Development is an essential requirement for an individual, teams and organisation in order to achieve growth and success for longer period of time. Thus, every individual or organisation focuses on improving their weak areas so as to enhance their capability of doing allotted task allotted to them. It will help in achieving strong image and position in the market due to which it become easy for them to compete with their rivals. Employees are an assets of an organisation which contributes their maximum efforts in achieving them growth and success thus developing their skills and knowledge through providing them training and development programs will directly bring beneficial result to company. Whirlpool, a manufacturing company which deals in producing quality home appliances and selling is across worldwide. The project report includes skills, behaviour and knowledge required by HR professionals and its proper analysis through conducting skills audit. Contribution of HPW in employee engagement and competitive advantage. All other aspects are also discussed under this report with the context of Whirlpool (Ainscow and Sandill, 2010).
P1: Professional knowledge, skills and behaviour required by HR professionals
Human resource is considered as an asset of company whose efforts and supports decide the chances of company in achieving growth and success in competitive market. Therefore, HR professionals of Whirlpool required to conduct recruitment and selection programs in order to attain more qualified and skilled employees. It is also important to identify the needs of training at workplace according to which suitable training and development programs shall be conducted in order to enhance quality of work and efficiency in performance. Take help from UK assignment writers & score high grade in your university.
Professional development refers to specific plans and policies for the development of skills and knowledge of an individual working in an organisation for the purpose of receiving better outcomes. For this, it is responsibility of HR professionals to identify the high and low skilled workers according to which allotment of work and training programs shall be conducted.
The benefits of professional development plan are:
- It helps HR professional to know the actual skills and capabilities of their employees so that an effective decision shall be made for the purpose of improving their identified weak areas.
- It also helps in getting knowledge about the requirements needed by employees at workplace and accordingly makes further actions to fulfil as quickly as possible. For example, training need (Chaskalson, 2011).
- It educates HR managers to analyse skills and knowledge of employees and accordingly educate them to utilise available resources while working on advanced and modern systems.
Skills and capabilities of HR manager:
Conflicts management and problem solving: An organisation can increase its productivity and profitability ratio when their employees perform in a collective way so that maximum efforts should be made in achieving desired goals and objectives. It may increase the chances of conflicts thus HR manager here play a valuable role in resolving their conflicts through providing them optimum solution.
Discrete and Ethical: HR managers are considered as blood cell of an organisation which performs different roles and functions for the betterment of human resource. They are liable to manage and monitor employee’s performance so as to make sure that each employee performs in an ethical ways. They are liable to identify their need of training at workplace of Whirlpool through conducting research within an organisation. It will help in bringing motivation among employees to not indulge in any unethical activities and performed in right direction.
Knowledge of HR professionals:
Administration and management: It is essential required for HR professional of Whirlpool to become aware about the business activities to be performed at workplace according to which they are able to assign roles and responsibilities to the human resource. It will help in achieve better possible outcomes from every business activities.
Communication and technology: HR manager need to acquire communication skills in order to make better communication and coordination with their employees and make them aware about company’s plans and polices in more understanding way. Educating them about utilising available resources through working on modern technology, communication skills is must required (Chen and et. al., 2013).
Behaviour of HR professional involves:
Accountable: HR professional of Whirlpool required developing and making changes in their pre-planned decisions and informing them to their employees in order to achieve better possible outcomes.
Customer/Quality focus: HR managers are required to improve their employee’s quality of work due to which maximum positive result will be getting by them in near future. This will help in producing quality products to the customers which further help in retaining loyal customers for longer period of time.
