Unit 35 Developing Individuals, Teams and Organisations Solutions

INTRODUCTION

            Human resource management is considered as responsible department which handles employees in workplace and ensures their growth and development. HR manager of organization always ensure to evaluate skills of people and analysis need of training in order to develop their skills and capabilities (van der Lippe and Lippényi, 2020). Present study is based on Whirlpool which is the multinational firm that manufacturers home appliances. Company came into existence in the year 1911. Assignment will describe the skills, knowledge and behavior that must be in the professional HR person. Furthermore, own skill test will be done in order to identify own capabilities as HR professional. In addition, report is going to explain difference between organization and individual learning and training and development. Furthermore, study will highlight effectiveness of continuous learning and professional development for the person. This report will include performance measurement approaches that can help business in identifying level of performance of employees in order to meet customer satisfaction.

LO 1

P1 Knowledge, skill and behavior require in HR professional

            Human resource management is the department which continuously works for managing employees and making them ready to perform well in the workplace. HR of Whirlpool is responsible for managing people well so that they can contribute well in business in its critical times. Human resource manager needs to have necessary skills and knowledge so that individual can deal with workers in significant manner (Urbani, 2020.).  This skill and behavior of person make them able to identify necessary elements that can impact on overall performance of employees.

Skills in HR professional of Whirlpool

  • Organizing skill: Hr of the company must be able to organize workforce in significant manner so that individual can understands the work responsibilities and can perform their work in significant manner. This is duty of HR professional that to provide comfortable workplace atmosphere so that person can perform their duties in significant manner.
  • Communication skill: HR professional of Whirlpool needs to have good communication skill so that individual can pass necessary information to employees in significant manner. This communication skill aids in circulating message in clear language so that no confusion takes place (Lotrecchiano, and et.al., 2020).
  • Management skill: HR professional of organization is required to have great management skill so that officer can manage its employees and their skills in adequate manner. Effective managements will help manager of Whirlpool in utilizing capabilities of workers in significant manner so that people can perform well in the business unit.
  • Problem solving skill: This is essential skill that must be in HR professional of Whirlpool, as person is responsible to resolve conflicts at workplace. Hence HR needs to be ready to deal with any critical situation every time and must give proper solution of every problem so that workplace performance can be managed (Li, Ghosh and Nachmias, 2020).
  • Presentation skill: HR of company must be presentable so that individual can convey message to all employees in significant manner.

Knowledge of HR professional in Whirlpool

  • HR policies: HR of company must have good knowledge about policies related to human resource management. This knowledge helps in designing payroll properly and managing work of each person in organization in significant manner (Daniels, Ganca and Lapwood, 2020).
  • Technical knowledge: HR needs to handle various software to manage several work such as recruitment, managing data of employees, payroll management etc. All these things can not be possible if person has poor technical knowledge. Hence it is very important that HR professional of Whirlpool has adequate knowledge about new software so that individual can perform their duties well (Brennan and et.al., 2020).
  • Recruitment knowledge: Hr is responsible person who recruit the right candidate in the organization by evaluating their skill. HR professional of Whirlpool needs to be able to analysis skills of candidates well and hire the right person in business unit. Otherwise company may get failed to accomplish its goal successfully.

Behavior of HR professional in Whirlpool

  • Creative behavior: Hr of company must be creative and must think about new ideas that can support in handling workforce of company in significant manner.
  • Positive attitude: human resource professional of Whirlpool always needs to behave positive so that all employees feel comfortable and share their issues with managers. This can help in analyzing needs of workforce and fulfilling their needs so that staff turnover can be reduced (Han and et.al., 2020).
  • Employee focus: HR needs to pay attention on employees and must listen their issues carefully. This may make the workers feel valued in firm which will support in enhancing their retention rate in Whirlpool.

P2 Skill audit

Need to work on this 
Could be improved 
Good 
Average 
Poor 

Skill/ Knowledge/ BehaviorLevel
Skill 
Communication skill 
Management skill 
Organizing skill 
Problem solving skill 
Presentation skill 
Knowledge 
HR policies 
Technical knowledge 
Recruitment  knowledge 
Behavior 
Creative behavior 
Positive attitude 
Employee focus 

SWOT Analysis

            This SWOT analysis helps in evaluating own capabilities and lacking areas so that person can analysis own position in the company and can work on developing lacking areas in significant manner.

