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Developing Individuals, Teams and Organisations of Whirlpool

Question :

The following questions are addressed in this assignment:

  • What are the skills, knowledge and behaviour required by HR professional?
  • What is the difference between organizational and individual learning and training and development?
  • How professional development can drive the business performance at sustainable manner?
  • Explain the role of high performance working for employee engagement and the competitive advantage.
  • Explain various approaches to performance management.
Organization Selected : Whirlpool

INTRODUCTION

The main reason for excel performance in a top ranked organisation is the level of work performance of the employees and efficiency and effectiveness of the groups and teams within them. The interconnection between the capacity of an individual, groups, team and organisation that sanction the companies to take into consideration the development and training of people as the essential part of the business. This report is based on the human resource management in the Whirlpool company. Whirlpool is a multinational company which produce home appliances. Its headquarters in Benton Charter Township, Micigan and United States. In this report the employees skills and knowledge which is beneficial for them is included.

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TASK 1

P1.Employee knowledge, skills and behaviours

Knowledge

It is the awareness, understanding, information and intelligence that has been obtained by experience. It is a fact or coordination of knowing something with familiarity gained through association or experience (Holden 2012).

Administration

It is a process of arrangement and tasks needed to control the operation of a plan or organisation. In Whirlpool, it is a range of activities connected with supervising and organising the way that an organisation or institution functions.

Employment

It is about in individuals works which they do partly or fully on the contract base. In whirlpool it is a relationship between two parties based on a contract where work is paid for the employer and other is the employee. It means a person who is hired for a wage, salary, fee or payment to perform work for an employer. Employees in some fields or sectors may receive gratuities, bonus payment or stock options. There are various types of employment in which the employees and employer get different benefits. It can be in the form of penssion, fund and illness and sicknes policy.(Belbin, R. M., 2012).

Training

The process in which the organisation provide teaching the new and present employees the basic skills they need to effectively perform their jobs. In the organisation. It is a program that is designed to increase the technical skills, knowledge, efficiency and value of the employees for the growth of the organisation. There are different types of trainings such as technical, skills, quality, managerial and professional training which are provided by the organisation to improve or enhance the knowledge of the new employees and present (Blandford, 2012).

Health and Safety

The process in which all workers are entitled to work in environments where risks to their health and safety are properly controlled. It is possible by identifying, assessing and controlling risks to employees in all workplace operations. It is important because it protects employers, visitors and customers. Looking after health and safety they makes good business sense and achieve organisational goals.

Communication system and procedure

Communication system is a conversation between employees and employer. In this act the employees make opinions, feelings, information understood or known by other through speech, writing or bodily movement (Bolden,2016).

Skills

It is capacity and ability of an individual gain from sustain, systematic efforts involving ideas skills to carry out complex work. There are different types of skills which are important for the growth of HR professionals.

Coordination skills

The process of organising people or groups so that they can work properly in teams or individually within the organisation.

Mathematical skills

It is the ability to count accurately, representation by using symbols, words, picture, and objects.

Technical skills

It is related to computer knowledge. In the organisation or HR professionals it needs to have technical skills for the organisation growth and increase profit or productivity effectively with the employees and employers (Dixon-Woods and et. al., 2014).

Communication skills

It is the process of providing knowledge and information to the employees and employer by messages or by talks or writing. In organisation it is important for the employees to associate people for increase the organisation's business and purpose or achieving goals.. These activities require human being for interaction and reaction or collect information, ideas, plans, make decision, rules, proposals, contracts and agreements from other employees and employer.

Time management skills

It is the process of using time to finish and perfect a specific activity within the time the period of time . It is designed combination of processes, tools, techniques and methods.

Behaviour

It is impacted by a variety of forces, both internal and external. It is the set of actions made by system or artificial entities in conjunction with their nongovernment.

The behaviour required by HR professional are as follows:

Self control

The ability of regulates one's behaviour, thoughts, actions, feelings and emotions. It is a cognitive process which is necessary to regulates employees behaviour in order to achieve specific goals (Eime and et. al., 2013).

Team work

It is a processes in which people work in a group in order to achieve a goal. In organisation when people work together towards a common goal, creating a positive working atmosphere and supporting each other.

Integrity increase the organisation's business and purpose or achieving goals

It is a fundamental values that HR professionals seek in the employees that they hire. It applies the knowledge, skills, and values of a profession.

