Employee Skill, Knowledge And Behaviour Of HR Professional

University: Regent College London

  • Unit No: 7
  • Level: Undergraduate/College
  • Pages 12 / Words 3000
  • Paper Type: Assignment
  • Course Code: BMA777
  • Downloads: 1
Question :

It is essential to develop the individual, team and whole organisation so that business can flourish towards success. The company chosen is  Whirlpool, which deals in electrical products. As a HR consultant, a report is to be made which highlights performance management and effective communication in order to support high performance culture and commitment.

  • Analyse the employee skill, knowledge and behaviour of HR professional.
  • Analyse the factors while implementing learning and development to drive sustainable performance of business.
  • Application of ways and knowledge in which high performance working contributes to employee engagement and competitive advantage.
  • Evaluation of ways in which high performance cultural can be maintained.
Answer :
Organization Selected : Whirlpool

INTRODUCTION

Individual need to have adequate skills and capabilities to perform and have ability to work in team. They even need to have potential to implement innovation and creative ideas in organisation to conduct business operations in better manner. This help management to have skilled and competent members to accomplish goals and objectives within defined time period (Fuggetta and Di Nitto, 2014). Present report is based on Whirlpool, which is a multinational firm which is conducting business in electrical sector. This assignment defines HR professional skills, knowledge and behaviour to conduct business activities effectively. It is essential that HR professional conduct personal skills audit to develop professional development plan. Along this, difference between organisation and individual learning and training and development are acknowledged is also defined in this report. This help HR to asses requirement of continuous learning and professional development on functioning of system. Besides this, HPW and performance management approaches are used by HR professional for employee engagement and competitive advantage.

TASK 1

P1 Professional knowledge, skills and behaviours that are required by HR Professional

HR professional plays essential role in each and every organisation to manage and sustain workforce to execute business operations properly. For this, recruitment, staffing, training and development, performance appraisal and compensation are various activities conducted by them. This help HR professional of Whirlpool to have sufficient manpower to carry out activities and achieve objectives timely. Along this, company have talented and qualified staff which provide quality products and services to buyers.

HR professional require to have following skills which are stated beneath:

Communication skills: This is essential capability which HR professional require to have to manage and direct employees to conduct activities in proficient manner. In Whirlpool, HR professional have good interaction capabilities which define that they provide data to the required employees about objectives and objectives are necessarily to be attained by them (Goetsch and Davis, 2014). Along this, they also provide them instruction and guidance to members to make them perform tasks effectively and deliver quality electronic items to people.

Conflict management: It is another skill which define that HR professional establishes relations with subordinates to acknowledge issues and problems faced by them, thereby provide them appropriate solutions. This help management of Whirlpool to retain skilled and competent people and also make them perform tasks effectively.

Team building: It is efficient ability which HR professional require to have to manage employees and make them perform tasks effectively in group. For this, Whirlpool has branch globally which require construction of team by HR professional to conduct business activities properly and deliver quality and good feature electronic products to buyers (Huang, 2014).

HR professional need to have professional knowledge which are described below:

Management: HR professional of Whirlpool require to have information about different management concepts, theories to manage workforce properly. It is essential that they have capability to select appropriate candidates to perform tasks effectively. HR professional require to use appropriate management theories to make team function effectively and overcome issues that were faced in respect to decline of performance.

Government laws: HR professional of Whirlpool even need to have accurate and complete knowledge about rules and legislation which are formulated by authorities. It is essential that policies and strategies are formulated in respect to government laws for making system function legally. Along this, HR professional require to have knowledge about transparency law and fairness in business activities which help them overcome issues which were faced about fall in sales and market position (Macdonald and Poniatowska, 2011).

HR professional require to possess appropriate behaviour to manage workforce are stated below:

Ethical behaviour: HR professional of Whirlpool require to provide positive working environment to subordinates. Along this, they even formulate code of ethics to direct members and make them perform activities in systematic manner. This also help them to overcome issues between team members and motivate them to perform tasks effectively. Company faces problem about market reputation and working of team for which HR professional require to make transparency in system by providing information to members about duties that require to be performed.

