Different Approaches To Performance Management

TASK 1

P1 Knowledge, Skills, and Behaviors That Are Required by HR Professionals

HR professional role in the organization is to develop a system for the achievement of business objectives and goals. Their responsibility is to utilize subordinates properly through talent management practices, which help them retain skilled and competent people for a longer time. In context with Whirlpool, which serves its products worldwide. So, this company needs to conduct business activities collaboratively with other outlets. Thus, the description of knowledge, skills, and behavior that HR professionals require is mentioned below:

HR professional knowledge: HR professionals require knowledge to design systems and conduct business activities to achieve business objectives and goals. Thus, these are knowledge that HR of Whirlpool should have stated below:

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• Administration and management: HR professionals need to know principles about business to make strategic plans for firms. Along with this, they even require the use of rules for the allocation of resources, production methods, human resource modeling, and coordination of people (Hawkins, 2017). In Whirlpool, HR considers management principles while formulating policies and utilizing resources efficiently. This helps them to provide quality home appliances to buyers to enhance the firm's image and reputation in the market.
• Government law: HR requires knowledge about the legal code, rules, and regulations of the government to formulate appropriate strategies for the company. Organizational activities must be conducted legally (Hoda and Murugesan, 2016). For this, HR professionals at Whirlpool consider authorities' laws and codes while framing policies. Thus, team members get an appropriate working environment and facilities, which make them dedicated to the company.

HR professional skills: It is necessary that HR can manage and direct subordinates to perform tasks effectively. Henceforth, these are skills that HR professionals at Whirlpool should have, described beneath:

• Communication: HR professionals are required to have effective interaction ability, which helps them to function as links between managers and staff members. For this, they need to have good written and oral skills to inform and direct subordinates to perform tasks effectively. 
• Multi-tasking: HR is an area that includes different responsibilities that are to manage manpower for efficiently executing business activities. Recruitment, selection, training, development, and performance assessment are various tasks that are conducted by HR professionals at Whirlpool. This helps them to have skilled and competent team members to deliver quality home appliances to buyers (Lowik, Kraaijenbrink, and Groen, 2016).
• Conflict management and problem-solving: In organizations, HR professionals are required to make subordinates work in teams to enhance productivity. Whirlpool is a multinational firm, so it is HR's responsibility to maintain relations with staff members. This helps them to timely ascertain issues and difficulties faced by workers, thereby providing them with appropriate solutions.

HR professional behavior: HR professionals are required to behave friendly with team members to make them dedicated and motivated towards their duties. These are various traits that HR professionals at Whirlpool require and are stated below:

• Collaboration: Whirlpool is a multinational firm that has outlets in different nations. In this, HR's responsibility is to make staff members perform tasks in teams for the completion of business objectives.
• Decisive thinker: HR needs to have the capability to quickly understand and analyze business information to make appropriate judgments that are beneficial for the company. HR professionals at Whirlpool are required to have deep and complete knowledge about the functioning of the system (Heled, Somech, and Waters, 2016). Along with this, they even need to make recommendations about ways that individuals are made to work in teams.

P2 Personal Skills Audit to Develop a Professional Development Plan

A personal skills audit refers to an activity that is conducted by HR professionals to have information about their capabilities. This process helps an individual to have information about skills and knowledge to work in an organization. Whirlpool is an electronic firm that provides appliances globally, so HR needs to have the ability to manage and collaborate on team members' work with other outlets. This helps HR professionals to ascertain their strengths and weaknesses to improve their capabilities to execute business operations effectively.

• Strengths: I have good communication skills, which help me to direct and make staff members work in teams. This helps me to achieve business objectives by providing clarity to subordinates about targets and duties (Rowthorn and Olsen, 2014).
• Weaknesses: A team includes people who differ from each other in regard to education, background, religion, and caste. This affects their behaviour and performance, so there are more chances of conflict between staff members. In this, my weakness is related management of team members' conflicts to work in coordination.

Professional development plan: It is also referred to as an individual or employee development plan. This is a document that is prepared by HR professionals with the aid of a personal skills audit to state business goals and strategies (Baron and Parent, 2015). HR of Whirlpool assesses the benefits of training and development programs to enhance capabilities. Thus, this is a professional development plan that is formulated by HR professionals at Whirlpool and described below:

TASK 2

P3 Difference Between the Organization and Individual Learning, Training, and Development

Individual and organizational learning are processes that state the enhancement of skills and knowledge of a person to work in a company. Whirlpool requires to have competent and skilled people for the execution of business activities and accomplishment of business objectives. For this, HR professionals conduct training and development programs to enhance the capabilities of staff members to perform tasks effectively.

Individual learning: This concept refers to the capability of a person to enhance knowledge and skills to work in the company.  For this, reflection concerning external sources and colleagues with whom they are working in a team is the best tool for learning and developing capabilities. Thus, an individual gains the opportunity to grow in their career by utilizing business opportunities (Loughry Ohland and Woehr, 2014).