You may like this sample:- Diversity of Hospitality Industry- Hotel Hilton
P2: Personal skills audit and professional development plan
HR manager of an organisation performs different roles and responsibilities for the purpose of achieving desired goals and objectives thus require specific skills and knowledge. Therefore, to enhance their performance it is important to conduct personal skills audit. It will help in identifying the strengths and weaknesses so that further steps can make to enhance the weak areas. It can possible through participating in training and development due to which the chances of achieving growth and success in personal as well as professional career will be more (Eime and et. al., 2013). Personal skills audit and professional development plans of HR professionals are given as below:
|Skill||Very Good||Good||Adequate||Little or no experience|
|Use Microsoft office word||✔|
|Use Excel Spreadsheet||✔|
|Use specialist HR software||✔|
|Use a database||✔|
|Use the internet||✔|
|Skill||Very Good||Good||Adequate||Little or no experience|
|Drafting contracts of employment||✔|
|Taking notes of disciplinary hearing||✔|
|Produce materials to support presentations||✔|
|Conducting a training session||✔|
|Advising on HR issues||✔|
|Skill||Very Good||Good||Adequate||Little or no Experience|
|Problem solving skills|
|Make good use of verbal reasoning skills, able to handle complicated data and make selective use of information||✔|
|Explore more than one solution in order to solve a problem||✔|
|Consider the ideas of others to help solve problems||✔|
|How much experience have you had in your placements?||< 1 month ✔||1-3 months||> 3 months|
|How many people have you managed at any one time?||None||1-5 ✔||Above 5|
It has been clearly seen from the above skills audit that HR professionals should require to focus on enhancing their communication and problem solving skills. It can be improved through participating in training and learning programs which make HR officer more capable of doing allotted roles and responsibilities in an effective and efficient manner (Hitt and et. al., 2011).
Personal development plan for HR professionals
As it has been identified from the above skills audit that there are some areas where the HR professionals need to work on. For this, it is required to made development plan due to which it can be easy for HR officer of Whirlpool to achieve growth and success in their personal as well as professional career. Such development plan is given as below:
|Development need||Development type||Development||Time required|
|Communication skills||Self assessment||Communication skills of HR professionals are not good according to the information received from skills audit report Thus it is essential to enhance such skills As it help in maintaining healthy relation with their employees and creating healthy atmosphere at workplace as well. Giving guidance through proper communication help in retaining experience employee in company for longer period of time. Participation in training and seminars helps in improving such skill by HR officer.||Time required to develop communication skills in Jane Cambridge is around 2 moths.|
|Problem solving skills||Self assessment||Such skills are also required to be improved according to skills audit report. As there are lots of employees working in Whirlpool which created the chances of arising conflicts at work place thus it is essential for HR professionals to have such skill in order to find out the optimum solution that will help in resolving issues as quickly as possible.||In development of problem solving skills 1 moth time is required.|
|Leadership Skills||Self assessment||Jane Cambridge is lack of leadership skills. This affects her ability to motivate the employees in company to work hard with more passion. This will affect the overall performance of all teams and organisation. Development of such skills helps to motivate the employees and build good teams in organisation.||To develop such skills there is need 20 days of time period.|
M1: Detailing about professional skills audit
Professional skills audit is define below:
|Team building skills||✔|
P3: Evaluation of different between individual and organisational learning & training and development
Training and development are different aspects which need to be considered by the management of Whirlpool in order to enhance their overall performance of employees as well as an organisation. Training refers to a practice which is adopted with a motive of developing skills and capabilities of employees whereas development refers to the improvement of overall personality thus development programs has wider scope (Marquardt and et. al., 2011).
Comparison between training and development:
|Meaning||It refers to a practice which is used to adopt with an objective of enhancing the skills and knowledge of employees due to which maximum support from them in achieving desired target.||It refers to practice which is used to develop overall personality of an individual and has wider scope.|
|Term||Short period term||Long period term|
|Orientation||Job oriented||Career oriented.|
|Objective||To build weak areas||To build overall personality.|
On the other hand, individual and organisational learning are also an important concept which improves the knowledge and capabilities of an individual thus need to be considered by HR professionals. There is difference as well between among two concepts which are described as below:
Individual learning: It is such a concept which gives main emphasis on increasing learning of an individual in an organisation. It is important for HR professionals to identify the strengths and weakness according to which learning programmes shall be conducted with an objective of enhancing weak areas. Through such learning programs, the employees working in Whirlpool should able to increase their knowledge about using modern and advanced technology which helps in utilising available resources in an optimum manner (McKenzie and Aitken, 2012).