Accountable: HR professional of Whirlpool is responsible to have adequate manpower in firm to execute activities effectively. Executive of Whirlpool provide duties to members and conduct performance appraisal which help them to have complete information about performance and capabilities of employees. Along this, they even need to appraise employees to encourage them by giving recognition to their work and results (Pakdil and Leonard, 2014).

As in context of case study of Whirlpool HPW which specifies “company crisis” scenario which was organised in 2011. In this, North America region members have taken part in seminar. For this, team members was informed by HR about cross-functional collaboration and innovation that will be made in system to improve productivity. For this, survey was conducted in which core dimensions were used by manager to acknowledge capabilities of members from their performance. Shared commitment to firm, vision and extraordinary goals, shared accountability for results, transparent communication, constructive conflict, mutual respect and solidarity are various attributes which were used in competition to determine effective team. These are all criteria in which NAR team of Whirlpool stood first, as they were engage in HPT assessment activities. Along this, management even acknowledge changes that require to be made in system to improve functioning of team and firm.

Thus, management of Whirlpool consider all transformation and alterations that were required for enhancing companies performance and market position.

HR professional of Whirlpool have conducted research which state improvement in work processes of firm with help of changes that were made in system and business operations. They shifted their concern to operational issues. Meeting were organised at interval of three to five months to make appropriate decisions and utilise their time by giving importance to urgent activities. Along this, employees requirements and need are given value which help management to have dedicated staff which execute activities effectively. With help of off-site meeting, superior acknowledge strategic issues and overcome them timely. Thus, this help administration to maintain firm's reputation as leading electronic company (Serrat, 2017).

P2 Analyse personal skills audit to develop a professional development plan

Personal skills audit helps HR professional to identify knowledge, skills and behaviour that HR require to posses to have adequate workforce to execute business activities effectively. In current situation of Whirlpool, HR professional have good communication skills, team building, conflict management capabilities. This help them to have skilled and competent staff members which provide quality products and services to buyers. Along this, employer even require to take sessions to improve their skills and knowledge to manage and conduct activities in more better manner.

Strengths: Whirlpool is large company which help me to learn new things and increase capabilities to perform activities in effective manner. Along this, I also gain knowledge to work in dynamic culture that is company require functioning in according to market conditions. This benefits me to enhance by abilities and formulate innovative and creative ideas for betterment of firm.

Weaknesses: I even have certain problems which are related with changes in system that is advanced technologies are implemented to provide innovative products to buyers. Along this, I have to attend continuous learning programs to update my skills and knowledge. This consumes time and money which affect on decision-making activities. My another major weakness is my communication skills as I feel hesitated to talk with my people which is required for me to overcome by taking effective participation in organisational discussion session. This helps me in developing my skills so that it is easy for me to take clients and offer them appropriate services. Along with this team building is considered to be the most essential aspect which is required for me to develop as to making effective team so that proper working environment can be created.

Professional development plan: It is written document which is constituted by HR professional to specify information about tasks, training sessions, evaluation, time frame are also specified in this plan. Thus, these are objectives to improve communication skills and other abilities for enhancing their skills and knowledge which are determined by me.

Professional Development Plan

Objective

Current proficiency

Target proficiency

Current situation

Development activities

Time scale

Communication skills

3.5

5

I have good interaction skills that is information is given to employees about tasks and targets which require to be achieved by them.

For improving communication skills, seminars and expert talks on YouTube help me to increase confidence and speaking ways.

These skills take around 60 Days after having effective communication with experts and taking appropriate sessions on YouTube.

Team building

3

5

It is essential for me to distribute members into department to utilise resources properly and achieve objectives timely.

Seminars and lectures are tools which help me to improve abilities and learn ways to listen to people patiently.

After taking appropriate seminars and lectures, the time of 30 Days are enough to develop my team building skills.

Conflict HR professional

2.5

5

In have constructed friendly relations with employees which help me to acknowledge issues and problems faced by them to provide appropriate solutions.

Study HR professional concepts and theories to anticipate different means and methods to solve conflicts and make members work in team properly.

