HR7342 Developing Individual, Teams and Organisation Level 5 University of East London

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TASK 1

P1: Appropriate Skills, Knowledge, and Behavior Required by HR Professionals

Several functions need to be performed by HR professionals of Whirlpool to manage and control business operations more effectively and efficiently. For this, HR needs officers to have specific skills, knowledge, and behaviors with the help of which they can analyze the performance of employees and find out the deviations and issues that may restrict them from contributing their maximum efforts. It directs the HR officer to conduct training and development programs to enhance the skills and knowledge of employees so that performance levels will be increased. Through this, the company can easily achieve its desired goals and objectives within a predetermined period. Thus, the HR officer of Whirlpool is required to perform different roles and responsibilities, which are further described below:

Maintain relations with other departments: HR officers need to maintain healthy relations with other departments to get adequate support from them in achieving profitable outcomes. Getting feedback and suggestions from the managers of different departments helps HR managers recruit skilled and knowledgeable employees for their departments.

Maintain work ethics: The HR officer of an organization is held responsible for making effective policies related to work ethics and properly implementing them. This will help the company eliminate cultural differences and promote equality among employees working in an organization (Barclay and Osei-Bryson, 2010).

Health and safety measures: It is the responsibility of HR officers to adopt safety measures at the workplace to secure and protect employees from any damage while working with machines and equipment. For this, it is essential to comply with health and safety policies to maintain a healthy work environment.

Recruitment of employees: It is the foremost responsibility of HR professionals to fulfill the requirements of human resources in Whirlpool through adopting the recruitment and selection process to attain skilled and knowledgeable employees who are more capable of completing allotted project activities within a predetermined period.

Training and development programs: HR officers are required to identify the need for training at the workplace through conducting research within an organization. It will help in collecting feedback and views of employees about the working environment and issues they face at the workplace. Thereafter, HR officers should be required to conduct training sessions to enhance their potential and capabilities. It will bring motivation among employees and build healthy relationships with them.

Determination of remuneration: It is essentially required for the HR officer to identify the capabilities and knowledge of employees and accordingly implement suitable policies regarding the fixing of remuneration for every employee.

Implementation of employment legislation laws: There are various laws related to employment that thus need to be adopted by HF officers for the betterment of their human resources. It will help create a good working atmosphere as well as build healthy relations, which increases the commitment of employees to the company (Bolman and Deal, 2017).

P2&D1: Personal Skills Audit and Professional Development Plan for HR

As an HR officer of Whirlpool, there is a need to perform various important functions to achieve desired goals and objectives. To determine whether HR officers are capable of doing allotted responsibilities effectively, a personal kill audit is required to be conducted. Thus, if any deviation is found during the skills audit, then it shall be required to be improved through organizing training sessions. It will help to improve my personality and develop my professional career as an HR officer. Such personal skills audit and professional development plans enable HR Professionals to perform in an optimum way.

A personal skills audit of HR professionals is described below:

It has been identified from the above skills audit that there is a need for improvement in communication and problem-solving skills. For this further action is to be taken to strengthen their weaknesses through engaging in training programs. It will help the company achieve its desired target within a predetermined period (Leggat and Balding, 2013).

Personal development for HR Professionals of Whirlpool

As per the above audit, there is a requirement to prepare a personal development plan for the HR officer of Whirlpool. It is generally made by management to enhance communication skills, problem-solving skills, as well as leadership skills. Such plans are made to achieve growth and success in their professional career as HR professionals. Such plans are prepared in the following manner:

M1: Detailing About Professional Skill Audit

A professional skills audit is defined below:

TASK 2

P3: Evaluation of Differences Between Individual and Organizational Learning, Training, and Development

Training and development are two important aspects that play a valuable role in enhancing the skills and knowledge of employees and thus need to be conducted by HR officers regularly. Training includes the development of specific skills of an individual, whereas development programs include the development of overall personality. It has been identified that development programs have a wide scope as compared to training programs. However, both techniques allow for improving the skills and abilities of employees, which further helps them in achieving growth in their professional careers (North and Kumta, 2018).