Organisational learning: It is the process of improving business structure so as to bring efficiency in quality of work done in an organisation. It can be improved through making effective policies and plans which must adopted within an organisation due to which competitive advantage can be achieved.
There is difference among two such concepts which are given as below:
|Individual learning||Organisational learning|
|It is such method of learning which increases skills and abilities of an individual working in an organisation.||It is the process of transferring knowledge among different departments within an origination so as to achieve competitive advantage.|
|It gives more emphasis on development of single individual.||It gives more emphasis on the development of an organisation.|
|It provides an opportunity in enhance the weak areas so as to gain strong position in organisation.||It gives an opportunity to achieve competitive advantages through adopting an effective plans and policies.|
P4: Need of continuous learning and professional development in sustainable business performance
Continuous planning and professional development plays an important role in enhancing the overall performance of Whirlpool. Learning is a method of acquiring new knowledge through studying or indulges in any practical activities. Learning is an important part of training and development programs. Thus, it is the responsibility of HR officer of Whirlpool to identify the actual knowledge and capabilities of their employee so that further decisions can be made related with adoption of training and development programs. Professional development plan is made with an objective of helping individual to achieve growth and success in their professional career thus commitment with company will may expand due to which continuing services provided by them to company. Therefore, it is important to first understand the needs of continuous learning and professional Development which are listed as below:
Development of skills: There are several learning styles and theories which need to focus by HR professional in order to improve the knowledge and learning of an individual. Such learning styles includes David Kolb’s theory of learning, VARK learning styles etc. which is more helpful to increase skills and learning level of employees (Rosen and et. al., 2011).
Improvement of communication and coordination: Improvement in learning of an individual supports others as well in completing allotted business activities thus brings maximum positive result to company. Sharing knowledge and ideas will help in establishing strong bond among the employees due to which collective support will be getting to achieve desired goals and objectives of an organisation.
Employee relation: Identifying the weak areas by HR professionals on which an individual need to work on will help in creating healthy relation due to which maximum support will be get from them in execution of business activities.
Accomplishment of different objectives: Learning and professional development plans helps in increasing capability and knowledge of employees which allows them to work in better and effective way thus it makes positive impact on the overall performance of an organisation (Waddock, 2010).
M2: Application of learning cycle theories
There are mainly four learning styles which help in increasing the professional development of an individual. Such theories are listed as below:
Concrete experience: Such theory includes new experiences provided to an individual in order to help them in acquiring new knowledge and skills that will help them performing in different areas.
Reflective observation: Such theory help an individual to identify and resolve problems or issues that may comes in the process of completing allotted project activities.
Abstract conceptualisation: Such theory is related with determining the roles and responsibilities they are required to perform in near future.
Active experimentation: Such theory motivates individual to bring new ideas and thoughts which can be profitable while doing different business activities.
P5&D2: Contribution of High performance worker in employee engagement and competitive advantage
There are number of employees engaged in business activities of Whirlpool with an objective of achieving desired target within stipulated time period. Among large number of employees there are some high performed whereas some are low performance on the basis of performance in past times. It can be identified through conducting research about the past performance of employees and on the basis of which roles and responsibilities are assigned to them. High performer will brings more beneficial outcome to company which are described as below:
High performer supports their co-workers as well in performing allotted task in desired manner through providing them an effective ways and solution due to which the employees may show more interest in engaging themselves in performing allotted roles and responsibilities in better manner.
Maintaining healthy working environment through giving proper guidance to other low performers in executing allotted business activities in an appropriate manner. This will be done through proper communication and coordination.
High performer if supportive in nature will bring trust and loyalty among other employees which enable and motivate them to share views and problems. This will help in recuing tension and stress of other workers as well due to which they show more willingness to give maximum individual efforts and make them more competitive among their rivals (Organisational learning, 2017).
High performer workers of Whirlpool helps in attainment of sustainability in their performance due to which the management have enough time to focus on other important matter such as identifying the interest and preferences of customers, competitors in market and their strategies. This will help company in making improvement in their pre-planned decisions in order to maximise the satisfaction level of customers.