45 Days

Henceforth, professional development plan helps individual to asses strengths and weakness to utilise opportunities and increase in career. For this, learning programmes and development sessions to improve skills and knowledge in according to new and higher job position. Thus, people is able to overcome their weaknesses and enhance capabilities to conduct activities in creative and unique manner.

TASK 2

P3 Difference between organisation and individual learning, training and development

Market have intense competition which define that individuals require to learn and take training sessions to improve their skills and capabilities to conduct activities in innovative manner. Along this, organisation exist in dynamic environment which changes with time. For this, HR professional require to make transformation in system and implement advanced technologies to conduct business operations in according to conditions prevailing in market (Ford, 2014).

Individual learning: It is refer to process which is conducted by person to learn and enhance knowledge. This help individual to formulate innovative and creative ideas which are used to execute work in unique manner. For this, online and offline training sessions and learning classes are undertaken by person to improve their capabilities to execute tasks in effective manner.

Organisation learning: This concept define that company require to have skilled and competent members which are able to conduct work and accomplish goals and objectives within defined time period. HR professional and superior need to have capability to direct members and encourage them to perform tasks in proficient manner. Besides this, employees require to have technical knowledge and abilities to execute activities and complete targets timely.

In context of Whirlpool, executive have branches in different nation which define that HR professional require to utilise resources that is funds, material and manpower efficiently. For this, company require to sustain its position in market and brand value in respect to rival firms. It is necessary that HR professional have capability to manage workforce and provide duties to members in respect to their skills and knowledge (Goetsch and Davis, 2014).

Thus, training and development programmes is developed by HR professional of Whirlpool to enhance abilities of employees and make them competent to perform activities in better manner. Along this, staff members also gain knowledge to implement innovative ideas in firm to manufacture quality electronic products and with advanced attributes and features in according to needs and requirements of people. This help company to establish competitive advantage in respect to rival brands to sustain market position and image in market.

Differentiate between organisation learning and individual learning:

Basis

Organisation learning

Individual learning

Definition

This tactic define that HR professional require to have competent members to conduct activities effectively. For this, training and development sessions are conducted to enhance skills and knowledge of staff (Hirst and et. al., 2011).

It is process which is related with manager conducts performance appraisal to acknowledge capabilities of employees. This help them to provide learning and information to person about duties and tasks to make them perform activities effectively.

Purpose

HR professional aim is to improve capabilities of employees so that they are able to work with latest technologies and manufacture innovative products.

Individual motive is to work in organisation and enhance their skills that is problem handling, technical knowledge to move up in career.

Training

Development

Training is short term process which is refer to enhancing technical and mechanical skills and knowledge of members. This help HR professional to conduct business activities effectively and make staff work with advanced technologies.

Development is long term activity which comprises activities that are conducted by HR professional to enhance theoretical and conceptual knowledge of employees to have complete in formation about management concepts and system process (Levi, 2015).

P4 Analyse need for continuous learning and professional development for sustainability

Continuous learning define that an individual require to improve skills and knowledge to conduct activities in effective manner. Organisation is exist in environment which is dynamic which define that HR professional require to execute business activities in innovative and creative manner. For this, HR professional require to conduct training and development sessions and to enhance capabilities of members and make them competent to construct innovative and creative ideas for betterment of system. Thus, HR professional and subordinates are able to develop their professional skills, knowledge and behaviour to execute work in proficient manner and accomplish targets timely.

Continuous learning is determined as the ability to continually increase and improve an individual’s skills and knowledge in respect to perform essentially and adapt the appropriate changes as per the requirements of workplace. Continuous learning is required for each individual to develop their personal as well as professional skills. Kolb’s learning style is the most appropriate learning style theory. This theory is propounded by David Kolb in the year of 1984. The learning styles evaluated through Koln are depend on two major dimensions like Active/ reflective and abstract/ concrete.

The Converge: This type of learning is effective in solving problems. In this individuals are concern on applying their learning on some practical issues. In this people are concern on prefer technical tasks and conduct experiments with new ideas. People from converge are considerably highly skilled in the practical application of ideas.