Strength

 

Weakness
·      Communication skill

·      Organizing skill

·      Creative behavior

·      Employee focus behavior

·      Presentation skill

·      Recruitment knowledge

·      Management skill

·      Problem solving skill

OpportunitiesThreats
·      Training and new software

·      Internships

·      Technological changes

·      Changing scope of projects

Professional development plan

SkillCurrent levelRequirementMitigating actionTimeResources
Presentation skillI am not able to present myself in front of large audience. Current level is averageThere is need to improve my presentation skill so that I can present myself in front of employees greatlyI need to get coaching from my seniors, need to attend seminars so that presentation skill can be improved1 MonthSeminar hall, pan, paper, computer, Internet
Recruitment knowledgeRight now my level is average as I am unable to analysis skill of candidates hence fail to recruit right person in businessI need to work on improving my this skill so that vacant post can be filled with right candidateTaking suggestion from seniors, reading HR books and taking assistance of seniors20 DaysTutor, senior, computer, books, internet
Management skillRight now My level is average or below averageI need to work on improving my management skill so that I can become a good HR professionalSeminars, coaching, reading books of other successful managers25 DaysSeminar hall, pan, paper, computer, Internet
Problem solving skillNot goodThere is need to work on finding solution of each situationI need to read case studies of other entrepreneurs how they have fund solution of each problem that would guide me well, taking suggestion from seniors15 DaysBooks pan, paper, computer, Internet
HR policies knowledgeNot goodNeed to improve knowledge of HR related practices and policiesRead books of HR, follow seniors, attend seminars20 DaysSeminar hall, pan, paper, computer, Internet

LO 2

P3 Difference between organizational and individual, training and development

Organizational vs individual learning

            Organizational learning can be described as process used by companies to enhance learning of employees. Companies share their necessary information with the employees so that they can enhance knowledge about their job role and can perform it well. This is the best way through which companies become able to meet their organizational goal successfully. Each firm aims to raise its profitability to great extent (Grocutt and et.al., 2020). This is possible only when companies give necessary training to their staff members so that they can execute this knowledge in significant manner can generate desired outcome in the firm. This is the learning in which sharing of information is done with the enterprise. This organizational learning is dealing with professional development of person in workplace. On other hand individual learning can be described as process of personal development in which individual own self make efforts to improve their skills and capabilities so that desired results can be generated. This is the best way through which person can get new development opportunities and promotion option in the organization.  Organization learning is done on the bases of need of changes in the workplace. If Whirlpool aims to make changes in its technologies or system then it will arrange learning programs for the employees so that employees can know about the change and can improve their knowledge in order to work in changed atmosphere in significant manner (Alzghoul, 2020). Whereas individual learning does not focus on change, it analysis needs of development and person can learn about new things from observations, market research, reading books etc.

            In the organizational learning there is specific trainer those who train people, make them aware with the new changes so that person can improve knowledge and can apply this knowledge into actual workplace atmosphere, whereas in individual learning person own self makes efforts to learn about new concept. Individual read books, search Google or observe others so that knowledge can be improved and person can gain more employment opportunities in near future. Organizational learning is done for professional development of the staff members. But individual learning is done for personal and professional development both. Organizational learning is highly depended upon the specific timetable in which trainer set some dates and schedule on which specific training is given (Brommelsiek and et.al., 2020). Trainer needs to complete entire learning with set deadline. Implementation of material is done as per the training objective and no other material are involved that is not linked with the training purpose. On other hand individual learning is done as per convenience, as there is no specific time table. Person can learn new things from anywhere and at any time. There is no specific rule to add material as thing that can enhance knowledge of person in any manner is being considered in individual learning.

Training vs development

            Training and development both are considered as equally important for the growth of person and company (Schot, Tummers and Noordegraaf, 2020). Training is considered as learning process that gives new opportunities to employees to improve their knowledge and skills to get more development opportunities in future. On other hand development is considered as educational process that is related with growth of workers. Training is given for short term bases but development is related to meet long term goal of person. Training is arranged by companies by looking at present situation of person and their present skill. On other hand development is done for the future as development of skill help in gaining new growth opportunities in near future that can help person in gaining success in their career.

            Training is the term which is job oriented that means companies arranges training for employees by looking at their job role only. So that person can perform their existing job role in significant manner (Binder, and et.al., 2020). On other hand development is the broad concept that always has career oriented perspective and development helps the individual in making a bright career. Development can be done self as individual can observe others and can make efforts by own to get developed. But training needs trainer where specific person exchange knowledge so that new skills can be developed. The main motive of giving training is to improve working performance of existing employees where development objective is to prepare a person for future so that individual can deal with future challenges in significant manner. Development is related to conceptual knowledge which is also beneficial for personal development alone with professional whereas training is related to job only where personal development is not be considered.