Organizational learning is a tactic that includes activities that are the creation and transfer of knowledge within a firm. HR professionals are required to have sufficient manpower for the conduct of business activities and the attainment of objectives. This gives individuals the opportunity to get a job concerning their capabilities to utilize theoretical knowledge practically.

Difference between individual and organizational learning:

 Difference between training and development

Training and development are practices that are executed by HR professionals at Whirlpool to enhance the skills and knowledge of staff members and promote the learning of the organization. Sessions and seminars are conducted to improve the capabilities of subordinates. Along with this, new joiners become familiar with business so that they carry out tasks in an effective manner (Cummings and Worley, 2014).

P4: Need for Continuous Learning and Professional Development to Drive Sustainable Business

Continuous learning: It is a learning process that includes the improvement and development of skills and knowledge of an individual to adapt to changes in an organization. HR professionals are required to have talented people for the execution of business operations effectively. They must have information about the capabilities of staff members. This helps them to distribute tasks and duties to employees according to their skills. Thus, continuous learning is required in leading the performance and behavior of an individual, team, and organization, as stated below:

• Boost the productivity of employees: HR professionals at Whirlpool conduct training and development programs to enhance the skills and knowledge of staff members. This helps them to have skilled team members who manufacture and provide quality home appliances to buyers. This helps HR to enhance organization functionality by making employees carry out activities in an effective manner (Pangil and Moi Chan, 2014).
• Prepare subordinates to face future challenges: In Whirlpool, HR professionals maintain connections with team members to make them competent to handle complexities. Along with this, employees are capable of facing difficulties and problems that might occur in the future. Thus, business performance is executed according to market conditions.
• Help employees to generate innovative ideas: Development is conducted by HR professionals of Whirlpool to increase their ability and skill. This helps them to make subordinates capable of constructing creative and unique business ideas for enhancing the image and reputation of the company. This aids HR to make business performance sustainable by enhancing the system.

A professional development plan helps HR have information about their skills to take development classes to enhance capabilities. Along with this, team members' abilities are also acknowledged by HR professionals at Whirlpool. This helps HR and subordinates conduct training and development sessions for enhancing organization functionality. Thus, the company has skilled and competent members who conduct business activities according to market conditions.

TASK 3

P5 HPW Contribution to Employee Engagement and Competitive Advantage

High-performance work systems are modern practices that are executed by HR to have talented staff members (Srivastava and Singh, 2015). Employee training, self-directed teams, high pay levels, and group-based performance pay are activities that help them retain skilled people for a longer time. This helps HR professionals enhance the performance of organizations. These are various activities that aid HR professionals at Whirlpool in establishing a competitive advantage, as stated beneath:

Training and development: This is an effective activity that is conducted by HR to enhance the skills and capabilities of staff members to make them creatively perform tasks. This helps HR professionals at Whirlpool construct a competitive advantage by making employees talented and skilled. 

Employee involvement: The HR of Whirlpool motivates subordinates by engaging them in the decision-making process. This helps them to make team members dedicated by giving value to their opinions and suggestions. Thus, HR can retain skilled and competent people for a longer time. This helps them in the construction of competitive advantage over rival firms by providing quality home appliances to buyers (Baron and Parent, 2015).

Team Building: In Whirlpool, HR professionals distribute staff members in teams for the utilization of resources. It is a multinational firm in which employees are made to work in teams for the delivery of quality products and services to buyers.

Thus, these are practices that help HR at Whirlpool to have competent and talented staff members who can provide quality electronic appliances and services to buyers (Thornton, 2016). This helps them to position the firm higher than rival firms by enhancing their brand image and market reputation. Team building helps HR utilize manpower and accomplish business objectives. Along with this, superiors and subordinates are involved in the decision-making process to make them dedicated to the job.

The benefits of the HPW system on organization performance are as follows:

• Increase productivity of workers: Training and development sessions are conducted by HR professionals to enhance the capabilities of subordinates. This helps them to have skilled and competent people who perform tasks effectively. This helps them make members conduct activities in teams for the production of quality home appliances (Hoda and Murugesan, 2016).
• Enhance goodwill of the firm: Whirlpool has a good brand image and reputation in the market, which is due to the delivery of quality electronic appliances to people. This is possible as HR involves team members in the decision-making process. This helps them to make changes in the system and conduct business activities concerning rival firms.

P6: Evaluate Different Approaches to Performance Management

Performance management is an activity that is carried out by HR to improve and promote the effectiveness of staff members (Goetsch and Davis, 2014). The main purpose behind the implementation of the performance management technique in the workplace of Whirlpool is to compare actual results with standards to gain information about the need for improvement in the abilities of subordinates. Besides this, HR also takes feedback from employees to have information about their opinions and suggestions concerning the effectiveness of their performance. This helps them to have talented staff who are committed to performing tasks effectively. Hence, these are performance management approaches, which are stated below:

Collaborative working: In organizations, people are made to work in teams for proper utilization of resources and timely accomplishment of business objectives. HR professional responsibility is to coordinate subordinates to work with each other to deliver quality products and services to people. Whirlpool is a multinational firm, so HR must collaborate with the workings of all branches for the proper utilisation of resources.

