revenue which make direct
impact on market share. Organization market share is high due to good financial results. North
America Region of Whirlpool improve their productivity through skilled employees and increase
their shares values.
6) Performance management approaches-
Management performance of employees is the backbone of any company. Organization
owners generally manage workersworkers’ performance through different strategies. Whirlpool
can use various planning and approaches for purpose of managing employees' performance. Few
major methods are below-
Quality approach- This approach focuses on improving consumersconsumers’ satisfaction by
decrease errors and produce qualitative products or services. Whirlpool owner take regular
feedback on personal or professional employee's traits from top management, colleagues and
consumers to improve their performance (Stanton and et.al., 2017). Company want to increase
individual performance and produce qualitative products or services. Organization has to make
changes in their strategies, take timely decision for improvement. Advantages of this approach
are-
 Employee and system assessment.
 Work in a team to solve problems.
 Manage performance through multiple sources.
With the changing trends, more current techniques or approaches are formulated for managing
manage employee productivity or company performance. LetsLet’s take an example, If
Whirlpool produce less qualitative products which is not enough to satisfied customers and it
decreases market value. It generates highly performance working culture. The main purpose of
this approach improve products and service quality or satisfied customers. Individual give their
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best efforts for performance improvement. The main purpose of quality approach is consistently
meeting customers’ requirements and satisfied them.
Result approach- This is a simple or straight forward method, where company rate workers on
the basis of their performance. Whirlpool manage workersworkers’ performance through the
results. It focuses on four different perspectives-
 Financial
 Consumers
 Learning and growth
 Internal operation.
Whirlpool motivate employees for efficient productivity and they make efforts to accomplish
organization objectives. Their highly performance encourage them to give best and develop
professional learning through the result of efforts.This approach change strategies For
exampleexample, final results of company performance built their market value but without
result approach Whirlpool can't manage employees performance or high performance working
culture. Objective of this method is encourageencourages employees to perform effectively or
get the best qualitative results in terms of customers satisfaction. The Purpose of approach is to
manage an intervention and maintain relevance, efficiency or effectiveness in performance level;
of employees.
Collaborative working approach- Whirlpool employees work as a team to achieve their common
goals. Through this approach they take timely decisions, work effectively and give contribution
like a team member (Woodcock, 2017). With the help of collaborative working company not
only produce better products but complete their task before deadline. This kind of working
process increase individual work productivity. For exampleexample, if a person perform a task
individually he/she can't manage it properly and on time but if they work as a team, they
accomplish their objective easily. This create high performance culture into the organization.
Main object of this working approach to achieve common goal like a team which make impact
on product manufacturing timeline. The purpose of collaborative approach is accomplished
organization purpose at various performance level work together in small team.
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CONCLUSION
From the above report, it has been is concluded that to increase organization productivity
and accomplish pre-define goal HR has sufficient knowledge or skills which are more effective
for company growth. Different approaches provideprovide ideas to achieve objectives of
organization. Without human resources' department employees can't manage their work,
performance or maybemaybe they fail to complete targets. and High high performance working
culture is not easy to create. Collaborative, quality or result oriented approaches are helpful to
improve organization productivity as well as quality. Continuous professional development is
helpful factor of employees learning skills.
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