HR Report: Skills, Learning, and Performance at Whirlpool (Unit 35)

This report examines the key aspects of human resource management within Whirlpool, focusing on the essential skills, behaviors, and professional knowledge required of HR professionals. It includes a personal skills audit and a professional development plan. The report differentiates between organizational and individual learning, training, and development, highlighting their distinct characteristics and applications. It analyzes the necessity of continuous learning and professional development for sustainable business performance, emphasizing their role in increasing productivity, employee satisfaction, and reducing turnover. The report also explores the contribution of high-performance work practices to employee engagement and competitive advantage and discusses various approaches to performance management, supporting a high-performance culture and commitment within the organization.

UNIT 35 DEVELOPING
INDIVIDUALS, TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Carrying out the appropriate and professional knowledge, skills and behaviours that are
required by HR professionals in company..................................................................................1
2. Personal skills audit for identifying knowledge, skills and behaviours and developing
professional development plan....................................................................................................3
3. Distinguishing between organisational and individual learning, training and development. .4
4. Analysing need for continuous learning and professional development for sustainable
business performance..................................................................................................................6
5. Demonstrating HPW contributes to employee engagement and competitive advantage.......7
6. Different approaches to performance management and supporting high-performance culture
and commitment..........................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Teamwork and development of individuals in organisation towards productive work is
important for firm. Present report deals with Whirlpool which is engaged in manufacturing of
broader range of home appliances improving its workplace. In this report, kills, behaviours and
professional knowledge of HR will be discussed along with professional development plan will
be developed. Furthermore, differences between training and development, organisational and
individual learning will be explained. Moreover, analysis will be made of continuous learning
and professional development which drives business towards sustainable performance.
Contribution of HPW practices to employee engagement and competitive advantage will be
discussed. On the other hand, various approaches to performance management and supporting
high-performance culture and commitment in organisation will be explained.
MAIN BODY
1. Carrying out the appropriate and professional knowledge, skills and behaviours that are
required by HR professionals in company
The HR is a personnel who manages organisational affairs in a better way. There are
various knowledge, skills and behaviours which HR personnels should posses so that they may
effectively help organisation to attain goals with ease. These skills, behaviours and professional
knowledge are explained below-
Professional Knowledge
Multitasking-
HR has to undertake variety of work which requires recruitment of employees, hiring and
selection process, managing day-to-day operational activities etc. This is an multitasking way
which has to be possessed by him so that company may be able to achieve stated goals. In simple
words, if one thing is over, another awaits for them and as a result, they have to be multitasking
for managing and accomplishing work (Bolden, 2016).
Organisation-
Organised work is important so that no discrepancy may occur and with the help of
which firm may accomplish goals quite effectually. HR management of Whirlpool requires an
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orderly approach, organised files and personal efficiency in order to meet daily tasks. This means
that by applying professional knowledge, work can be completed in an timely manner.
Human Resources Knowledge-
The candidates applying for a job have greater access to information than HR. In relation
to this, it becomes important for HR management to be prepared with prior knowledge so that
they may be hired as they know industry expertise in which they have gained knowledge
(Anagnostopoulos, Winand and Papadimitriou, 2016). Thus, professional knowledge is must for
HR.
Skills
Communication skills-
It is required as primary function of HR is to get engage in discussion between employees
and employers. If communication skills, be it oral or written are not good of HR, he cannot
clearly communicate things (Woodcock, 2017). It is also helpful in giving strong edge over the
conflicts so as to achieve mutual agreement between parties and enhancing the atmosphere in the
workplace with ease.
Problem-solving skills-
The problems are part of HR management in daily operational activities. When conflict
arise between employees, it is a job of HR to get it resolved. For accomplishing this, interests or
opinions of both the parties should be assessed in a better manner so that problem may be
properly analysed. Thus, solution can be made for minimising effect on overall atmosphere in
firm.
Time management skills-
Time management is primarily required for HR so that company may be able to
accomplish goals within stipulated time (Bourne, 2016). Prioritising and preparing time schedule
is important for HR management as they have multiple tasks to be performed. Thus, getting
everything on time and attaining timely work is the essence of HR personnels.