Different performance measurement approaches:

• Comparative approach: This tactic is used by HR professionals to compare the performance of an individual with other team members.  Ranking, forced distribution, and paired comparison are different methods that help HR evaluate the working of employees. For this, high and low performers are ascertained for enhancing business productivity by training staff members (Hawkins, 2017).  
• Attribute approach: It is another concept that helps HR professionals focus on traits and characteristics of subordinates to direct them to execute activities for the success of the firm. All individuals are required to be motivated and dedicated to perform tasks for the timely completion of targets. In this, HR must provide guidance and lead team members to work in coordination. 
• Behavioral approach: It is a technique which is used by HR to rank subordinates concerning their performance. For this, a behaviorally anchored rating scale (BARS) tool is used, which includes five to ten vertical scales. Thus, HR professionals gain information about subordinates' behavior and influence on their work in teams and organizations.
• Result approach: This is a tactic in which HR rates employees concerning their outcomes and performance. Balance scorecard is a technique that helps them assess the results of members on criteria that are financial, customer, internal & operations, and learning & growth.
• Quality approach: It is a concept that comprises HR focus on making improvements in systems for the reduction of errors, thereby satisfying customers. For this, feedback from the manager, subordinates, and buyers helps them get information about the quality of the system and products. Thus, Kaizen is a process that is adopted to make changes for the improvement of business processes (Hoda and Murugesan, 2016).

HR professionals at Whirlpool use a comparative approach to motivate employees by giving recognition to high performers. Besides this, a result tactic is used to know the outcomes of subordinates conducting training programs for the development of their skills and knowledge. Thus, the company has talented team members who perform tasks effectively and help HR in the attainment of business objectives.

CONCLUSION

As per the above report, it can be concluded that HR professionals should have good communication skills, which help them manage manpower. Besides this, government laws and management principles knowledge aid them in executing business activities effectively. Collaborative behavior aids HR in making members work in teams. A personal skills audit is used to formulate a professional development plan about skills. Individual learning is a process in which a person develops capabilities, while organizational learning benefits subordinates to work in teams. Training is a process that helps in the enhancement of competencies and the development of theoretical abilities. Continuous learning, professional development, and the HPW system help in sustainable business performance. Comparative and result-based approaches to performance measurement are used by HR professionals to measure the performance of each employee. It also helps in evaluating the contribution of workers to the achievement of business objectives.

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REFERENCES

• Goetsch, D.L., and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: Pearson.
• Hawkins, P., 2017. Leadership team coaching: developing collective transformational leadership. Kogan Page Publishers.
• Hoda, R., and Murugesan, L. K., 2016. Multi-level agile project management challenges: A self-organizing team perspective. Journal of Systems and Software. 117. pp. 245-257.
• Lowik, S., Kraaijenbrink, J., and Groen, A., 2016. The team absorptive capacity triad: a configurational study of individual, enabling, and motivating factors. Journal of knowledge management. 20(5). pp. 1083-1103.
• Heled, E., Somech, A., and Waters, L., 2016. Psychological capital as a team phenomenon: Mediating the relationship between learning climate and outcomes at the individual and team levels. The Journal of Positive Psychology. 11(3). pp. 303-314.
• Baron, L., and Parent, É., 2015. Developing authentic leadership within a training context: Three phenomena supporting the individual development process. Journal of Leadership & Organizational Studies. 22(1). pp. 37-53.
• Rowthorn, V., and Olsen, J., 2014. All together now: developing a team skills competency domain for global health education. The Journal of Law, Medicine & Ethics. 42(4). pp. 550-563.
• Loughry, M. L., Ohland, M. W., and Woehr, D. J., 2014. Assessing teamwork skills for assurance of learning using CATME team tools. Journal of Marketing Education. 36(1). pp. 5-19.
• Kiratli, N. and et. al., 2016. Climate setting in sourcing teams: Developing a measurement scale for team creativity climate. Journal of Purchasing and Supply Management. 22(3). pp. 196-204.
• Cummings, T. G., and Worley, C. G., 2014. Organizational development and change. Cengage learning.
• Pangil, F., and Moi Chan, J. (2014). The mediating effect of knowledge sharing on the relationship between trust and virtual team effectiveness. Journal of Knowledge Management. 18(1). pp. 92-106.
• Srivastava, U. R., and Singh, V., 2015. Individual and group-level antecedents of team-member exchange (TMX) and its associated outcomes. International Journal of Management Excellence. 5(1). pp. 567-583.
• Thornton, C., 2016. Group and Team Coaching: The Secret Life of Groups. Routledge.
• Online
• Knowledge and skills required by HR professionals. 2016. [Online]. Available through:< https://workology.com/top-5-work-hr/.

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