Professional Knowledge Required by HR Professionals

TASK 1

P1 Appropriate and Professional Knowledge, Skills, and Behaviors Required by HR Professionals

Human resource professionals work for hiring, interviewing, placing, and screening employees in business firms. HR professionals are essential to carry out various capabilities as well as skills that are assessed to achieve given tasks and activities. Human resource professionals must fulfill assigned tasks by giving their best performance.

Continuous Professional Development refers to professional learning sources, which signifies continuous growth and learning to enhance skills and knowledge for effectively performing tasks (Darling-Hammond and McLaughlin, 2011). CPD refers to the process of documenting along with tracking experience, skills, and knowledge.

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Skills Refer to the Capabilities of a Person to Perform Tasks. There Are Some Required Skills by Human Resource Professionals Given Below:

• Conflict management: In Whirlpool organizations, there are a large number of employees working together, so there can be situations when conflict arises. Human resource professionals must possess the ability to resolve the conflict properly. It needs expertise in negotiation and mediation grounds. Through this, a positive working environment will be developed at the workplace of Whirlpool.
• Communication skills are required in every person. But for HR professionals, this skill is necessary. They need to have the ability to deal with people in a better manner. HR should communicate all strategies and policies to employees that are developed through top management; in addition to this, communication requires skills and abilities to learn with better listening (Day et. al., 2014).
• Team building is an effective ability that must be there in human resource professionals. HR must motivate its staff members to work in a team by sharing their feelings and new ideas. With the help of this, they can achieve decided aims and objectives within a given period.
• Knowledge refers to collecting necessary information related to given tasks. Knowledge needed by HR professionals is given below:
• Management: Primary tasks that are given to HR execution to develop and also sustain the workforce of the company in a better manner. In addition to this, HR must possess proper knowledge regarding management theories as well as practices to use the same at the time of conducting various functions in the company.
• Technology: Under this, HR professionals should know about technical things so that firms cannot face any kind of issues. A company should use advanced technology in its business, so there is a need to have proper knowledge about it.
• Legislation: In this, knowledge of the legal system is necessary for HR professionals. They are responsible for advising management on matters that are related to different policies as well as legislation developed through the government. HR professionals should know about laws that are necessary to apply at the workplace.
• Behavior refers to how an individual conducts himself (Eliot and Turns, 2011). It explains a way in which HR professionals react to different conditions in the company. Required behavior of HR professionals is given below:
• Consumer-focused: The emphasis of the company is to provide better quality services and products to consumers based on their demands and needs. Firms should know about the behavior as well as the expectations of consumers. In context to Whirlpool, it provides home care appliances to individuals all over the world. The consumers of this firm are very loyal to it.
• Accountable: Accountability of an individual is defined as taking their behavior as well as actions. Tasks and activities are given to HR professionals, who should achieve them within a specific period by using a cost-effective approach (Flint, Zisook, and Fisher, 2011). In an organization, the authority which is provided by managers to employees must be used fairly.

P2: Completed Personal Skills Audit to Identify Knowledge, Skills, and Behaviors and Develop a Professional Development Plan

Audit refers to the inspection or examination of different accounts through an auditor to follow physical checking to ensure that all functions are following the properly documented systems. The main objective behind this is to match the skills level with the required power needed to work in the company. In context to Whirlpool, it should conduct an audit of the skills of staff members continuously to match the abilities of employees. If the skills of employees are good, then they can focus on achieving the aims of the firm within the given period (Fuggetta and Di Nitto, 2014).

The above-given skill audit identifies the present skill level of the person as well as the development scope. It helps develop a better professional development plan. Under this, before ascertaining knowledge as well as skills, it is important to determine the weaknesses and strengths of a person so that the proper development plan can be developed (Goetsc and Davis, 2014). The SWOT analysis of the person given below is as above:

A professional development plan is a formal means through which a person sets out strategies, outcomes, and goals for training and learning (Hitt et. al., 2021). It documents objectives, needed competencies, and skills development the employee will require to achieve in context to support the career development along with continuous improvement.

Professional Development Plan

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TASK 2

P3 Differences Among Organizational and Individual Learning, Training, and Development

• Individual learning: This is a process of learning in which an individual learns various things that improve his personal capability and help him perform his job role in an effective manner. One of the main benefits of this is that it makes an individual able to make better decisions in complex situations, which improves the profits of the company. Managers, during the recruitment process, identify and examine the skills of individuals before hiring them for a specific job at the workplace. The manager of Whirlpool also selects the applicant with more knowledge and skills. It is very essential for managers to conduct training sessions for employees so they can improve their skills and can achieve their job objectives (Huang, 2014). Training encourages individuals to be more creative at the workplace so the company can provide featured products and services to its customers.
• Organizational learning: This concept is related to developing, transferring, and retaining knowledge within an enterprise. It is implemented to achieve some predetermined objective. This type of learning is very essential for both employees and enterprises. The manager is the one who remains responsible for making the workers aware of the goal of the company or what the enterprise wants to achieve. When staff members remain aware of the mission of the company and have knowledge about what the company wants to achieve, then it helps them to perform their job roles accordingly.

The concept of individual learning is totally different from organisation learning and this can be understood by the table given below:

Training and development are necessary functions which HR manager use to increase knowledge, skills and abilities of staff members (Légaré et. al., 2011). Training is related to increasing specific skills but development is concerned with over all grooming. HR manager control and manage functions related to training programs for development of employees. It helps in maximizing the development and productivity of employees and they will focus on attaining specific tasks or activities.

