Developing Individual, Teams and Organisation

TASK 1

P1. Knowledge, Skills, and Behaviour of HR Practices

To gain efficiencies of business and high profitability, a company must develop skills and knowledge of associated people. In context with HR managers, to improve the performance of the business and appropriately manage human resources, they must develop their skills and knowledge first (Knowledge and skills required by HR professionals, 2016). As per the present scenario, Whirlpool Company of the UK, which deals in the electronic sector, is required to restructure its complete business structure. In this regard, HR managers are required to present a report at the Confederation of British Industry workshop that shows how performance management, communication systems, and collaboration of workers give support to a high-performance culture. Therefore, they should possess the necessary skills, knowledge, and behavior to perform these duties.

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Skills of HR professionals: Skills and abilities show the qualities of people by which they effectively perform roles and responsibilities. To resolve problems and issues of business, HR managers of Whirlpool should have the following skills:

• Good Communication: Communication refers to a medium by which a person conveys thoughts and opinions. In context with HR managers, we need to implement an effective communication system at the workplace through which employees get the freedom to share their ideas in decision-making activities. It will also help in building strong relationships among employees and management.
• Multitasking: As an HR manager, a person has to perform various roles and responsibilities like managing human resources, formulating strategies and different policies, etc. Therefore, this type of skill helps in appropriately performing all duties.

Knowledge of HR professionals: Knowledge is said to be information, facts, and skills that a person gains through education or experience. Thus, to play roles and responsibilities effectively, HR managers of Whirlpool should have possessed the following knowledge:

• Recognition of government's rules and regulations: It is a major responsibility of HR managers to have proper knowledge of laws and legislation made by the government (Schaubroeck, Lam, and Peng, 2011). As Whirlpool has operated its business in many countries, knowing the governmental laws of such nations helps in legally running the business.
• Taxation: One of the prime duties of HR managers is to generate the salary of workers ethically. Therefore, they need to have proper knowledge about tax redemption, which helps in giving salary benefits to employees. In context with Whirlpool, its managers have possessed appropriate knowledge of taxation through which they provide guidance to workers about different plans or schemes for utilization of salary.

Behavior of HR professionals: It shows the attitude of people through which they perform their duties and interact with others to convey messages. In context, HR managers should possess positive behavior through which they can influence others toward business success.

• Ethical Behaviour: HR managers of Whirlpool must possess ethical behavior through which they can influence people to follow the rules and regulations of the business. Moreover, this type of behavior helps them formulate strategies that give benefits to employees, investors, and customers.
• Adaptability: It shows the flexible as well as adjustable behavior of a person, which is essential for HR managers to have to manage different cultures of organizations appropriately.

P2 Personal Skill Audit

A personal skill audit provides a way by which a person can properly determine their strengths and weaknesses (Pinjani and Palvia, 2013). Through this process, individuals can identify in which field they need to take training to develop their abilities. It will help them in giving better performance by efficiently conducting roles and responsibilities. The method of auditing skills varies as per the profession of individuals. Thus, in context with HR managers of multinational companies like Whirlpool, they are required to evaluate their skills and knowledge related to decision-making processes, multitasking operations, managing conflicts, and more.

According to the requirements for performing such roles and responsibilities, I have prepared a business plan for determining my strengths and weaknesses, as well as the process through which my abilities can be modified. It will help me gain opportunities through which I can attain a high position in the workplace. 

Strengths: As per the above personal skill audit, it has been evaluated that a managerial skill of mine shows major strength through which I can make quick decisions related to business. It also allows me to handle various problems with Whirlpool in a short period.

Weakness: According to analysis, it has also been seen that I am too weak in solving conflicts with employees and engaging them in group tasks. Along with this, effective interaction with employees of different cultures also comes as a barrier to influencing employees to follow business policies.

TASK 2

P3 Difference Between Organizational and Individual Learning

Individual learning: Under this session, training and development programs are designed based on the needs and requirements of individuals.

