HR Report: Performance Management in Developing Individuals, Teams

This report delves into the crucial role of the Human Resource department in managing the workforce, emphasizing its impact on maintaining and enhancing employee skills and performance, particularly within the context of Whirlpool's challenges in North America. The report examines the essential knowledge, skills, and behaviors required for a successful HR manager, including technical understanding, communication, leadership, and adaptability. It includes a personal skill audit, identifying strengths and weaknesses, and outlines a professional development plan to address skill gaps, such as communication and technical proficiency. The report also differentiates between organizational and individual learning, highlighting the importance of continuous professional development and exploring approaches to performance management and high-performance working to improve employee performance and organizational effectiveness. This report is designed to provide a comprehensive understanding of HR management and strategies for developing individuals, teams, and organizations.

DEVELOPING
INDIVIDUALS, TEAMS
AND
ORGANISATIONS

INTRODUCTION
Human resource department plays an important role in an organisation for managing the
workforce. They help in maintaining and enhancing their skills and performance which will help
them to manage the whole company effectively. The Whirlpool company is facing crisis in
Northern American region which has affected its workforce. The present report is based on the
performance management that has helped Whirlpool in making strategies to proper management
of their employees. The present study will demonstrate the knowledge, skills and behaviour that
are essential to be a successful HR manager. The report will include a personal skill audit and
develop a professional development plan. The report will also demonstrate the difference
between organisational and individual learning. The report will discuss need for Continuous
professional development. Further, the assessment will discuss high performance working and
various approaches to performance management.
MAIN BODY
1.
Human resource department plays an important role in an organisation for managing the
workforce. They help in maintaining and enhancing their skills and performance which will help
them to manage the whole company effectively. Human resource department is responsible in
managing the resources which are helpful for their workforce (Briscoe, Tarique and Schuler,
2012). HR department plays a significant role in employee satisfaction and provide them
effective training and development to enhance their skills. A human resource manager is the
professional who makes all the policies and decisions regarding the HR department and the
management of the workforce in different departments of Whirlpool. As per considering the
current scenario of Whirlpool in NAR, it can be ascertained that knowledge, skills and behaviour
is a must for an HR manager to manage the performance of HR department in NAR Whirlpool
plc. The KSB that are required by a human resource manager in a company are as follows:
Knowledge:
The HR manager of Whirlpool needs to have some basic as well technical knowledge of
the organisation. It is an important factor as it would reflect the personality of HR manager in
making effective strategies to manage the employees of the organisation (Werner and DeSimone,
2011). The HR, manager should understand the organisation structure. The HR manager should

have the proper knowledge of accounting and other technical field so that he can easily access
and understand the technical working of the organisation. HR manager of Whirlpool should have
enough knowledge to understand the operations and business environment that are reflected from
the financial performance of the company (Bratton and Gold, 2017). He should possesses the
ethical knowledge as well as the corporate governance of the organisation system.
Skills:
There are various skills which an HR manager should posses to be successful in fulfilling
its responsibility in organisation. He has to possess the excellent ability to speak in front of
anyone as well as should have ability of effective listening (Budhwar and Debrah , 2013). The
communication skills is must that a successful HR manager should have. The manager of
Whirlpool should have ability to create and interpret the information received from various
department of organisation which would help them to make effective strategies and decision. He
also has to play a role of leader for the employees in Whirlpool (Boxall and Purcell, 2011). It is
essential for the HR manager to increase the team working in the organisation and increase the
personal relationship internally and externally across Whirlpool.
Behaviour:
It is an important trait that should be considered for being a successful HR manager(Chai,
Das and Rao, 2011). It includes the factors that represents their personality and method of
conducting their operations. Such behaviours are comprises adaptability of changing priorities
and working requirements to maintain high standards in changing business environment. Their
behaviour engaging to the wider business environment, their personality traits of being honest
and possess transparency with their employees help them to being a successful HR manager in
Whirlpool.
2.
Skill audit may be defined as a technique or process which helps one in analysing own
skills and capabilities in against to the requirement. With the motive improve my skills in line
with concerned designation I did skill audit. This in turn helped me in assessing skills that I
possess. It clearly indicates skills which I need to develop for meeting organizational
requirements and goals.