P4 Requirement for Continuous Learning and Professional Development

Continuous learning refers to the ability to continually create as well as improve knowledge and skills of individuals in context to perform properly and also adopt modification at workplace. At individual level, continuous learning is related to expanding abilities to learn through continuous upgrade skills and also enhancing knowledge (Macdonald and Poniatowska, 2011). It is necessary in an organisation as it helps in deal with the various conditions of business. On the other hand, professional development is learning to maintain or earn the professional credentials, like attending conferences, informal opportunities for learning, etc. Professional development and continuous learning both play a necessary role at workplace.

Continuous learning is necessary to adapt to the change in work as well as the demands of life. It includes viewing experiences as values, re-examining assumptions and potential learning, practices and policies. An adoption of continuous learning is necessary as it influences Whirlpool to deal with the changing market. It is helpful to promote an adaptive and achieving environment so that this firm can attain set aims within a given time period. It assures that capabilities and knowledge of staff members should be up-to-date so they can easily adopt the changes. Whirlpool company is inadequate behind its rivals as well as enforce alterations in organizational structure (Marquardt et. al., 2011). These type of circumstances can be countered with the execution of continuous learning at workplace. On individual level, continuous learning is explained through practices that a person carries out to continue enhancing knowledge. Continuous learning is helpful for an individual to expand knowledge as well as skills in company. Continuous Professional Development application assures that the workforce is to be developed that is able to cope up with modifying environment of firm to get positive results on profit level and growth of firm.

Professional development aims to develop abilities of staff members for performing as well as managing tasks. It helps in retain employees at workplace. In addition to this, there are many measures employed in developing staff members: workshops, supervision, mentoring, etc. In case Whirlpool firm takes some measures in context to develop staff members, then in this case it helps in developing the positive affect on brand image of company. It is learning to maintain or earn professional credentials; for instance, better opportunities of learning, seminars, and attending conferences.

TASK 3

P5 HPW Contributes to Employee Engagement and Competitive Advantage

High-performance work practices refers to practices which have been signified to make improvement in capacity of an organization to effectively select, develop, sustain and hire high-performance employees (Pakdil and Leonard, 2014). These are management tactics of employees that enhance profit and growth of firm. It is an effective methodology in order to prove effectiveness of workplace. Its main aims is to engage as well as empower employees to get positive outcomes. The firm faces the crisis and also executing some changes in practices, which cannot be attained without the staff members in change management. It is contemporary model of business that is adopted by the company and is more beneficial. The main role of high-performance Performance Work is to design job, recognise needs of employees, attract them to satisfy job satisfaction, give sessions of training and development, etc. In context to this, high-performance working is concerned to enhancing commitment of employees through involving them to participate in the process of learning. If Whirlpool company understands the requirements of employees, then they will be loyal to firm for long period of time (Serrat, 2017). In company, employees are only methods by which high-performance work can be executed. An execution related to high-performance work can be incorporated by three practices, which are given below as above:

• Human resource practices: IT is another mode by which high-performance Performance Work practices can executed at workplace of Whirlpool. Their main work is to develop the skills of persons who are working for company. Major functions of human resource are hiring, selecting, training and development, performance appraisal and payroll. Under this, there is role of HR professionals redefined.
• Commitment and rewards: Under this, high-performance work practices can executed at workplace by adopting effective rewarding practices of staff members. The reward can be in the form of finance or non-finance. Rewards help in enhancing motivation of employees and they start focus on achieving the targets of company.

Whirlpool company started High Performance approaches to assure to develop the high performance environment to encounter crisis situations (Van Driel and Berry, 2012.). Creativity and communication are two important tools employed to get over under this current condition. High-performance work practices assure ideal employees participation in business affairs that is supported by development, shared vision, communication and accountability of firm with staff members.

TASK 4

P6 Different Approaches to Performance Management

Performance management refers to the ongoing procedure of communication among top management and staff members that occurs throughout the year in support of achieving the strategic aims and goals of the firm. Performance management helps promote as well as improve the effectiveness of employees. It is a continuous procedure where employee and employer together work to plan, control, monitor, and review the work objectives of employees to contribute towards the firm. There are various approaches related to performance management given below:

• Collaborative working: IT refers to partnership and joint working that covers many ways that two or more companies are together working (Woodcock, 2017). It includes different methods that are useful in context to make companies work together for attaining set aims and goals. In context to this, these working are implemented according to factors that operate at the internal level in Whirlpool company. Collaboration allows people to work in a team to attain defined and common purpose of business. It is an ideal way to develop better environment for high-performance work at workplace. People working together in companionship provides many advantages to business, such as enhancing productivity, achieving high growth rate, better goodwill, etc. It needs groups to be work together in order to share their ideas as well as knowledge on specific improvement areas. In this, it can be work across organizations and authorities or among various teams at the workplace.

If an employer adopts the plans in context to implement collaborative working, then it helps in attaining the objectives of business in the desired period of time. So, it is necessary for Whirlpool to create common goals with set time period.

• Quality aspect: It is a necessary factor related to ensuring high performance in the company. Its main focus is to develop better quality and also add some value goods to consumers so that they can sustain the firm for a long period of time (Flint, Zisook, and Fisher, 2011). Whirlpool company provides better quality of home care appliances to people. It will help in enhancing sales and profit levels of business operations.

For example, Whirlpool focuses on quality aspects to make consumers loyal by providing them better quality services and products.

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CONCLUSION

It has been concluded from the above-given report that developing the knowledge and abilities of staff members is necessary for the growth of the firm. Development and learning activities are inculcated in the business environment to gain a better competitive advantage. This given report studied the difference between individual and organizational learning, training, and development in a better way. The HPW contributes towards employee engagement as well as a competitive advantage in the condition of the firm has also been studied under this. HPW is the ideal practice by which the firm can gain a top position a competitive market in UK.

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REFERENCES

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