P4 Need for continuous learning and professional development

            Continuous learning can be defined as motivated persistence in order to acquire knowledge and competencies of person. In the recent competitive era there are many companies which always prefer to hire skilled and experience persons (Srikanth, 2020). These people are considered as worthy people those who perform their duties well and contribute well in the growth of business unit. Continuously learning is the tool that is used to expand skills of person so that individual can be prepared for future to deal with future challenges in significant manner. If employees are engaged in continuous learning then it helps these people in continuously working on their existing skills and developing new competencies as well. By this way person can become talented and worthy. These people perform their allotted work in significant manner which creates opportunities for enterprise to perform well in market and gaining competitive advantage as well. Companies always make new programs so that these talented people can retain in business for longer duration. Sometimes these firms provide them extra incentives and attractive salary packages so that their retention can be ensured. Continuous learning is helpful for the sustainable business performance. People those who are working on improving their knowledge make fewer mistakes and always serve consumers well. This improves market image of Whirlpool and help the organization (Graham and et.al., 2020).

            Continuous learning is very important for sustainable business performance. This is supportive in remaining relevant in the business. In the recent time technological changes have created big trouble for the companies. These new upgraded technologies are helpful for improving productivity of business unit. But if these firm implements these techniques then employees need to be developed to use this machineries. Continuous learning is beneficial in order to enhance knwodkge of these technologies and remain valuable in the firm so that company like to offer attractive pay to person to show their high performance. Continuous learning is beneficial in order to prepare the business for unexpected situations. Learning on continuous bases help in raising skills continuously so that person can forecast future challenges and can become ready to deal with it in significant manner (The importance of continuing professional development, 2020). This is the best way through which employees of Whirlpool can contribute well in the critical times of business. This would be better for Whirlpool in order to sustain in market for longer duration and performing well in market. Continuous learning is considered as beneficial tool as it helps in gaining new ideas. These innovative ideas are being implemented at workplace so that working efficiency of firm can be raised (Newsome and et.al., 2020). This is the best way through which entity becomes able to perform well in market as compare to its competitors which raises its market performance and help organization in gaining competitive advantage in significant manner.

            Continuous learning is helpful for sustainable performance of Whirlpool as company gets credible sources through which it can improve its business practices and can put these content into organizational practices so that goal of organization can be accomplished successfully. Professional development is considered as essential aspect in which companies ensure to develop professional skill of its workers in significant manner. Continuous professional development plays significant role in the success of organization. It always ensures to be competent so that person can deal with workplace challenges in significant manner without compromising with the actual working efficiency (Shirey and et.al.,  2020). Well planned continuous professional development works as safeguarding tool in which firms always ensure to manage its workers in a manner so that they put best efforts and utilize their skills greatly in order to deliver great work. This improves performance of business and Whirlpool becomes able to serve its consumers well. Continuous development of professional skills supports employer to make its employees ready to serve consumers well as per their needs. By this way customer satisfaction can be raised and firm can become able to retain its valuable consumers in business unit for longer duration. This is the best way through which enterprise can meet the sustainable performance target in significant manner.

            Continuous learning and professional development work as tool to meet current standards and deliver performance as per these standard requirements. By this way meaningful contribution of talented employees in workplace can be encouraged and firm can become able to meet its sustainable performance target in significant manner (Küçük, 2020).

LO 3

P5 Contribution of HPW to employee engagement and competitive advantage

            High performance working (HPW) is considered as system that ensures managing aim of company to raise employee engagement and enhance their commitment. HPW always emphasize on creating healthy workplace culture where employees can perform their duties well and can fulfill the allotted work in significant manner. Companies always take care of wellbeing of workers and always provide them attractive rewards so that their needs can be fulfilled and their working efficiency can be improved. HPW is the tool that creates competitive advantage for the firm and always improves performance of business unit to great extent. Whirlpool ensures security of employees as high performance working practice. Enterprise always gives guaranteed employment to all its workers those who are eligible to work in the workplace. This practice of entity aids in developing confidence of people (van der Lippe and Lippényi, 2020). They make more efforts to show their capabilities. This employee security HPW practice helps the firm in managing its operations well and enhancing engagement of employees. When people are confidence and happy then they share their ideas and interact with others. It develops engagement among all managers and employees. By this way these people perform well and always ensure to contribute well in accomplishing goal of business unit. This is the best way through which company meets organizational goal in significant manner and gain competitive advantage as well.