P2. Knowledge, skills, and behaviours and develop a professional development plan

Benefits from skill audit

It is a processes in which the employer and head of the department measuring and recording the skills of an individual and group. It identify skills gap within the organisation. It is beneficial for the organisation so that in an organisation is to identify the knowledge and skill that the organisation requires. With the help of skill auditing an organisation can know about its weakness and it can remove and provide solution for those cause by which problems increase.

Disadvantages without skill audit

In the organisation without skill auditing it is not find out about the gap factor and issues which are create within the organisation (Moura and et. al., 2012). If an organisation do not do audit then it do not work for the improvement of the organisation such as training programmes and meetings.Personal skill audit helps to identify skill and knowledge of an individual. My personal skills audit as a Manager are determine as:

TASK2

P3.Differences between organisational and individual learning, training and development

Individual Learning

It is a way in which an individual learn through content, instructional technology and pace of learning that are based upon the abilities of the learner. It is the way through which organisation improves capacity of individuals to adopt learning opportunities and recognise more advantages (Poksinska, Swartling and Drotz, 2013). There are different types of individual learning:

Self learning

The learning in which an individual learn from itself through research and reading books etc. It is associated with learner's independence, readiness for self directed learning, personal approach to learning and its goals.

Learning from experience

It is a process of do experiment in which a person learn from its experience both good and bad.

Learning from others

It can do through directly or indirectly. In direct learning people can learn by speech, sessions, trainings and reading for a literature assignment. And in indirect learning people learn from portfolio, by listening others.

Learning From Mistakes

In the organisation when the employees and employer do mistakes and they are not repeat that mistakes again within the organisation. They do their work in better way after learn from their mistakes (Salas and Rosen, 2013).

Learning from organisational team member

Teamwork is the process in which employees are worked in groups to achieve common organisational goal. In teamwork team members tend to share knowledge and complement each other's skills.

Organisational Learning

It is a continuous process that enhance the ability to make sense of , and respond to internal and ex6ternal change with in the organisation. It is based on knowledge for a purpose and learning from the process and from the outcome. There are different types of organisational learning:

Through research

In the organisation when people learn from R&D method. They do research and learn from own knowledge.

From Mistakes

In the organisation when the e]employees do mistakes its impact wear by the organisation. The productivity can be low and it will not be achieve its future goal on time.

From Markets

An organisation can learn from markets. By example of whirlpool if it want to launch a product with extra features then it analyse whole market and related products and make the product with new features (Sharma, Mithas and Kankanhalli, 2014).

From competitors

Organisation can learn from its competitors such as Whirlpool launch a new product and its competitor also launch that product with some extra features. Whirlpool can have knowledge about those features.

From teams

The employees of the organisation learn from team work if they do work in team they communicate with their team members and share knowledge with them which is beneficial for the organisation.

Single loop learning

It is the process by which one learns through errors and mistakes, to make incremental adjustments to one's actions. This learning involves knowledge to solve specific problems, starting from existing assumptions and focusing on what has worked in the past.

Double loop learning

In double loop learning the employees are focused to think about actions in the framework of operating assumptions (Von Krogh, Rossi-Lamastra and Haefliger, 2012). It is used when it is necessary to change the mental model on which a decision depends.

Difference between Training and development

Training

Development

It is defined as an educational knowledge and improvement performance of staffs.

It is a process that create growth, progress and positive change.

It help in developing skills, improve quality and safety.

It enhance knowledge, skills and abilities.

It is short term process.

It is continuous process.

In training initiative taken by management.

In development initiative is taken by individuals.

The main object of training is to meet present need of staff.

The main object of development is to meet future need of staff.

It is requires for job responsibilities.

It is requires for organisational growth.

P4. Professional development to drive sustainable business performance

It is the process of improving and enhancing the skills of the employees by giving them education and training benefits in the work place.

  • Kolb experimental learning style
  • This model of learning sets out four learning styles:
  • Diverging

In this style people look things in their own way because they are sensitive and emotional. They do not collect information or use ideas to resolve problems. If the people of the organisation adopt this learning style then they learn things through observation. They do not make focus or searching resolution of problems. If the management of Whirlpool follow this style then the human resource analyse operations and activities of the company according to them. Because they are erogenous and they are not able to resolve issues.