Therefore, In Whirlpool HPW are practised with an objective of formulating an effective plans and strategies to achieve growth and success for longer period of time. The formulated plans are essential to execute as soon as possible in order to execute business activities in an effective and efficient manner. High performance creating healthy working atmosphere which bring motivations among others through setting benchmark.
M3: Analyses of benefits received through applying HPW within an organisation
- High performer in an organisation brings always profitable results out of which few benefits are described as below:
- Helps in creating good relation among employees through supporting others in building up confidence and motivation.
- Helps in creating healthy atmosphere at workplace through providing guidance to low performer in completing allotted task in more effective and efficient manner.
- Setting benchmark which brings motivation among others to work hard and give more efforts in competing with their rivals.
- High performer gets promotions on their basis of their performance which in results providing example to others that if they perform better then they will get several benefits from company.
P6&M4: Different approaches of performance management and their contribution in high performance culture and commitment
There are various approaches which contributes maximum in enhancing the performance of individuals working in an organisation. Such different approaches include:
Collaborative working: Such approach is also known as partnerships working which supports the team work hence play a valuable role in achieving desired goals and objectives within stipulated time period. According to this approach, all the employees working in an organisation should require to work together so as to achieve maximum possible outcomes. As there are large number of employees working in Whirlpool which comes from different culture and backgrounds thus it is much difficult to bring them together and contribute combined efforts. Thus, to encouraging them through providing the value of combined efforts, such approach will required to be adopted by th4 management of Whirlpool which directs every members of an organisation to perform and support together. The collaborative working are not fixed and adopted on temporarily basis according to the situation occurred in business environment (Performance measurement approaches, 2017). Therefore, it is useful approach which helps in creating healthy atmosphere at workplace. The chances of conflicts among employees will also be reduced which is a positive sign for company. Communication and coordination among employees also becomes more effective while assigning roles and responsibilities to the team. Therefore, it should require for Whirlpool to adopt such approach of want to sustain in competitive market for longer period of time. It will also help in increasing sales figure and profitability of company.
Example: If the management of Whirlpool divides its workers into team after identifying their actual skills and knowledge, then it will help in maintaining better coordination and understanding level among the employees due to which maximum support will be getting so as to achieve desired goals and objectives.
Quality aspect: According to this approach, the management focuses on quality which plays an important role in generating high revenues. Quality can be related with work or products which brings profitable result to company. Training and professional development plans help in increasing skills and knowledge of employees which increases their quality of work thus the chances of manufacturing quality products by company will be more. Having proper knowledge and skills about working on modern and advanced technology will help in reducing wastage of resources due to which maximum output will be achieved. As Whirlpool is engaged in producing home appliances thus it is essentially required for them to focus on quality so as to achieve huge customer strength. This will help company in retaining loyal customers for longer period of time.
Example: Providing washing machines with standard quality along with safety features will help Whirlpool in attracting large number of customers across worldwide due to which their revenue and profits also goes high.
It has been concluded from the above project report that supporting an individual working in an organisation to perform in desired manner will help an organisation to achieve its desired goals and objectives within pre-determined period of time. HR managers are required to identify the actual skills through conducting persona skills audit and according prepare a professional development plan in order to improve weak areas. There are different learning styles and approaches of performance management which need to adopted in order to enhance the overall performance of an organisation.
- 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.
- Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant organizations with MBSR. John Wiley & Sons.
- Chen, G., and et. al., 2013. Teams as innovative systems: Multilevel motivational antecedents of innovation in R&D teams. Journal of Applied Psychology. 98(6). p.1018.
- Eime, R. M. and et. al., 2013. A systematic review of the psychological and social benefits of participation in sport for children and adolescents: informing development of a conceptual model of health through sport. International Journal of Behavioral Nutrition and Physical Activity. 10(1). p.98.
- Hitt, M. A. and et. al., 2011. Strategic entrepreneurship: creating value for individuals, organizations, and society. The Academy of Management Perspectives. 25(2). pp.57-75.