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    Developing Individual, Teams and Organisation


    Development is significant in an organisation in a rapid competitive business environment. Hence, this is requisite to manage continuous development of team, individual and organisation within a working environment in order to perform high value work (Belbin, 2012). This is essential for manager to assist individual, guide personnel and direct operations to meet the determined goals. The chosen report is based on case study of Whirlpool i.e. an American international marketer and manufacturer of home appliances dealing worldwide. This report will discuss numerous knowledge, skills and behaviour essential for HR professional. It will assess the personal skill audit, organisational and individual learning along with training and development concept for further improvement of company. The assignment will also assess role of HPW and performance management within organisation for better performance and sustainable development of company.

    Task 1

    P1 Determine the appropriate and professional knowledge, skills and behaviours that are required by HR professionals in an organisation

    Often, human resources management can be defined as employment legislation administration in relation of managing the practices of firing, hiring and retirement. Hence, HR manager has crucial role in the personnel management at working environment of Whirlpool. It is an American electronic and home appliance organisation that mainly aims on creating more satisfied working environment for rendering satisfactory service delivery (West and et. al., 2014). Human resource manager of enterprise will require basic knowledge, skills as well as behaviour in regard of delivering developed productivity and effective workforce in Whirlpool that are discussed beneath:

    Skills Required by HR:

    • Communication skills: Human resource manager of Whirlpool is accountable for developing better communication within the workplace which is fundamental for its proper functioning and sharing common vision. They are the one who interact information associated with personnel, conduct review, prepare and deliver worker presentation and direct meditation within the company.
    • Decision-making skills: HR professional is responsible for creating fundamental decision of enterprise resolving emerged conflicts among personnel related to training, hiring and working. Whirlpool’s HR need to have these skills to deliver critical thinking qualities and avoid negative consequence emerged and can rise in workplace.

    Behaviour Required by HR

    • Ethical Behaviour: Human resource manager of Whirlpool determine dispute management structure in enterprise to prevent issue among worker and enterprise. Thus, they should be more ethical while working to maintain such corporate issues and undertaken ethical decision within enterprise(Mahembe and Engelbrecht, 2014). They manage information and decision flow within workplace.
    • Confidentiality: The person should be confidential in nature when this comes to keeping information related to enterprise, its employees and policies in Whirlpool only.

    Knowledge Required by HR

    • Legislation knowledge: Information of different codes, legal laws, precedents and procedure of courts should have in human resource manager to create suitable functional decision, policies and maintain ethical affairs in Whirlpool in relevant way.
    • Personnel Management: HR manager should have knowledge of different personnel based information such as workforce planning, staffing, resourcing, training, hiring and firing etc. This is significant for Whirlpool’s HR manager to aim on effective results and more collaborative working within the chosen enterprise.

    P2 Personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development

    This is significant for an organisation to have certain skills, qualification and knowledge individuals within workplace to manage different emerged consequences. Skill audit is the process of determining gap skills and capabilities in individual related to organisation’s required skills (Swanwick and McKimm, 2017). Whirlpool’s HR manager need to conduct one’s personal audit to understand the dearth of skills which is workplace issues is rising. Through using SWOT analysis technique, skill audit has been done which is mentioned as below:

    SWOT analysis



    · I have entire essential technical knowledge and skills associated with HR work which is one of my major strength.

    · I am good at writing skills that are beneficial for me in creating formation document, paper, letter and related piece of paper.

    · My management skills are good as i am efficient leader while i manage the team.

    · I have indecisive personality which have directed to workplace issues and conflicts. I need to improve this.

    · I lack at communication skills as while communicating, lots of thoughts create trouble in communicating.  



    · Whirlpool’s organised training and development session can direct to learning new skills and knowledge.

    · I am patient and have good potential that can help me in creating better learning.

    · I am a slow-learner which is one of major threat as people who are quick learner can grab the same opportunities in less time.

    · I have a short temper that can create troubles for me in future.