The Diverger: This kind of abilities are lie in some specified area of concrete experience and reflective observation. This mainly considered as the opposite strength of the converger. Individuals with this kind of learning style are good at analysing the big picture and managing smaller bits of information into a meaningful whole.

The Assimilator: This can be determined as the people who are skilled in the criteria of reflective observation and abstract conceptualization. People with this learning style are more interested in abstract ideas than in people, but they are not mainly concerned with the practical applications of theory.

The Accommodator: Individuals with this kind of leaning style are strongest in concrete experience and active experimentation. This style is mainly the opposite of the assimilator style. Accommodators are doers and they are performing experiments and carrying out the plans in the real world.

In context of Whirlpool which is multinational firm which have outlets globally require to conduct business activities effectively. For this, HR professional need to have skilled and competent members which are able to perform operations and deliver quality electronic products to buyers to sustain position and goodwill in market. Continuous learning and professional development are both essential tactics which plays essential part in firm (McCormack, Manley and Titchen, 2013). These are two tactics which helps HR professional to conduct training and development sessions to enhance knowledge and skills of staff to make changes in electronic items and provide advanced feature products to people. Along this, as Whirlpool is international firm which conducts operations at large level provide learning to members to work in company, thereby acknowledge new methods and techniques.

TASK 3

P5 HPW contribution to employee engagement and competitive advantage

High performance working refers to practices which are conducted by HR professional for improving organisation functions in respect to conditions prevailing in market. For this, top personnel responsibility is to have sufficient and skilled members to perform activities effectively. Along this, HR professional need to have complete information about capabilities of employees to provide them tasks and targets in according to their skills and knowledge. For this, training and development are conducted by HR to improve skills and knowledge of staff members to make them perform tasks effectively and accomplish targets within defined time.

High performance working is considered to be the set of management practices which attempts to design an environment within a business in which employees has greater involvement and responsibility is high. High performance working is also considered as the human resource practice that helps the organisation in promoting their employees in the basis of analysing their working capabilities. Human resource is considered to be the most essential element which has huge influence on the operations on the firm or its working environment. Appropriate amount of employees engagement are effective for the firm to attaining higher competitive edge through offering effective customer services.

These are various activities of HPW or high performance working which helps HR professional of Whirlpool to improve employee engagement and establish competitive advantage are stated beneath(O'leary Mortensen and Woolley, 2011):

Human resource practices: It is essential that HR professional have skilled and competent members to execute business activities effectively and accomplish goals and objectives within specified time. For this, HR professional of Whirlpool conduct recruitment, staffing, training and development, performance appraisal. This help them to have talented subordinates which conduct activities in innovative and creative manner. Along this, they even provide quality electronic items to buyers to maintain company's position and reputation in market.

Team building: It is essential procedure of HPW which define that HR professional construct and maintain relations with employees to make them perform tasks effectively. It is important that in Whirlpool, members are divided into team for execution of activities in better manner. This also help company to deliver quality and good feature electronic products to consumers (Pinjani and Palvia, 2013).

Performance appraisal and rewards: High performance working is conducted by HR professional of Whirlpool to acknowledge capabilities of employees in respect to their work and outcomes. Finance and non-finance rewards are provided to staff members to motivate them and inspire to perform activities effectively and deliver quality products to buyers.

High performance working is approach which helps HR professional of Whirlpool to have appropriate skills and competent members to execute business operations effectively. Along this, company is also able to deliver quality electronic products and services to consumers to sustain its position and brand value. Whirlpool is multinational firm which have branches worldwide require to have skilled staff to conduct activities and deliver innovative and creative products to buyers. It is essential that in organisation, strategic changes are made in system to conduct business activities effectively and in according to market conditions.