Organizational learning: This pattern of learning sessions helps in enhancing the knowledge and skills of group members who are working in a particular team.

To gain a high competitive advantage, the managers of Whirlpool conduct both types of learning sessions so that employees become more skilled and able to give high performance (O'Leary, Mortensen, and Woolley, 2011).

Difference between individual and organizational learning

Training and development

Both sessions of training and development help a firm in improving the skills and knowledge of workers through which they can perform in a better manner. Training is considered a learning process under which a person gets the opportunity to develop abilities (McCormack, Manley, and Titchen, 2013). While development is taken as an educational process that concerns the overall growth of a person, HR managers of Whirlpool provide both sessions for enhancing the knowledge and abilities of workers. It helps in getting the high performance of employees through which targeted goals can be achieved efficiently.

Difference between training and development

P4. Need for Continuous Learning and Professional Development

Continuous learning refers to the improvement of skills and knowledge of a person regularly. It can be defined as practices that are carried out by individuals to increase their knowledge continuously by performing day-to-day operations (Levi, 2015). This process includes practices like observing others who are more experienced in a particular field, identifying ways to improve abilities through training sessions, performing difficult tasks under the supervision of professionals, and more. 

Professional development: To reduce the skills gap between professional workers and less educated ones, organizations are used to organize professional development classes for them. It will help them develop the abilities of workers having less skill so that the gap between them can be reduced.

In context with Whirlpool, to get a highly skilled workforce, this company used to provide both kinds of training to employees. To reduce the gap between leaders, professionals, and employees, this firm provides IT management skills training and Agile Leadership and Management Skills to workers (Hirst et. al., 2011). Along with this, it gives training on an individual basis also when any new technique is introduced at the workplace, through which employees can understand how to work on the same. Some major benefits of implementing both types of training sessions for Whirlpool are:

Higher employee retention: These trainings help in generating sharp skills and raising the level of confidence in workers. It will give the opportunity to Whirlpool to get high retention of employees in the long term. Along with this, it also assists managers in minimizing heavy labor turnover. Through this process, Whirlpool gains an advantage in developing the sustainability of business with high commitment of employees for a longer period.

Encourage problem-solving: By attending training sessions, problem-solving skills under employees also develop, through which they can handle issues in their manner easily related to a task (Goetsch and Davis, 2014). Moreover, it helps in building a strong team at the workplace by developing feelings of cooperation in workers and engaging them in group tasks. As Whirlpool wants to promote sustainability in business, if workers become eligible to resolve problems in their manner, then it will help in

Improved performance: organizing various training sessions of continuous learning and professional development helps employees enhance the skills of workers on an individual and team basis, which motivates them to perform well at the workplace. If workers perform well, then it will give them the opportunity to Whirlpool in profitability in business by minimizing wastage in production and completing tasks in shorter periods of intervals.

TASK 3

P5. Analyzing the Contribution of High-Performance Working in Employee Engagement and Competitive Advantages

High-performance working refers to the environment of the organizational workplace, under which workers have the freedom to communicate with colleagues and management openly. In Whirlpool, managers provide a transparent culture that helps in developing and maintaining mutual trust among employees. It aids them in properly performing their duties so that the goals of the business can be achieved in a short period. Along with this, the working culture of this company is also liberal, where all associated people have the liberty to share their opinion and problems while working in a group (Seibert, Wang, and Courtright, 2011). It aids this firm in improving and enhancing the productivity level of employees. It has been observed that HR managers used the North American Region practices of HPW for measuring the performance of workers. It is based on some major dimensions, which are constructive conflicts, transparency in communication, solidarity, and contribution to the achievement of business success (Gibbs, 2013). These practices help in developing employee engagement at the workplace, through which a high competitive advantage can be gained in the following manner:

• Transparent communication: If there is transparency in a communication system, then it will give employees the liberty to share ideas and issues with management and subordinates easily. It would help generate a feeling of equality and mutual relationships among employees and management through which their resistance to working on the new system can be reduced. Thus, this practice assists Whirlpool in implementing new technologies at the workplace, which can give tough competition to rivals who are dealing in the same sector.  
• Sharing duties: This kind of practice helps HR managers in allocating different roles and responsibilities to workers by engaging them in teamwork. If staff members work in collaboration, then they can share duties, which reduces their stress level or heavy workload pressure also. It will accelerate in getting high retention of employees and giving tough competition to competitors also.