Behaviours
Critical thinking-
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There are complex situations in which HR has to perform in accordance to critical
thinking. It is required to get sufficient time and then set processes, finally thinking out of the
box for benefiting Whirlpool up to a major extent. This behaviour particularly becomes
important as employees come from various backgrounds and to analyse strategically the
environment, critical thinking is needed.
Positive attitude-
As HR is required to perform various tasks, positive attitude becomes essential. It is
required that HR may enhance communication with fresh employees which are hired and making
familiar with the operations of firm. Moreover, positive behaviour should be possessed in
various tasks so as to accomplish within time (Stanton and et.al., 2017).
2. Personal skills audit for identifying knowledge, skills and behaviours and developing
professional development plan
The personal skills audit is a crucial process for assessing and recording skills of the
individual in the best way possible. It helps people to keep themselves on a track of their career
particularly helpful for HR. The knowledge, skills and behaviours are identified and as a result,
professional development plan is developed below-
Skills Current Proficiency Development
Opportunity
Criteria for
analysing skills
Timescale
Communication
skills
Competent enough
but lack of
communicating with
seniors. Not
professional standard
To be confident in
delivering
presentations and
get in touch with
seniors.
Achieving at least
inner confidence for
enhancing skills
Within 3 weeks
Problem-solving
skills
Identifying issues but
not clear about the
root cause of
problem
To participate in
group engaged in
conflicts and
hearing interests of
parties involved in
it.
To provide solutions
by getting options and
resolving the conflicts
after documenting the
agreement.
To achieve within
4 weeks
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Time management
skills
Setting boundaries
for sticking to
schedule and
complete the work
Making a proper
schedule and then
sticking to prioritise
the tasks for
successful
accomplishment of
work within
stipulated time.
Prioritising the work
and getting the same
completed by
avoiding bad
distractions up to a
high extent and
attaining work
Within 4 weeks
Critical thinking Actively listening the
things and analysing
the same for
information
gathering.
For developing
foresight by
criticising own
thoughts and
actions.
Human judgement
could be subjective
and spiteful.
Therefore,
understanding own
biases and actively
listening the things to
reach at conclusion
Accomplish within
2 weeks
3. Distinguishing between organisational and individual learning, training and development
Basis Organisation learning Individual learning
Meaning The organisation learning is helpful
for individuals in company as they
learn with more persons collectively.
On the other hand, as the same
suggests, individual learns by his own
and accomplish knowledge without the
interference of others.
Time There are various individuals which
grab knowledge in the group and as a
result, less time is required to grab
necessary knowledge, skills and
capabilities (Wellin, 2016).
Individual learning requires more time
as employees' learn on their own and
get the desired knowledge in effective
manner. However, more time is
required for learning skills.
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Appropriatenes
s
It is more appropriate for employees
as they are able to get desired
knowledge in a better and fast
manner.
In comparison to organisation learning,
it is less appropriate as more time is
taken for an individual to learn.
New skills For acquiring necessary skills which
employees are not familiar with,
organisation learning becomes the
best option for grabbing the
knowledge in effective manner.
It takes time for a person to acquire new
skills and as a result, organisation
learning is good over the individual
learning up to certain extent.
Basis Training Development
Meaning It is defined as a learning process in
which workers are provided with an
opportunity for developing their
skills, knowledge and competencies
in accordance to their job role with
ease.
It is a broader term of training and after
it only, development occurs. Basically,
it is termed as an educational process
concerning with overall development
and growth of workers for
accomplishing their work.
Term It is of short-term i.e. 3 to 6 months
as employees are given training in
accordance to their job role and
comes to an end within shorter time
as necessary skills are acquired by
them (Surbhi. 2015).
While, development is of long-term and
continuous process as future needs are
of concerned so that employees may be
able to attain tasks in a better way.
Orientation Training is provided to employees for
shaping their competencies, skills and
knowledge in a better way for job
purpose. Thus, it is specifically job-
oriented.
Development is career-oriented as
employees are provided with overall
growth in the organisation which helps
them to enhance their career quite
effectively (Cherubini and Nielsen,
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2016).
