Report on Developing HR Skills, Training, and Performance at Whirlpool

This report analyzes the skills, knowledge, and behaviors required of HR professionals, focusing on a case study of Whirlpool. It includes a personal skills audit and a SWOT analysis for an HR manager, identifying areas for professional development. The report differentiates between organizational and individual learning, as well as training and development, emphasizing the importance of continuous learning and professional development. It explores high-performance working practices and their impact on employee engagement and competitive advantage, analyzing these benefits within a specific organizational context. Furthermore, the report evaluates different approaches to performance management, culminating in a discussion of how high-performance working leads to improved employee engagement, commitment, and competitive advantage, providing valuable insights for HR professionals and organizational leaders.

Developing Individual,
Teams and
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Skills, knowledge, and behaviours required by HR..........................................................1
P2 Personal skills audit conduct by HR manager of employees for professional development. 3
M1 Professional skills audit that demonstrates evidence of personal reflection and evaluation 5
TASK 2............................................................................................................................................6
P3 Difference between organisation & individual learning and training & development.....6
P4 Importance of continuous learning and professional development...................................8
M2 Learning cycle theories to analyse the importance of implementing continuous
professional development.......................................................................................................9
D1 Professional development plan.......................................................................................10
TASK 3..........................................................................................................................................11
P5 HPW practices in regards to employee engagement and competitive advantage...........11
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................13
TASK 4..........................................................................................................................................13
P6. Evaluation of different approaches of performance management.................................13
M4 Evaluate the different approaches and make judgements on how effective.................15
D2 HPW leads to improved employee engagement, commitment and competitive advantage
..............................................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Success of any organisation based on the its capability to improve and increase the skills
of individual and team of individuals. It is a development which is giving effective learning and
motivation to the teams and individuals to enhance their performance and achieving target goals
of the organisation (Anagnostopoulos, Byers and Shilbury, 2014). Upper level performing
organisation are give performance 'above the line' and hold themselves at the strong level of
responsibilities, ownership and accountability. In this report, chosen company is Whirlpool was
founded in 11 November, 1911 by Emory Upton and Louis Upton. Its headquarter situated in
Benton Harbor Township, United States. This company deals in home appliances. In this report
include, personal development plan for enhancing the efficiency of HR. In this also consist
organisational and individual training, development and learning and difference of training and
development. In this also saying that how high performance working contribute in competitive
advantage and workers performance within a specific situation. At last, showing the various
approaches of performance management.
TASK 1
P1 Skills, knowledge, and behaviours required by HR
HR executives in a company play an important role, they manage entire functions of
business in adequate manner. It includes hiring and recruiting employees at workplace, provide
training to them, encourage in giving high contribution for success of business etc. Therefore, in
this regard, it is necessary for them to develop own skills and knowledge so that they can
perform such duties more effectively.
Role of HR:- HR plays an important role in developing individuals teams and
organisation. It is essential for HR to implement and develop managerial operations and
company's performance. HR should manage all the activities – to create employment contracts,
staff memos, evaluating qualifications, skills of present employees. Conducting resourcing and
recruitment schemes and developing organisation's safety policy is also one of the necessary
point. For HR it is necessary to manage both external and internal activities in the organisation.
As a HR of Whirlpool- knowledge, skills and behaviour which is required are mentioned under.
1