Assimilating

In it people give more importance ideas and less to people. This style brings effectiveness in information. If the individual follow this learning style, they make concentration on the ideas and concepts rather then views and suggestions of people. Because if it can be effective then it will be helpful for the growth and development of the company in term of productivity and profitability.

Converging

This style practically use both ideas and theories. In this style people focus on technical task. They are quick decision making because they are able to find answers of the questions. If the management use this learning style then they make concentration on both ideas and concepts so that they can make effectively concentration on their technical tasks and works which can be beneficial to the company in terms of maximizing market share and production of the organisation in favourable manner.
Accommodating

Under this style people gathering information rather then their ideas to the situation. They influenced by their own ideas and solved problems (Watson‐Manheim, Chudoba and Crowston, 2012). In Whirlpool, with the help of this style, people of the company can gather information so that they can find solution to resolve issues when they are occurred during the time of performing operations and activities.

Experimental learning Cycle

This cycle include four stages:

Concrete Learning

This is the initial stage of learning cycle in which in Whirlpool, a new experience is encountered and relates to experience faced in daily life.

Reflective Observation

In Whirlpool, it can be occurs when a person has new experiences and the experiences are being observed and reflected upon and can create confusion if the ideas does not suit.

Abstract conceptualization

In Whirlpool, It can be a process of making sense of what happened and involved interpreting the events and understanding the relationship between them.

Active Experimentation

After following the above all stages, the learner adopts the ideas and implement it to analyse the results. It can also be termed as a practising stage.

CPD (Continuing professional development)

It is the ongoing process of developing, maintaining and documenting professional skills. These skills may be gained through courses or training or informally on the job or by watching others. These skills and knowledge are also provided by the organisation through organise different training programs and sessions (Wellin, 2016).

Advantages of CPD

In whirlpool, this approach is used to motivate the employees and do assessment of the employees. CPD helps build employees confidence and credibility. It is important because it ensures employees continue to be competent in their profession. It helps employees to make a meaningful contribution to their team.

Barriers of CPD

It is the record of experience, learning and skills. The barriers of CPD are time, money, funding, budget, employer support, personal commitments such as family, pets, partner etc. low morel in the workplace, outlook and attitude, lack of opportunity (West and Lyubovnikova, 2013).

Continuous learning- This is a kind of learning process which is related with the getting new skills and knowledge through an ongoing process.

Eventually, there are different kind of advantages that derives from the necessity of continuous learning and professional development which are as follows:

Enables employees growth and success- Organisations offer various kind of opportunities to the employees so that they can learn new things by the professional development plans.

Competencies lead to the confidence- It is necessary for the employees to have all the skills and knowledge that are required to perform various tasks and it enhance the confidence.

TASK 3

P5. HPW contributes to employee engagement and competitive advantage within a specific organisational situation

High performance work

It is a group of different but interconnected human resource practice. HPW is a significant positive positive effect on attitude and enhanced the organisational citizenship behaviour of the employees. High performance working and employee engagement is the operations like how the employees are managed in work to the administration and leadership problems of the company. The top management team who is answerable for the strategic planning and determination devising procedure requires the brief review of the every element for structuring blocks of the company. In Whirlpool, High performance work make contribution in employee engagement by providing a team work and task in which they can perform their duties and responsibilities as per their skills and knowledge. By providing training and development sessions, the management of the company also help in making contribution in employee engagement.

Employee engagement

It is sensitive and emotional attachment of employees to its workplace, culture, job role, and position in the company. When employees are engaged at work in organisation, they feel a connection with the organisation. They believe that the work which they are doing is important and they do work hard.

Competitive advantages

It is a kind of advantage which firms earn through effective strategies and policies over the rivalry firms. There are various kind of aspects such as pricing structure, manufacturing capacity and customer services that are mentioned below:

Pricing structure

It is an approach in which products and services pricing defines about various prices, discounts, offers consistent within the organisation's goals and strategy.

Manufacturing capacity

It is related with the capacity to produce products. If this capacity will high then it will be easy for the companies to beat the other which will result in competitive advantage.

Customer Service

If companies will provide better customer services then customers will be satisfied and it will lead to the competitive advantage.

TASK 4

P6. Approaches to performance management

Performance management is the method where the employee and manager collaborate with each other to review, monitor and plan the contribution of the employee within the workplace. It involves the actions which ensures the effective and efficient use of resources to achieve the organisational goals or objectives (West and et. al., 2014). It concentrates on the performance of an individual, department or organisation. It is a ongoing process of setting objectives, assessing progression and giving feedbacks for the successful achievement of the targets. An organisation uses six approaches to measure the employees work performance.