Objective The main objective of imparting
training is to improve the
performances of employees so as to
attain productivity with ease.
On the other hand, main objective of
development is to effectively prepare
employees so that they may be able to
face challenges in the future.
Scope The scope of training is limited as it
is concerned to enhance skills as per
the job role.
Development is career-oriented and as a
result, its scope is much wider than
training.
4. Analysing need for continuous learning and professional development for sustainable business
performance
The continuous learning is essential for employees so that they may be able to attain
expertise in their work and can increase their productivity with ease. The continuous leaning and
professional development for sustainable business performance is required so that company may
be able to attain competitive edge over the rival businesses. The need for continuous learning and
professional developing are listed below-
Increased productivity-
The productivity is needed by Whirlpool in order to attain top position in the market and
get desired results (Housley, 2017). Employees are the key behind the increase in level of
productivity. It is needed by firm to provide continuous learning to people so that they may be
able to learn new things in a better way. When specific needs will be met, then only productivity
would be maximised and firm may receive higher profits by enhancing the productivity level of
employees quite effectively. Professional development programs should be organised so that
sustainable business performance can be accomplished leading to higher productivity.
Increased employee satisfaction-
The continuous learning is helpful for employees so as to shape their future in a better
and brighter way. The employees become satisfied as people are able to attain growth in their
career in effective manner. This brings sustainable performance of Whirlpool as it is able to earn
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profits by giving out proper professional and continuous learning which make them happier. This
leads to building up loyalty of employees towards company (Payne and Calton, 2017).
Moreover, they become happy and as a result, they are able to reach at new heights quite
effectually.
Minimisation in employee turnover rate-
The demand of shifting the business environment is at rise. Companies feel that
employees will remain no longer for maximum of five years. In today's scenario, employees
move from one job to another which are offering higher prospectus to them. With the help of
continuous learning, organisation may reduce turnover rate of employees quite effectively. This
means that continuous learning and need for professional development is highly demanded by
firm and if Whirlpool could apply the same in practice, then turnover rate can be minimised up to
certain extent.
Retaining top talent-
The top talent in company is necessary so that company may be able to attain efficiency
in effective manner (Moxen and Strachan, 2017). It is essentially required as for earning long-
term profits and success in long-run, highly skilled employees are needed for effective
accomplishment of goals. Lack of opportunities in present job or lack of growth is main reason
for which employees leave jobs and move to other jobs. High paying scale, ambitious employees
are key for looking for better job. Hence, company need to implement continuous learning and
enhance professional development of individuals so as to retain top talents and earn profits. This
way business successfully runs for longer period.
5. Demonstrating HPW contributes to employee engagement and competitive advantage
HPW (High Performance Work) practices are quite useful for Whirlpool for achieving
productivity, competencies and employee engagement in the best way possible. HPW practices
are tactics which are used for maximising profitability and productivity in company with ease.
These tactics when implemented in organisation leads to achievement of increase in employee
engagement, building customer loyalty and gaining competitive advantage in effectual way.
HPW practices contribution towards competitive advantage and employee engagement are as
follows-
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High performers' recognition-
HPW is useful tactic contributing for recognising the performances of employees in a
better way. The performers are rated in accordance to their individual performance with that of
others in a group (Hawkins, 2017). This means that high and low ranks are provided to
performers. This provide company with the high performers which are rewarded and recognising
leading to employee engagement in the best manner possible. On the other hand, by seeking
recognition of high performers, low performers are motivated to enhance their level leading to
attainment of higher productivity in effective manner.
Clarity in roles-
The roles and responsibilities of employees should be clarified so that work may be
finished in a better manner. It means that with the help of HPW practices, roles are allocated to
each of the individuals and as a result, clarity is obtained. This implies attainment of goals which
are to be performed by people (Baxter, Taylor, Kellar and Lawton, 2016). It removes duplication
and overlapping of work as roles are effectively clarified to workers which leads to achievement
of stated objectives. Furthermore, due to clarity in roles, productivity of employees at a rapid rate
benefiting Whirlpool as a whole.