Comparison between training and development

Similar wise, individual and organisational learning are also two different concepts which also improve the knowledge of an individual as well as an organisation. Individual learning focuses on learning of individuals, whereas other concept focus on organisational learning. Both are briefly defined as below:

            Individual learning: Under this concept, the main emphasis is given on learning of an individual working in an organisation. Under this, the strengths and weaknesses of an individual have been identified and accordingly organized learning programs to enhance their weak areas. This makes their employees more capable of facing problems and challenges that may come in the way of achieving growth in their professional career.

            Organizational learning:  It is the process of formulation of plans and policies related with learning programs and styles which need to be adopted within an organisation due to which the desired goals and objectives can be achieved within a predetermined period of time. Thus, it needs to be adopted by Whirlpool in order to recover from downfall and increase their performance level (Prugsamatz, 2010).

Comparison between Individual learning and organizational learning

P4: Need to Continuous Learning and Professional Development in Sustainable Business Performance

Learning and professional development make huge impact on the overall performance of Whirlpool in positive manner. Learning is the process of acquiring new skills and knowledge through studying and getting practical experiences. Training and development programmes also plays valuable role in learning process. Therefore, HR officer are held liable to identify the strengths and weaknesses of individuals and accordingly implement sufficient learning methods and programs with the objective of enhancing their weak areas. Accordingly, development programs also required to be conducted in order to make employees more capable of achieving growth in their professional career (Schalock and Verdugo, 2012). The maximum contribution of employees directly improves the performance level of the organization, which increases its sustainability in a competitive market. There are different need for continuous learning and professional development, which are given as below:

            Development of skills: There are various learning styles and methods, such as Kolb's learning theory, etc. which need to be applied by HR officer of Whirlpool with the purpose of developing skills and knowledge of existing employees. It will help company get maximum contribution for their workers in achieving desired goals and objectives, due to which the chances of sustaining in market for longer period of time will be higher.

            Improvement of communication and coordination: Continuous learning among the workers of Whirlpool removes the communication gap between HR manager and employees, which brings motivation among them. Therefore, proper communication and coordination among between HR manager and employees brings motivation to work in a team and give combined efforts in achieving desired target (Waddock  and Bodwell, 2017).

            Employee relations: The chances of getting profitable outcomes will be high if the relationship between the HR manager and employees are good and strong. Therefore, continuous learning and professional development plan helps in identifying the weak areas of an individual, which are to be developed by HR officer through adopting effective learning programs.

            Accomplishment of different objectives: Such learning and professional development plans improves the strengths and weaknesses of an individual, to which they contribute maximum efforts in achieving desired goals and objectives within a predetermined period of time.

M2: Application of Learning Cycle Theories to Analyse the Benefits of Continuous Professional Development

There are four learning cycle theories which support professional development, which are defined as below:

            Concrete experience: It helps in enhancing the problem-solving skills and overall development of employees.

Reflective observation: It helps in identifying the problems and challenges that may come in the process of executing business activities, due to which an optimum solution will be found to resolve them as quickly as possible.

Abstract conceptualisation: It helps in understanding the roles and responsibilities the employees need to be performed in an organisation (Wegge et. al., 2010).

            Active experimentation: It helps in bringing out innovations and creativity among employees so as to complete allotted project activity in more effective way.

TASK 3

P5&D2 Contribution of High Performance Worker in Employee Engagement and Competitive Advantage

An organisation having highly skilled and high-performance employees brings motivation among other employees, due to which they work hard to achieve growth in their professional goals. Through this, an organisation can easily achieve its desired goals and objectives. Observing the high performer will enhance the interest and working behaviour of other employees, due to which the chances of occurring mistakes will be less. Some other contribution is defined as below:

• Good employees and their supportive behaviour help in creating a healthy atmosphere at the workplace, which makes it easy for employees to complete their working hours and be engaged in each business activity.
• High performers, if supportive in nature, help other employees maximize their performance by telling them innovative ways of completing allotted tasks in an effective and efficient manner.
• High performance of Whirlpool helps in bringing motivation among low performers, due to which the chances of creating new and innovative ideas by them will be greater. It will bring profitable result in near future (Williams, 2010).