    Hence, the notion propound that I am efficient at technical, writing and team working skills which is beneficial in case of Whirlpool. Whereas, there are some fundamental skills of HR professional on which i need to work for improvement that are decision making skills and my communication skills (Mahembe and Engelbrecht, 2013). There are numerous techniques and approaches that can be used for the betterment of skills and qualities of individuals in which i have employed PDP technique to carry out betterment which is discussed as below: Personal Development Plan: It can be refer to the process of planning an activity plan associated with values, gals awareness and planning for individual improvisation in relationships, self-development, better career education etc. Under this assignment, as Whirlpool’s HR manager, i have opted this method to improve my weaknesses that i have identified in personal skills i.e. communication and decision making skills mentioned beneath:

    OBJECTIVES: What do I want/need to learn?

    What will I do to achieve this? Or What resources or support will I need?

    What would be the hurdles in achieving my goals

     What will my success criteria be? / How the progress will be monitored? (workshop feedback, class feedback, tutor feedback, by applying to work etc)

    Target dates for review and completion

    Communication Skills

    Effective communication skill is one of the most essential requirements of HR professional to interact policies, decision and basics of work roles to personnel. It is essential for me to have good interaction skills to communicate information of Whirlpool to worker and manage different consequences emerged in organisation.

    Hesitation, Lack of knowledge and confidence can restrain the growth and development.

    Through evaluating response of colleague and assessing peer review

    2 Months.

    Decision-making Skills

    This is the duty of HR manager of Whirlpool to manage arise negative consequence and prevent disputes by undertaking important decisions (Wellin, 2016). I need to improve by managing, monitoring and controlling skills for resolving emerged disputes.  

    Minor wrong judgements outlined in situations can lead to major drawback that can demoralise performance and demise confidence level.

    Via peer review and analysing performance of enterprise workplace.

    1 month

    Task 2

    P3 Differences between organisational and individual learning, training and development


    This can refer o a process of gaining new or modifying one’s existing skills, values, behaviour, knowledge, preference etc. There are basically two types of learning procedure which Whirlpool can use that are mentioned as below:

    Organizational learning:

    It refers to the process of retaining, transferring and creating knowledge within a firm. Organisation can develop their benefits as this help in emphasising the experience and knowledge of workers. Organisational learning basically promotes these basic nits; inter-organisational, individual and enterprise learning. This is one of the convenient manners to estimate the learning curve (West and Lyubovnikova, 2013).

    Individual learning:

    This is a specific program or designing of training and education which outline reflection of strength and weaknesses of individual. This sort of learning is used through a single individual designed as per their possession or interest group. Whirlpool can opt this in order to widen the area of knowledge of their each individual.

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    Whirlpool uses both learning approach within their organisation for thriving new skills and abilities with enterprise along with shaping the existing ones. Below are mentioned some basic differences between both of these styles of learning:

    Organizational learning

    Individual learning

    This is a segment of course where if staff teaches and improve then enterprise itself learn and develop. In Whirlpool, this could mean that various methods of sales or marketing could be taught via training and development that could help the organisation in learning ways of improvement.

    This is a self-direct learning procedure based on workplace. This is interrelated with workplace as more involvement lead to more improvement.  In Whirlpool, if a certain marketing method is to be taught to a  promoted employee, then individual learning could address the need effectively.

    It deals with development of overall organisation skills, learning, knowledge and increment of overall productivity.

    This sort of learning whereas corporate with requirement of individual and improve attribute, skills and knowledge of a person by aiding betterment.

    Therefore, both are significant for an enterprise like Whirlpool as one help in improving productivity of services and outcome of enterprise and other focus on workforce and their attribute. These tend to sustainable performance and enlargement in benefits of enterprise in significant way.


    Training can refer to development and learning procedure for individual, team and group of people where skills and knowledge associated with specific subject is being taught (Sessa and London, 2015). This aims on certain target to bettering performance, capacity, productivity and capability of targeted audience. Hence, this is an indispensable component in Whirlpool to support learning among employee of enterprise. Firm can utilise this method for supporting new qualities and skills among personnel or to deliver individual and organisational learning.


    Development is also learning process which builds progress, economic and political modification along with environmental and physical growth. It can simply be defined as process of being developed or introducing new phase in any condition.

    Both of these terms are vitally different from each other n the grounds of its delivery, concept and goals. Below, distinction between both terms is mentioned:





    It is a process of learning in which employee get opportunities to develop their own skills, knowledge and qualities as per work requirement.