            Whirlpool always involves its employees in decision making process.  Company follows decentralized decision making process in which firm involves all its workers and asks their issues. This aids in enhancing their engagement and finding new ways to improve business practices (Urbani, 2020). This is the best way through which organization can become able to enhance commitment of workers. Incorporating self managed team into decision making process. Decentralized decision making process create culture of collaboration where all people work together, share their knowledge and it develops healthy friendly culture at workplace. This kind of friendly culture improves moral of staff members and they always make efforts through which business can serve its consumers well. This is the best way through which Whirlpool becomes able to deliver its consumers well and satisfying their requirements. This aids organization in gaining competitive advantage in market and sustaining in market for longer duration.

Figure 1HPW

(Source: High Performance Work Systems, 2014)

            High result based compensation is another great HPW practice that is applied by v in its workplace. It always ensures that person who is performing well get high incentives in workplace. Organization has developed effective compensation system in which working performance of employees is continuously monitors and evaluated. On the bases of this evaluation Whirlpool gives rewards and compensation to its employees. This is the best way through which firm becomes able to manage its human resource well and enhance their commitment toward the brand. When people are being appreciated for their best efforts then it develops their trust and they make more efforts so that they can contribute well in the success of business unit. HPW is able to retain talent in the firm by meeting their needs from organization. High performance culture not only gives benefit to firm but also help in improving the working efficiency of people (Li, Ghosh and Nachmias, 2020). It encourages competitive environment and every employee out best efforts so that they can show their capabilities. This develops team culture where people support each other. This fair reward system on the bases of performance of staff members boost energy of people and make them positive towards the brand. These positive employees ensure to deliver best services to customers so that enterprise can enhance its competitive position in market and can sustain in market for longer duration.

            Whirlpool focuses on giving training to employees by commitment. In training people are being learnt to resolve issues and deal with organizational challenges. This gives these workers amazing results. Training by commitment is considered as effective HPW practice that supports employees in optimizing their capabilities significantly and raise their ability to contribute well in organizational success (Daniels, Ganca and Lapwood,  2020). By this way employees become supportive which develops healthy environment where each person feel happy and always work together so that they can get more benefits. This improves employee engagement and help business to gain competitive advantage because happy workers would perform well which will help organization in improving its workplace performance in effective manner.

LO 4

P6 Different performance management approaches

            Performance management is considered as backbone of organization as it helps in analysis the potential employees in workplace and designing their promotion plan on the bases of performance of staff members in business unit.  By evaluating performance of employees, firm can get to know about the level of employees and need to training at workplace.

Collaborative performance management

            This is the approach that is applied by many companies where together working culture is build up in order to accomplish common goal of business unit. Human resource manager of Whirlpool always encourage people to work together. Manager of department ensure the extent to which people are working in collaboration (Han and et.al., 2020). This aids in analyzing their level of interest in the firm. This encourages team working hence managers of firm always ensure contribution of each member in team performance in the organization. This aids the organization in measuring level of performance of workers in the firm This aids the firm in creating high performance culture because everybody utilize their capabilities and competencies in significant manner so that overall goal of company can be obtained. This is helpful in enhancing commitment of people and making them ready to work in workplace for longer duration. This collaborative approach of performance management supports enterprise in minimizing conflicts at workplace and ensuring that skilled people work in the firm for longer duration and support each other (Alzghoul, 2020).

Behavioral approach

            This is the kind of performance management approach in which managers of Whirlpool look upon the behavior of particular employee in workplace. On the bases of their behavior their performance is being measured. This is considered as oldest management approach of performance. Behavioral observation scale (BOS) method is used by Whirlpool in which managers observe workplace behavior of those staff members. On the bases of their behavior scoring is given to them. This aids in appreciating the good employees and encouraging them to work better. This improves their commitment and they become positive towards firm by looking at the element that firm is giving respect to their dedicated behavior towards profession. This improves their workplace commitment and they contribute well in accomplishing goal of firm greatly. This is helpful in retaining deserving candidate in the firm for longer duration (Schot, Tummers and Noordegraaf, 2020).

Result approach

            Whirlpool takes assistance of result approach for performance measurement, it measure the working efficiency of employees by looking at their contribution in economic growth of company and satisfaction level of consumers. On the bases of these elements performance is measured and rewards are given to person. This motivates people and they perform better which helps organization in gaining competitive advantage in market (Alzghoul, 2020). Giving rewards to people on the bases of results of their efforts encourage these employees and create healthy and fair workplace culture where each employee contribute well so that company’s common goal can be obtained.