Knowledge:- Knowledge refers to awareness or perception of information, data,facts and
skills obtained through studies or experience (Au and Marks, 2012).
Human resource knowledge:- HR manger should have understanding and knowledge of
basic elements of human resource management. They should have special command in different
aspects of their field to manage organisational operations. In Whirlpool HR should have
appropriate knowledge of components of human resource management to deal with
organisational tasks.
Contract law – This involves several rules and regulations which is required to be
followed by while making business agreements in order to conduct various projects in effective
manner along with attaining better outcomes. Moreover, in order to make documents related to
business contract, job employment and more, it is necessary for HR managers to must possess
knowledge related to laws and legislation. It will help in framing documentation as per
legislation so that business can be prevented from legal penalties. It include a body of law that
governs, enforces and interprets agreements relevant to an exchange of goods, services or
money. In context of Whirlpool, HR is required to update their knowledge level about contract
law modifications and apply the same while needed in business appropriately.
Training and development techniques – This can be described as to conduct effective
and desired training methods like learning seminars, position rotation, brain storming, special
courses etc. Having this skill, HR can influence other members of workplace towards objectives
and goals of business. The HR manager of Whirlpool should analyse requirements of carrying
out training & development to improve efficiencies of employees for attaining business goals
successfully.
Skills:- Skills are the things which enables a person or individual to perform a task. In
other words skills are talent that helps to carry out different functions (Aubry and et. al., 2012).
Communication:- Effective communication is very important in an organisation.
Necessary information should be communicated properly by HR over the organisation in both
verbal and written forms. In Whirlpool HR should effectively communicate all information
which is relevant.
Problems solving – This can be explained as to make techniques for solving problems
which are generated during operations for reducing their negative impacts of outcomes. The HR
manager of given organisation can establish effective techniques to decrease issues between
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employees which facilitate to improve cooperation among them in terms of boosting up regular
outcomes.
Behaviours:- Behaviour refers to an individual response toward others – person, action,
and situations.
Decisive thinker:- Having decisive thinking will help HR in manifesting the ability to
understand and evaluate information rapidly. This behaviour of HR will help in becoming
impressive business partner. In whirlpool by conclusive thinking HR can determine and analyse
necessary data in effective manner.
Ethics - This involves overall ethical norms and values which are necessary to be
followed in proper as they provide correct guidelines to conduct tasks appropriately. In case of
Whirlpool, HR manager is required to be followed ethics while making policies that should be
equal for everyone and remain impartial with people.
Confidentiality – This refers to make information confidential which should not be share
with other people and it can be related with business aspects or someone's personal data. HR
manager of given company should maintain confidentiality of employee's information and
business data in proper manner(Belbin, 2012).
P2 Personal skills audit conduct by HR manager of employees for professional development
Personal skills audit is a effective process for an individual to judge or identify own
strength and weakness to accomplish targets in efficient way (Holden and et. al., 2012). It is
subjective kind of an assessment for a workers to resolve their problems through suggestion or
own development.
Personal development plan:- It is strategical process implemented by an individual to
analysis their own mission, vision, goals and objectives in advance. It helps to identify what to
achieve, when and where a person want to achieve in better way (Liljenberg, 2015).
Requirements Personal audit
(rating scale: 0-
10)
GAP Remedial
action/strategy
Deadlines for
remedial action
Knowledge:
Contract law
Training &
6
9
Need to improve
contractual law
Attend external
short law course
1 month
3

development knowledge in
reference of
desired Acts or
legislation.
Need to increase
development
techniques by
providing
technological
learning.
of 2 weeks.
Attend training &
development
seminar
6 months
Skills:
Communication
Problem solving
9
7
Need to improve
report writing
skills.
Need to improve
abilities to make
immediate
decision to solve
issues.
Reading books
Shadow senior
managers and
observation
On- going
1 week
Behaviour:
Ethics
confidentiality
10
9 Need to
familiarise myself
on new GDPR
rules.
Refresh
knowledge by
reading books.
On- going
SWOT analysis -
Strengths weaknesses
 Being a HR manager of Whirlpool I  I as a HR of Whirlpool organisation
4