The personal audit can be done through evaluating the strength and weaknesses of the HR
manager.
Strength:
 A good understanding of organisation and the structure of organisation.
 Ability of understanding and interpreting the information received from different
departments for effective decision making and strategies.
 A good leadership quality that can help in managing the HR department as well as the
employees.
Weaknesses:
 Problem in effective communication skills.
 Lack of technical skills and using the HR software.
 Lack of understanding excel spreadsheet.
PERSONAL AUDIT
Requirements Personal Audit (On a scale
of 1 to 10)
GAP
Communication skills 4 This is one of my gap. I need
to improve my reading and
writing skills with perfect
grammar. Such skill is going to
help me in my routine work.
Technical skill 4.5 I am short on my technical
skills relating to use of
technology and information
system. Sound technical skill
will make me more proficient
in my work.
Time management 6 My time management skills are

average which I need to make
it more effective. I am able to
prioritize my work but
sometimes I feel stressed when
there is a workload where I
mess up the things.
Leadership skills 7 I need to make my leadership
skills more sound and effective
for leading from front in the
office.
Self confidence 6.5 I need to build more of my self
confidence for better handling
work duties.
As per the self-assessment of the skills, behaviour and knowledge, there are certain fields
that are required an improvement. The major areas for improvement can be communication skills
as it is the most important factor to be an HR manager. Following are the professional
developmental plan.
Advantages and disadvantages of skill audit are enumerated below:
Advantages
 Assists in identifying training needs
 Helps in improving workplace skills and knowledge
 Helps in becoming more competent Develops knowledge about work activities and professional knowledge
Disadvantages Negatively affects motivation Time-intensive exercise

 Lack of reliable feedbacks
Objectives
(Skills to
improve)
Activities for
achieving the
objective
Potential hurdle Measurement Time required.
Skills
(Communication)
The activities that
can be adopted in
communicating
with other people,
participation in
group discussion.
Lack of
confidence in
group activities
and discussions
Feedback from my
colleagues and
seniors at work.
This will require
time period of 1-2
weeks.
Knowledge and
development of
technical skills
For this guidance
from the seniors
can be taken,
attend a coaching
or technical
classes for
development.
Moreover, a
person can itself
reads bbooks ,
jorunals and
artciles through
which it can gain
sound knowledge
about how people
are effectively
managed at
workplace.
Lack of time,
tuition fees and
lack of self
motivation
It will be measured
on the basis of
regular practising,
self analyzing the
improvement.
Approx 1 month
will be required.

Time
management
Skills
For an effective
using of database,
guidance from
senior, training
from coaching
classes or through
internet can be a
great source.
Time , money
could be the
potential hurdle
Workshop
feedback, reviews
from seniors
It will require 2-3
weeks approx.
Behaviour
( Leadership
skills)
The behaviour of a
HR manager must
be highly adaptive
that could make it
highly responsible
personnel who
would be ready to
take on any
demanding
situations of
business
organization.
Moreover, a HR
manager must
posses anatltical
behevuiour
through which it
can solve the
business
problems. Also,
calm behavior of a
HR manager is
required for
Lack of self
control could
potentially affect
me negatively in
achieving my
developmental
objectives.
Self evaluation and
feed-backs/
reviews from
seniors
2.5 months

resolving the
conflicts so that
harmony in the
business
enrvironment is
maintained.
As seen above, it is important to improve communication and technical skills. These
skills are the most required in the human resource and they can ensure that appropriate growth
and development is taking place. It is important to develop and gain better knowledge, and
improve verbal and written communication skills. These overall development can ensure that set
growth and development is taking place in HR and employees are working in cooperation with
the department.
3.
As per considering the scenario of Whirlpool in NAR, it I crucial of increasing learning a
training and development of individual(employee) and organisation (Curado, 2018). Skilled and
well trained employees are key for the effective and efficient working and performance of the
organisation. The aid in enhancing performance is achieved with the help of proper training and
development program. Organisational learning is a process of creating, using and sharing of the
knowledge within the organisation. Individual training is a programme which helps to increase
the skills and knowledge of the employees as per their area of work.
There is a difference between an organisation learning and individual learning:
Organisational learning, training and
development
Individual learning, training and
development.
 Organisational learning is the process of
creating, retaining and transferring
knowledge within the company (Rahim,
2017). It will help me in learning new things
 Individual learning is a training
method that is individualized to
take into consideration the
differences. With the help of this