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TASK 4

P6 Different approaches to performance management used by HR professional

Performance management is activity which is conducted by HR professional to develop their skills and knowledge and of subordinates to enhance productivity and performance of organisation. For this, HR construct and maintain record of employees to have adequate workforce in firm. Along this, they even conduct performance appraisal to examine performance of staff to acknowledge their capabilities (SeibertWang and Courtright, 2011). Thus, positive working environment is provided to employees to make them work in proficient manner. HR professional of Whirlpool formulate recruitment plan which define information about job description and skills required by members. Along this, they even provide guidelines and direction to staff to attain goals and objectives within defined deadline. After this, performance monitor activities are conducted by HR to conduct training sessions to improve skills and knowledge of subordinates. These are various approaches which are used by HR professional of Whirlpool are stated beneath:

Collaborative working: This refer to partnership and joint working which help HR professional to utilise resources efficiently. For this, employees are provided duties and distributed in team to make them perform tasks effectively and complete targets timely. In this, HR professional of Whirlpool maintain relations with staff to make them work with each other. This help them to coordinate efforts of workers to deliver quality electronic products to buyers. Along this they even require to overcome conflicts and issues between team members by providing them appropriate solutions. This help company to have skilled and competent staff for longer time (Day and et. al., 2014).

Behavioural approach: This tactic define that HR professional of Whirlpool require to construct friendly relations with employees to acknowledge problems and motivate them to perform tasks in proficient manner. For this, ethical codes are formulated by them to provide guidelines and regulations to members to make them perform tasks in team and overcome chances of conflicts.

Effective communication is considered as an essential element that has a huge influence on the operations of the firm directly. In an organisation communication is required to fill the gab among organisational employees and their higher authority. Effective communication channel helps in building appropriate collaboration among organisational employees so that work can be done in effective manner. Effective communication channel provides an easy path way to share data and information in effective way so that the implementation of operations is done in appropriate manner.

CONCLUSION

From the above assignment, it can be comprehended that individual require to have capability to work in organisation. HR professional formulate department and distribute members to make them perform tasks in team. For this, HR professional and subordinates require to have professional skills, knowledge and behaviour to conduct operations and accomplish objectives and goals timely. This help them to frame professional development plan to improve capabilities and implement innovative and creative business ideas. Organisation and individual learning are two different tactics which help HR professional and members to acknowledge continuous learning and professional development benefits in system functionality. HPW and various approaches are used for performance HR professional of employees to provide quality products to customers to sustain position and reputation in market in respect to competitors.

REFERENCES

Books and Journals

  • Amabile, T., 2012. Componential theory of creativity. pp. 3-4. Boston, MA: Harvard Business School.
  • Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
  • Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
  • Hirst, G. and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level investigation of team contextual influences on goal orientation–creativity relationships. Academy of Management Journal. 54(3). pp.624-641.
  • Levi, D., 2015.Group dynamics for teams. Sage Publications.
  • McCormack, B., Manley, K. and Titchen, A. eds., 2013.Practice development in nursing and healthcare. John Wiley & Sons.
  • O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A theoretical model of its effects on productivity and learning for individuals and teams.Academy of Management Review. 36(3). pp.461-478.
  • Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual teams.Information & Management. 50(4). pp.144-153.
  • Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of psychological and team empowerment in organizations: a meta-analytic review. Journal of Applied Psychology. 96(5). p.981.
  • Day, D. V. and et. al., 2014. Advances in leader and leadership development: A review of 25years of research and theory. The Leadership Quarterly. 25(1). pp.63-82.
  • Fuggetta, A. and Di Nitto, E., 2014, May. Software process. In Proceedings of the on Future of Software Engineering (pp. 1-12). ACM.
  • Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
  • Huang, G. B., 2014. An insight into extreme learning machines: random neurons, random features and kernels. Cognitive Computation. 6(3). pp.376-390.
  • Macdonald, J. and Poniatowska, B., 2011. Designing the professional development of staff for teaching online: an OU (UK) case study. Distance Education. 32(1). pp.119-134.
  • Pakdil, F. and Leonard, K. M., 2014. Criteria for a lean organization: development of a lean assessment tool. International Journal of Production Research. 52(15). pp.4587-4607.
  • Serrat, O., 2017. Building a learning organization. In Knowledge solutions (pp. 57-67). Springer Singapore.
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