M3: Analyzing the benefits of applying HPW within an organisation

Benefits of high-performance employees:

• It helps in establishing healthy relation with the employees and build an effective team.
• Enhancing communication and coordination among various departments.
• Creating healthy environment at workplace, which brings motivations among employees.
• It helps in achieving competitive advantage and accomplishment of desired goals within a predetermined period of time.

TASK 4

P6&M4: Different Approaches to Performance Management and Their Contribution in High Performance Culture and Commitment

There are many effective approaches which need to be considered by HR officer of Whirlpool in order to appraise the performance of employees. It can be done through identification of needs of training, challenges, weaknesses of employees, etc. which direct HR officer to formulate effective policies and strategies in order to fulfil the requirements at workplace. Adoption of different approaches helps in creating healthy atmosphere at workplace, which brings motivation among employees to build high-performance culture. Such approaches are described as below:

            Comparative approach: Such approach mainly focuses on comparing the performance of employees with the standards so to find out the deviations, if any, which restrict workers from giving their maximum efforts, which causes low performance. This will help HR Manager to make effective decisions and plans so as to eliminate such deviations as quickly as possible. In order to enhance the performance level of employees, the management ranked their performance and accordingly provides benefits to them (Approaches for measuring performance of employees, 2017).

            Attribute approach: In this approach, various aspects are used by an organisation in order to enhance the performance level of employees. Such aspects includes innovation, creativity, teamwork, etc. which ensure completing allotted task in desired manner. This can be done after recognising the attributes of an individual working in an organisation and accordingly assigning them roles and responsibilities.

            Result approach: In this approach, the appraisal of performance of employees are based on the result received from their allotted business activities. This will help in identifying the high- and low-skilled workers, due to which training requirements are easily identified. The management provides SMART goals according to which employees should perform their allotted task. The balance scorecard may also required to be adopted by management, which consists of four perspectives, including financial, internal, customers and operations.

            Behavioural approach: Under this approach, the management appraise the performance of employees on the basis of their behaviour in an organisation. It includes supportive nature, communication, coordination with co-workers, etc. which help in creating healthy working atmosphere.

CONCLUSION

It has been concluded from the above project report that HR officer of an organisation bear main roles and responsibilities on the basis of which the growth and success of employees as well as company depends. To achieve sustainability, HR officer shall required to perform several functions, such as appraisal of performance, recruitment and selection of human resource, conducting training and development programs, etc. It is also important to identify the strengths and weaknesses of employees through conducting professional skills audits, which help HR officers organize personal and professional development plans to enhance weak areas of an individual.

REFERENCES

• Ainscow, M., and Sandill, A., 2010. Developing inclusive education systems: the role of organisational cultures and leadership. International Journal of Inclusive Education. 14(4). pp. 401-416.
• Barclay, C., and Osei-Bryson, K.M., 2010. Project performance development framework: An approach for developing performance criteria & measures for information systems (IS) projects. International Journal of Production Economics. 124(1). pp. 272-292.
• Bolman, L.G., and Deal, T.E., 2017. Reframing organizations: artistry, choice, and leadership. John Wiley & Sons.
• Leggat, S.G., and Balding, C., 2013. Achieving organisational competence for clinical leadership: the role of high-performance work systems. Journal of health organization and management. 27(3). pp. 312-329.
• North, K., and Kumta, G., 2018. Knowledge management: value creation through organizational learning. Springer.
• Prugsamatz, R. (2010). Factors that influence organization learning sustainability in non-profit organizations. The Learning Organization. 17(3). pp. 243-267.
• Schalock, R.L., and Verdugo, M.A., 2012. A Leadership Guide for Today's Disabilities Organizations: Overcoming Challenges and Making Change Happen. Brookes Publishing Company. PO Box 10624, Baltimore, MD 21285.
• Waddock, S. and Bodwell, C., 2017. Total responsibility management: The manual. Routledge.
• Wegge, J., and et. al., 2010. Promoting work motivation in organizations: Should employee involvement in organizational leadership become a new tool in the organizational psychologist's kit?. Journal of Personnel Psychology. 9(4). p.154.
• Williams, C., 2010. Understanding the essential elements of work-based learning and its relevance to everyday clinical practice. Journal of nursing management. 18(6). pp. 624-632.

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