that will provide me competitive advantage
as well.
 Importance of learning. It can be said that
the training and development provided by
the organisation is highly specialised. With
the help of organisational learning my
capabilities as a professional has been
increased. It has helped me in improving my
career development.
 From challenges and mistakes:
Organisational learning is concerned with
the overall change in company's working for
coping up with the challenges of business
market. By facing these challenges
frequently, I have become more capable to
face various types of challenges. It has made
me more adaptive through which I have
efficient enough to face the challenges at
workplace more effectively.
 For the purpose of gaining organizational
learning, I will need to attend proper training
programmes organized by the company for
employees. For the company, it will benefit
it by creating a culture of constant leaning
while for me, it will help me in developing
myself for the future growth opportunities.
learning I will become able to face
various types of problems that
may arise in the future due any
kind of uncertainties.
 Learning from others. I can
develop the individual learning by
observing people around me such
as collogues, friends, family
members etc.
 Self learning : Through individual
learning I have acquired new
knowledge and skills which is
related to my organisational duties.
(Cunningham, 2017). Self learning
has helped me in transforming and
developing myself for the future.
By reading books, blogs and
observing others regarding how
they face different situations, i can
also make strategies and apply
them wherever necessary.
Training and development
Training and development program can be defined as an actvity conducted by the
business for the purpose of providing appropriate training to its employees and improve their

efficiency of working. Company needs to analyse the strengths and weaknesses of each
employee carefully and should conduct the training and development program for each employee
accordingly. It would help the firm in improving the efficiency of its employees in more
effective way.
However, training and development also plays a great role in increasing knowledge and
skills of employees so that they can contribute more efficiently in their performance (August and
Shanahan, 2017). There is a difference between training and development that are discussed
below:
Basis of difference Training Development
meaning Training is a programme that is
organised to increase knowledge
and skills in the employees as er
the requirement of their job
(Reynolds, 2017).
Whereas, development is an
organised activity in which the
workforce of the organisation learn
and grow in a self assessment
manner.
Focus The focus of training is implies
on equipping the employees to
perform the particular job or task
in organisation. Focus of training
to ensuring the ability to the new
employees of their job as well as
to the existing employees to add
or improve their knowledge with
changing business needs.
The focus of the development is on
the person in their career
progression. It implies on the
existing employees once they
reached at the level of capability in
their job. It is enhancing the future
growth and meeting company's need
as well (Bolman and Deal, 2017).
Time frame Training period is generally of
short-term that is in days, weeks
or a few months.
Development is a long term
development. It is strategic in nature
and implies to gain knowledge to
solve the future challenges that
comes in their way.

Delivery method Training is provided by a trainer
in seminars or workshops. Now
and training is also provided
through online video and through
webinar (Freud 2018).
Development is a tactical process as
it focuses on a person not on a team
or organisation. Development can be
deliver through coaching,
mentoring, job rotation, case studies
etc.
Scope Training is limited in scope with a
specific objective.
Development involves a wider
scope. Development plan includes
providing a set of knowledge and a
foundation of growth and increasing
potential of employees that helps in
decision making and strategy
making ability of employees
(Brewster and Hegewisch, 2017).
Effective training and development can enhance the growth and development of the
individuals working in the organisation. Along with it, it can help the organisation to ensure that
its employees are working on full potential. These all activities can help the organisation and its
Human Resource to enhance employee perception and achieve better growth and development.
EXAMPLE: The whirlpool could align its training and development programs with its
overall business strategies. The company has focused on developing a training session for its
employees such as team-based leadership development program which emphasized on finding
the solution to material business problems. It could provide more of on the job training to its
employees for their productivity. It could organize conferences, training programs where they
would be taught new skills and methods of doing their jobs.
4.
In Whirlpool, the employees has made a individual commitment to self improve their
skills to increase their individual behaviour for the newly developed team. In Whirlpool, there is
a need for the continuous development and learning to increase the sustainable business
performance of organisation (Kennedy, 2011). Continuous professional development is a set of