Comparative Approach: This method is used to compare the employees according to their work performance within the organisation. If in the company, employees are being ranked on the level of their performance that is from highest performance to the lowest performance. The comparative approach includes many techniques such as forced distribution techniques, paired comparison and graphic scale rating which help in the organisation development. With context to whirlpool, this approach is used in the small level department of employees to determine their level of performance and the employees who are ranked at the top are given rewards for performing excellent in their work. This reward motivate them and they perform better. This approach is beneficial for improving the performance of employee because when the management department of Whirlpool conduct performance appraisal. For example, this company can use this approach and make comparison between the performance of employees of the company and rewarded them according their performance. It provide motivation to improve the performance of those workers who have low performance and make capable to them for working in high-performance culture. To make improvement in employees performance, the administration of the company can provide training and learning sessions to its employees so that they can make improvement in their skills and knowledge.

Attribute Approach: Under this approach employees are being ranked according to their attributes. Within the company, they are being judged on a specific set of parameters such as problem solving skills, teamwork, communication, judgement, innovation and creativity. ). In whirlpool, this approach is used to motivate the employees and do assessment of the employees. Graphic rating scale rates the employees on 1 to 5 scale which ranges from highest to lowest (Holden and et. al., 2012). In whirlpool, this method is used to motivate the employees by giving rate them as it is the easiest and convenient approach to go for and achieve the growth. This is important for improving the performance of employees because during the time of reward. For example, the management department of respective company analyse the performance of the workers according to rank system. With this, they can get information about their weak performance and take initiative to improve it using different methods of training and development practices.

Result Approach: In whirlpool, this approach rate the employees bases on their performance results. This approach is a balance scorecard technique which concentrates on financial, customer, internal and operations, learning and growth perspective. In whirlpool this method is used to convert employees procedures into actions or operations and it helps in analysing the external environment which it the reason of motivation and the development. With the help of this approach, the workers of Whirlpool can make improvement in their performance by getting feedbacks through result of the performance appraisal that are conducted by the management department. For example, If the communication skills of employees are weak the company can provide them training and online classes to make improvement in it.

Collaborative Approach: This approach is used to make employees work together in a group. It help in manage the conflicts that usually delivers the best results, but this approach requires more skills than the rest of the approaches. This approach focuses on discovering and sharing with groups, speed sketching sessions for features. With context to whirlpool, this approach is used to utilise the conflicts as an advantage over achieving of goals or having a competitive advantage in the market. When the conflicts are resolve the employees get friendly environment and they feel motivated. This is another useful approach that can be helpful for the employees of Whirlpool to providing feedbacks related to their performance. They can identify the reason of the low performance and make improvement according that. For example, the employees are working in a group task and cause of conflicts, some employees face the problem of low performance. So with the help of it they can make improvement in their performance. It is also known as joint or partnership working and covers a variety of ways that two or more corporations that can work together. Collaborative working can last for a fixed length of time or conform a permanent arrangement.

Quality Approach: Under this approach person and system both factors are taken into consideration. It focuses on reducing errors and improving and increasing customer satisfaction. Under this approach the feedbacks of the employees are been take from the people working within or outside the workplace (Belbin, 2012). In whirlpool, this approach is used to motivate the employees and do assessment of the employees. They take feedbacks of them from the managers and clients of the employees and the system and for solving problems through teamwork. For example, With the help of this approach, the employees can get feedbacks from their senior or superior of Whirlpool regarding their performance related to their work, quality of the work and others. For it, the organisation can conduct training, sessions and meetings etc. for improving the employees performance and they can work in high performance culture.

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CONCLUSION

From the above mentioned assignment it can be concluded that HR requires professional knowledge, skills and behaviour for running of business. It also contain personal skill audit of an individual to identify knowledge, skill and behaviour which helps in preparing professional development plan. The file has described differences between organisational and individual learning, training and development. It has discussed learning cycle theories to analyse importance of continuous professional development along with driving sustainable business performance. The assignment has covered high performance working benefits which helps in achieving employee engagement and competitive advantages. There are different approaches for performance management which support high performance culture and commitment. This report also describes about developing individuals, teams and organisations for achieving goals and objectives. Are you worried about online assignment help with chat support? Contact our experts.

REFERENCES

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