    Development can be defined as learning process i.e. apprehensive common growth of enterprise’s worker.


    This is a short-term procedure.  For instance, training for new methodology of sales in Whirlpool might require only three months to be executed.

    This is a long term procedure. In Whirlpool, this means overall development of employees throughout their professional career.

    Focus on

    This concentrate on existing skills and knowledge improvement.  For instance, marketing, production, etc.

    This concentrate on future develop and growth of an enterprise. For instance profitability, sustainability, etc.





    Trainer delivers stimulation to team so that trainee can provide best of one’s skills while working in Whirlpool.

    In development, Worker inspires individuals to adapt and learn more things.


    For betterment of workforce or a team.

    To prepare staff for upcoming obstacles.


    P4 Need for continuous learning and professional development to drive sustainable business performance 

    CPD can simply be define as process of documenting and pursuing experience and talent that can assist in documenting and pursuing in Marketing experience and talent that can help in enhance professionalism and creativity in individual. It can state as reflection of learning of individual and its experience along with its implementation (McKenzie, van Winkelen and Grewal, 2011). Whirlpool’s administration need to have continuous learning in regard of improving their demands and outcome. This cover re-assessing and over-viewing of tools, theories, values and experience of an individual. It is essential for administration to improve tier workforce through including new benchmarks. For implementing it, there is a requirement of execution of continuous learning framework along with approach of professional development. Here are mentioned some necessities of continuous learning and professional development written below:

    Prepare Worker for Unexpected:

    It is sort of learning method which assist Whirlpool worker for implementing unbelievable changes which can restrain their growth. Through constant, organization can smoothly operate their operations and can attract market opportunities.

    Develop brand reputation:

    Management of referred organization can emerge and improve their recognition of brand through CPD procedure via delivering advanced services to their consumers. It can also deliver new opportunities of development to enterprise from marketplace.

    Competence direct to confidence:

    Continuous learning and development procedure promote diverse learning that can tend to effective viability which can improve confidence of worker. Moreover, administration of Whirlpool faces numerous obstacles which can deliver new creativity exploration for achieving their competences.

    Sustain in market:

    This procedure can help Whirlpool in refraining positive reputation in market as company has faced crisis situation. Through adapting this learning method, organization can cooperate with issues conveniently and ace up with technologies and market trends.

    Therefore, CPD is a requisite procedure that can be adopted in Whirlpool workplace to improve their vision, create shared commitment, enhance team working skills and deliver learning to workforce for gaining better competencies.

    Task 3

    P5 Understanding of how HPW contributes to employee engagement and competitive advantage

    The HPW concept help in keep stimulating worker and creating committed workforce within an enterprise. The approach helps in managing organisation by aiming on worker involvement in decision making procedure to meet higher level of performance working. (Duffield and Whitty, 2015). High performance culture supports transparency in culture, open communication lines and ore interaction between enterprise and its worker. This promote new flat structure of organisation beside the tradition hierarchal framework where worker are give priorities and are more committed, involved as well as are common vision at Whirlpool. Hence, Whirlpool has carried out this framework within the enterprise as this thrive employee engagement, productivity and competitive which is mentioned as below:

    • Better employee attribute: Worker take participation in betterment processes of service, products and structure of Whirlpool to create high-performing environment. Hence, this focus on innovative ideas and actions of employee that develop their attribute and behaviour toward Whirlpool and lead to improved competitive edge as well.
    • Effective Cooperation: Whirlpool worker under this environment coordinate with their external and internal people along with their team. This vents more innovative affairs in team and support employee engagement by delivering each individual same purpose. Thus, overall productivity and competitive advantages gets improved in the process.
    • Effective financial outcomes:Creating such culture can direct to enlargement in financial results by rendering effective services and meeting consumer and worker loyalty toward brand recognition (Ruch, 2011). Thus, Whirlpool can attain optimum outcome by performing better operations and meeting competitive edge.

    Hence, high performance working in Whirlpool can promote their new vision of shared commitment and transparent communication as well as culture. Whirlpool can overcome from the crisis condition by creating more efficient work environment and engaging worker within the process through creating high performance working culture.