have an ability to engage employees
amongst them self for attaining higher
productive services. I motivate my
workers to implement the plan in
groups for the better development of
Whirlpool.
 I am quite good at solving conflicts
which arise amongst employees within
organisation. Being an HR of
Whirlpool this is my edge that I can
resolve workers personal issues easily.
 Understanding employees law is a
complex task for me because I have
knowledge about government bodies so
being an HR I keep all documents
secretly to control misuse or disorder.
needs to develop technological skills
with dynamic environment because this
company deals in electronic items. To
enhance the growth of Whirlpool I have
to develop this ability. Being HR of this
company I have resolve all technical
issues so my technology need to be
enhanced (Langkamp Bolton and Lane,
2012).
 Communication skills play vital role in
organisation to resolve gaps and
disputes. As HR of Whirlpool I needs
to develop communicating skills to
resolve issues in effective manner.
Connection with co-workers,
employees or top level management
require good communication skills so I
needs to develop in short time.
M1 Professional skills audit that demonstrates evidence of personal reflection and evaluation
Being a HR manager of Whirlpool there are certain skills that are required with in an
individual:-
S. No. Skills and competency Self assessed
score out of 10
Score by others
out of 10
variance
1 Employees engagement 8 9 -1
2 Training & development 5 4 1
3 Communication skills 5 4 1
4 Problem solving 8 9 -1
5

5 Confidentiality 5 6 -1
TASK 2
P3 Difference between organisation & individual learning and training & development
Organisational learning:- It refers to the process of developing, retaining and
transportation of information and knowledge in an organisation. In this techniques managers
learning skills and training to workers in order to accomplish targets in organisation (Raes and et.
al., 2013).
Individual learning;- It is self development methodology in which person can analysis
itself internally and externally. In this learning individual direction is set for attaining specific
objectives.
Training & development:- It refers to an action through which individual enhances
knowledge and get trained to perform a specific task in effective manner. Training is necessary
in workers life to build strength ans self motivation towards their objectives. Development
includes a process where individual needs supports of other persons in several activities to
conduct their task. Inspiriting workers to attain innovative ideas, knowledge etc. to achieve
objectives in effective way.
Organisational learning Individual learning Training and development
 Organisation is formed
with group of
individuals. Through
organisational learning
all workers are trained
for similar objectives.
 The main motive of
organisational learning
is to develop employee
engagement between
co workers.
 It is also a time taking
 This type of learning
only enhance
individual growth and
have different targets.
 Individual learning
enhance personal skills
and sometimes create
miscommunication
between employees.
 It is time consuming
procedure because in
large organisation it is
 The main motive of
training is to improve
performances of
workers and HR
manager of Whirlpool,
aim is to guide
employees' in better
way to implement
specific task (Wellin,
2016). Managers needs
to develop employees'
in effective way to
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task but less then
individual learning
because training
practices are conducted
for all members in
organisation to attain
similar objectives.
 Organisation learning
actually consider
development on regular
basis because it is
essential for increasing
overall efficiency of
business in order to
achieve desired goals
and objectives of the
same in proper manner.
 In context of
organisational learning,
development is
applicable because
company put efforts to
implement effective
technologies and
strategies in improve
efficiencies of overall
enterprise but new
implementation
required planning of
learning in terms of get
aware to utilise fresh
not possible to train
individually (Truss and
et. al., 2013).
 It involves basically
training procedure in
terms of learning about
specific aspect like
technology or
improving problem
solving skills.
 In case of individual
learning, training
techniques are
applicable because they
have specific criteria of
gaining knowledge
about particular aspect
such as seminar for
completing single
project in accurate
manner by fulfilling
actual requirements of
customer through
achieving their
satisfaction.
overcome several
challenges in working
environment. HR
manager of Whirlpool,
should trained workers
in order to improve
their future
performance.
 Training is a job
orientated process
where new workers are
appointed to
accomplish specific
goals. HR manager of
Whirlpool should
recruit new workers to
enhance productivity of
company is certain
fields. Development is
a career orientated
process in which
individual developed to
face future situations.
The main motive of
Whirlpool’s HR
manager is to develop
workers for long term
so that they can resolve
any future challenges
without any hurdles.
 Training is a one time
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techniques effectively
for attaining maximum
outcomes from them.
process given to
workers to attain
particular task.
Whirlpool’s HR
managers provides
training to employees'
at one time to achieve
specific task (Truss and
et. al., 2013).
Development is
continuous process in
which workers
perpetually enhance
their knowledge. HR
manager of Whirlpool
should develop such
skills in employees' so
that they can solve any
future challenges
without any problems.
P4 Importance of continuous learning and professional development
There are various kinds of significances of continuous learning and professional
development which can be achieved by Whirlpool company. Some of such importances are as
follows –
Continuous learning:- Capability to learn and raise skills and knowledge is continuous
learning at individual level. At workplace continuous learning is - to increase knowledge and
skills in order to acknowledge new developments and dynamic environment. To accept changing
environment and to perform effectively strong constant learning is required.
Importance of continuous learning:- Continuous learning keep up to date with present
trends and evolution. It helps to identify prospective issues and provide appropriate solutions to
8