TASK 4

P6: Different Approaches to Performance Management

The performance management system is considered a management style under which an organization creates a working environment for empowering its employees to perform at their level best (Approaches for measuring the performance of employees, 2018). It involves various processes like setting goals, rewards, and evaluation. If a company provides rewards and compensation to workers, then it will help them in analyzing that their contributions are recognized in business achievement. In context with Whirlpool, the performance management systems assist this firm in cultivating competencies related to organization and job-specific for driving high performance and success.

Thus, to measure the performance of workers for evaluation, HR managers of Whirlpool use various strategies and approaches, like:

Collaborative working approach: This type of approach helps Whirlpool in assisting workers to work in collaboration for the achievement of a common goal. Instead of giving appraisals on an annual basis, managers of this firm used to give grades to employees based on their regular performance. It would help in building an engaged workforce in which members can share roles and responsibilities.

Comparative Approach: Using this approach, managers of an organization can monitor the performance of workers by giving them ranks based on their contribution to the achievement of business success (Berry, 2011). For example, Whirlpool's HR managers can use this technique to provide rewards to the best performers at the workplace. It will encourage other workers to work in a hard manner.

Qualitative Approach: It is beneficial in increasing the productivity of employees by encouraging them to deliver the best services to customers. For example, under this kind of approach, managers of Whirlpool used to evaluate the sales performance of the business in context with the future (Amabile, 2012). For this process, they monitor the performance of employees to determine strengths and weaknesses. Further, they provide training to workers so that they can provide high-quality service to customers. 

Attributive Approach: Through this kind of approach, management of a firm track record of employees based on specific skills they have possessed. It includes problem-solving skills, decision-making activities, innovative ideas, learning power, and more. Further, managers give a rate of workers' performance from 1 to 5 in a graphical manner. For instance, this approach helps Whirlpool identify the skills and abilities of employees while distributing different roles and responsibilities to them. 

Result Approach: This type of approach is used mostly by all organizations to evaluate the performance of workers based on outcomes. For example, Whirlpool uses this approach in converting business strategies into actions so that demand from customers can be completed in a short period. 

CONCLUSION

From this mentioned project, it has been concluded that to give tough competition to workers, an organization is required to develop the skills and knowledge of the employees for business growth. In this regard, a major responsibility is played by the HR professionals of a company. They used to conduct different types of training and development sessions by evaluating the needs of employees related to reducing weaknesses. It will help workers perform at their level of best. Along with this, by adopting different types of HPW practices, a firm can encourage workers to work efficiently. These practices help in building strong teams by developing a sense of sharing in them.

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REFERENCES

Amabile, T., 2012. Componential theory of creativity (pp. 3-4). Boston, MA: Harvard Business School.

Berry, G. R., 2011. Enhancing effectiveness on virtual teams: Understanding why traditional team skills are insufficient. The Journal of Business Communication (1973). 48(2). pp. 186-206.

Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.

Gibbs, G., 2013. Reflections on the changing nature of educational development. International Journal for Academic Development. 18(1). pp. 4-14.

Goetsch, D. L., and Davis, S. B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: Pearson.

Hirst, G., and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level investigation of team contextual influences on goal orientation and creativity relationships. Academy of Management Journal. 54(3). pp. 624-641.

Levi, D., 2015. Group dynamics for teams. Sage Publications.

McCormack, B., Manley, K., and Titchen, A. eds., 2013. Practice development in nursing and healthcare. John Wiley & Sons.

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