CONCLUSION

            Above study can be surmised as professional development of employee aids person in getting great future career opportunities. By this way person can show their capabilities to employees and can get promoted to higher position. Continuously learning is very important for the person, as it makes them able to contribute well in success of firm and become ready to accept changes of market in significant manner. High performance working is essential to enhance commitment of people and making them positive towards the brand. This high performance working practice of firm develops team spirit and healthy culture where every person makes efforts equally.

REFERENCES

Books and Journals

Alzghoul, D., 2020. Competition Stressors and Coping Strategies Among Individual and Team Sport Athletes: A case study of female Jordanian national players (Doctoral dissertation, 서울대학교 대학원).

Binder, A., Denkinger, J., El Sount, C.R.O., Windthorst, P., Engelhardt, M., Ringwald, J., Stuber, F., Nikendei, C., Kindermann, D., Komandur, P. and Zipfel, S., 2020. Psychological burden, stressors and resources of social workers working with women and children who suffered extreme violence by the ‘Islamic state’: A mixed method study. Journal of psychosomatic research. 132. p.109959.

Brennan, P.A., Holden, C., Shaw, G., Morris, S. and Oeppen, R.S., 2020. Leading article: What can we do to improve individual and team situational awareness to benefit patient safety?. British Journal of Oral and Maxillofacial Surgery.

Brommelsiek, M., Said, T., Gray, M., Kanter, S.L. and Sutkin, G., 2020. Absence or presence: Silent discourse in the operating room and impact on surgical team action. The American Journal of Surgery.

Daniels, A., Ganca, L. and Lapwood, S., 2020. Empowering the Team Through Education. In Children’s Palliative Care: An International Case-Based Manual (pp. 261-272). Springer, Cham.

Graham, M.R., Tierney, S., Chisholm, A. and Fox, J.R., 2020. The lived experience of working with people with eating disorders: A meta‐ethnography. International Journal of Eating Disorders. 53(3). pp.422-441.

Grocutt, A., Barron, A., Khakhar, M., O’Neill, T.A., Rosehart, W.D., Brennan, R. and Li, S., 2020. DEVELOPMENT OF THE INDIVIDUAL AND TEAM WORK ATTRIBUTE AMONG UNDERGRADUATE ENGINEERING STUDENTS: TRENDS ACROSS 4 YEARS OF ASSESSMENT. Proceedings of the Canadian Engineering Education Association (CEEA).

Han, S.J., Abadi, M., Jin, B. and Chen, J., 2020. Cultivating interdisciplinary team creativity through an intensive design competition. Higher Education, Skills and Work-Based Learning.

Küçük, D.P., 2020. Development of the choir team perception scale. Educational Research and Reviews. 15(8). pp.438-453.

Li, J., Ghosh, R. and Nachmias, S., 2020. In a time of COVID-19 pandemic, stay healthy, connected, productive, and learning: words from the editorial team of HRDI.

Lotrecchiano, G.R., DiazGranados, D., Sprecher, J., McCormack, W.T., Ranwala, D., Wooten, K., Lackland, D., Billings, H. and Brasier, A.R.,2020. Individual and Team Competencies in Translational Teams. Journal of Clinical and Translational Science. pp.1-20.

Newsome, A.S., Smith, S.E., Bland, C.M., Branan, T.N. and Hawkins, W.A., 2020. Scholastic synergy: A team prototype for pharmacy faculty engagement in education, research, and service. Currents in Pharmacy Teaching and Learning.

Schot, E., Tummers, L. and Noordegraaf, M., 2020. Working on working together. A systematic review on how healthcare professionals contribute to interprofessional collaboration. Journal of interprofessional care. 34(3). pp.332-342.

Shirey, M.R., Selleck, C.S., White-Williams, C., Talley, M. and Harper, D.C., 2020. Interprofessional Collaborative Practice Model to Advance Population Health. Population Health Management.

Srikanth, P.B., 2020. The relative contribution of personality, cognitive ability and the density of work experience in predicting human resource competencies. Personnel Review.

Urbani, C., 2020. Teacher continuing professional development and team-working competences: A case study from Italy. International journal for research in vocational education and training. 7(2). pp.237-255.

van der Lippe, T. and Lippényi, Z., 2020. Co‐workers working from home and individual and team performance. New Technology, Work and Employment. 35(1). pp.60-79.

Online

High Performance Work Systems. 2014. [Online]. Available through <https://gbr.pepperdine.edu/2014/12/high-performance-work-systems/>

The importance of continuing professional development. 2020. [Online]. Available through < https://continuingprofessionaldevelopment.org/why-is-cpd-important/>

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