them. Continuous learning keeps an individual passionate and devoted to their work. Strong
learning builds knowledge level which helps in good decision-making. One more benefit of
lifelong learning is it helps to accept unpredicted changes. It improves career growth and
upgrade individual's profile at workplace. It provides new opportunities by obtaining various
skills and helps to insight appropriate solutions. In order to improve business performance
continuous learning will help in different ways through acquiring innovative ideas. It encourages
individuals confidence and helps in exploring different business projects (Mahembe and
Engelbrecht, 2014).
Professional development:- Professional development is a way of improving ability,
skill sets, knowledge and efficiency through special training, innovative professional learning
and education. It refers to development of logical skills which are required to evaluate
individuals performance data. It refers to learning which is acquired to carry on professional
achievements. Professional development have different approaches – lesson study, coaching,
reflective supervision, group discussions, mentoring and technical resources. It involves
improvement of individuals skills and capabilities working in an organisation. Professional
development is necessary to improve managerial skills in order to attain organisational goals
effectively (Liljenberg, 2015).
Importance of professional development:- Professional development helps individuals
to perform best and make them ready for higher responsibilities. Innovative opportunities can be
availed through professional development. An individual can be updated through self
development and their confidence level is encouraged. It increases productivity through
advanced skills and knowledge. It makes employees efficient and effective with innovative ideas
to accomplish organisational goals. As it makes employees more productive, it leads to their
career growth. With innovative skills and knowledge it upgrades employees status and they will
be capable to help their colleagues in the organisation. It makes individuals versatile which helps
to achieve the desired position for which they are looking. In improving business performance
professional development is important. So to sustain in business world professional development
training should be provided to employees through different approaches.
9

M2 Learning cycle theories to analyse the importance of implementing continuous professional
development
Learning theories refers to conceptual frameworks which provide support to make
effective educational activities in such a manner so that people can absorb, process and retain
knowledge at the time of learning. In case of Whirlpool, they can utilise appropriate learning
theories it order to apply continuous professional development in which
Kolb's Theory – This involves a kind of learning cycle which include several stages such
as concrete learning, reflective observation, abstract conceptualisation and active
experimentation. The given company can utilise this theory in terms applying regular
development by adopting several styles including diverging, assimilating, converging and
accommodation.
Honey & Mumford Theory – This learning theory include several styles such as
activists, theorists, reflectors & pragmatists of gaining education according to mind set and
desires of different people. Whirlpool can utilise given approaches which are suitable for provide
learning for employees in terms of professional development.
Lewin Theory – This theory involves three stages like unfreeze, change and refreeze
which is helpful in providing high approach to change in learning activities for increasing
efficiencies of people in respect of improving growth for business in Whirlpool.
D1 Professional development plan
The professional development plan is given below -
S.NO Learning
goals
Targets Development
opportunity
Judgement Time
1 Technology
aptitude
As HR of
Whirlpool I
need to
acquire
technical
knowledge so
that I can
guide my
I can enhance
my
technological
skill through
watching
online videos'
and working
under
Technical
experts can
judge after my
training
sections.
2 months
10