Communicating strategy-
The communication should be streamlined in a better way so that roles assigned could be
adequately performed. Top management which is in charge of communication should provide
proper way for strategy should be communicated to people so that company may be able to
accomplish stated goals in effective manner. In relation to this, it is required that strategy must be
communicated to team members and as a result, they will feel engaged in workplace decisions.
Moreover, employees will be retained leading to attainment of organisational goals and
competitive advantage over other businesses.
Increased productivity-
The productivity gets increased because of employee engagement which is utmost
important for company in accomplishing goals (Macdonald, Burke and Stewart, 2017). It is
required that company should provide encourage employees for creativity. It is essential part of
problem-solving skills for evaluating solutions in effectual manner. Moreover, employee
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engagement can be fruitful in change management and adapting newer things for increasing
productivity and efficiency. Thus, HPW practices contributes towards competitive advantage and
employee engagement.
6. Different approaches to performance management and supporting high-performance culture
and commitment
The different approaches to performance management which supports high-performance
culture are listed below-
Comparative Approach-
The comparative approach is used to compare the performances of individuals with
reference to others in similar group. In simple words, it is technique to rank employees on high
scale and lower scale on the basis of their performances (Tian, Risku and Collin, 2016). Another
technique supporting high-performance culture and commitment is Forced distribution technique
as employees are ranked in categories 10 % of group are top performers, 50 % are average
performers, 30 % are good performers and remaining 10 % are poor performers. Major
advantage of technique is that firm is able to attain performance of employees which aligns
giving proper training, ensuring top individuals are rewarded etc.
Attribute Approach-
The attribute approach is one of the important part of the performance management
which is used to carry out the performance as per the defined set of traits, characteristics. It
includes problem-solving, teamwork and creativity. In this approach, Graphic rating scale is used
which defines rating scale based from 1 to 5 numbers. Evaluator, then makes rating in
accordance to the rating being achieved by performer. Another technique is Mixed standard
scale. In this, set of performance levels are made, then statement is prepared for describing
qualities required for achieving rating by performer. Thus, evaluator makes the scoring key for
performance level in effective manner.
Behavioural Approach-
In this approach, several behavioural patterns of employees are accomplished in a better
way for shaping right behaviour for effective performance (Akhavan and Mahdi Hosseini, 2016).
Behaviourally Anchored Rating Scale (BARS) which associated with various performance level
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as per the pre-defined trait. Evaluator will then makes evaluation of behavioural level which best
fits workers' performance. Another technique is Behavioural Observation Scale (BOS) which is
an updated version of BARS. It has larger description of behaviours and is more accurately
designed quite effectively. Furthermore, the frequency is rated by evaluator in accordance to
behaviour exhibited by individual. Overall score is an average of frequency ratings. This helps to
support high-performance culture and commitment in organisation.
Results Approach-
The results approach is focused on removing subjectivity from process of measurement
of employees on results. Management of Whirlpool and subordinates should come up with
SMART (Specific, Measurable, Attainable, Realistic and Timely) goals in order to strategically
attained objectives with ease (Wohlers and Hertel, 2017). In this approach, Balanced scorecard
and Productivity Measurement and Evaluation (ProMES) are used. Balanced scorecard means
that four perspectives such as financial, learning and growth, customer and internal operations
should be achieved. On the other hand, ProMES is used for employee engagement and
motivating them to attain desired productivity. Feedback is taken and workers are able to attain
productivity quite effectively.
Quality Approach-
As the name suggests, main aim of quality approach is to enhance customer satisfaction
by providing quality products. It aims to remove defects in manufacturing so as to impart
necessary goods to people. Moreover, employee cannot be held liable for completing the work
which are not under their control such as any environmental problem which hampers work. This
is because it will demotivate employees up to a high extent (Van Zwanenberg and Edwards,
2018). Kaizen process is recommended to use by Whirlpool for improving business processes
and earn desired outcomes. It is the principle which is implemented in Lean manufacturing and
TQM (Total Quality Management) and thus, quality goods are produced and delivered to
employees.
CONCLUSION
Hereby it can be concluded that managing and developing organisations, teams are
crucial part of Whirlpool for achieving desired goals with ease. Report provides conclusive proof
that organisation cannot function well when people are not motivated for accomplishing work.
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