    Task 4

    P6 Different approaches to performance management (e.g. collaborative working) 

    Performance management: 

    Performance management is the procedure of generating settings and exertion environment in which workers perform with their best efforts. Performance management focus is centred on the activities of an enterprise, its employee, department or even the processes to build a product or service (7 Reasons Why Continuous Learning is Important, 2017). The fundamental target of a performance management is to upgrade and promote staffs effectiveness. It is a constant process where executives and workers work together to monitor, review, plan a worker’s work goals and objectives. Performance management involves that projects which ensure that targets are incessantly being met in a successful and well organized manner. Core purpose of this technique is to improve the productivity, performance, loyalty among worker, retention and build coherent accountability along with cost benefits which can facilitate Whirlpool’s growth and can assist in meeting set benchmark.

    Types of Performance Management


    (Source: Approaches for measuring performance of employees, 2017 )

    Comparative approaches: 

    Comparative method is a procedure where skills are measured through creating comparison. Comparative-historical procedure towards in sociology is testing methods to probe social transformation and formation or cultural processes. The comparative practice is frequently used in the primary stages of the enlargement of a part of science. This method can assist Whirlpool in meeting certain requirement of skills by comparing the performance with team members or other parts of organization (Holden and et. al., 2012).

    Behavioral approaches:

    Human behavior is well read, thus all conducts can be learned as per the condition and learning habits. Behaviorism is disturbed with how atmosphere factors affect perceptible behavior. The behaviorist path suggests two main factors where an employees learn from their domain namely operant conditioning and classical conditioning. Behavioral management theory is enlarging its reaction to the need story for worker’s motivation and behavior. This can be effective for Whirlpool as this not only focus on improving behavior but also aims at meeting determined outcome.

    Quality approaches:

    Quality management can define as a management to lifelong success through client’s satisfaction. In quality approaches, all workers of a company participate in better products, culture, process and services. Quality approaches can be condensing as a controlling system for a customer-focused company that involves all workers in continual development. It uses effective, strategy, and data transmission to combine the quality discipline into the activities and culture of the company.

    Result approaches:

    This approach is a straight-forward and simple concept, where a company rate worker on the premise of workers performance results. Internal & operations, financial, customer and growth & learning are the first kind of result approach used to measure performance. Evaluation system and productivity measurement are the second approach. This is very productive in motivating workers for increasing productivity and determining the feedback.  

    Collaborative Working: 

    This concept believes on collective efforts of team and individuals to meet shared vision. According this, workforce perform more efficient outcome and deliver best practice when they work as a team in collaborative manner (Mosadeghrad, 2015). In order to attain shared vision, commitment and goals as well as establishing transparent communication, this is essential for Whirlpool to improve their team working practices.  The approach accelerates predictive and creative affairs in workplace and stimulate engagement of worker in the decision making process.

    After analyzing above mentioned types of performance management approaches, it can affirm that Whirlpool can opt collaborative working approach and behavioral approach for inspiring their work and getting potential outcome. Both concepts emphasize on improved efficiency, environment, employee engagement, quality work and can help in creating high performing workplace.


    It can summarise from discussed report that development of teams, individuals and organisations are necessary for an enterprise to meet competitive advantage. This is coherent that a human resource manager is essential individual who plays crucial role within an organisation in managing and controlling personnel and associated affairs. Therefore, one should have certain skills, behaviour and knowledge to meet the position necessities. Personal skills audit is effective technique to analyse one’s strengths and drawbacks. To improve weaknesses, individual can use personal development plan. Also, high performance working and environment accelerate productive operation and carry out advance results. The report states that by using suitable performance management approach, company can measure their current skills and identify the required improvement to attain the determined business objectives.


    • Holden, L. and et. al., 2012. Validation of the research capacity and culture (RCC) tool: measuring RCC at individual, team and organisation levels. Australian Journal of Primary Health. 18(1). pp.62-67.
    • Belbin, R. M., 2012. Team roles at work. Routledge.
    • West, M. A. and et. al., 2014. Developing collective leadership for health care. London: King's Fund.
    • Mahembe, B. and Engelbrecht, A. S., 2014. The relationship between servant leadership, organisational citizenship behaviour and team effectiveness. SA Journal of Industrial Psychology. 40(1). pp.01-10.
    • Swanwick, T. and McKimm, J., 2017. ABC of clinical leadership. John Wiley & Sons.

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