Unit 35 Developing Individuals, Teams and Organisations


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Developing an individual or team is the responsibility of a human resource manager within an organisation. HR manager is accountable to perform various functions for determining the requirement of their team members and provide required training as well as sources to improve their performance. This report is based on Whirlpool's case study which is an American multinational organisation founded in year 1911. It manufacture and sell the home appliances through out the world (Agarwal and Brem, 2015). This project elaborates various skills, knowledge and behaviour that a HR manager must have for achieving higher success. It also contain analysis of personal skill audit along with difference between organisational and individual learning. Further, it also explain about importance of continuous learning and contribution of HPW toward employment engagement as well as approaches to improve performance.


P1 Knowledge, skills and behaviours required by HR Professionals

An HR manager has to carry out various operation for managing its workforce. For performing these operations, an human resources manager of Whirlpool is required to have an array of skills and knowledges in order to deal with variety of situations (Skills All HR Managers Must Have, 2018). This also help in resolving issues and conflicts which are faced by employees at the time of their production process. It further help in identifying various factors that may affect the performance of employees and in formulating strategies to eliminate them. Following are the skills, knowledge and behaviour that are required by HR manager of Whirlpool :-

HR Skills:

  • Communication:-It refers to the way of conveying message or information from one person to another through mutual understanding. Communication is consider as an most essential skill of HR of Whirlpool which assist them in managing their operation and employees effectively. HR Professional have to communicate with higher management, over to managers and their current employees in written, oral etc.
  • Conflict management:-HR professional must have skill to resolves conflicts and disputes that may arises at work place. Human resource officer of Whirlpool have to solve variety of work conflicts in order to maintain the quality and efficiency at working environment. So that each task can be performed effectively and on timely manner.
  • Personnel management:-One of the major function of a HR manager is to manage the human resources of a company. So, it is very essential for a HR officer of Whirlpool that they must have skills and ability of managing their employees (Arbon, 2014). This will help company in retaining their skilled employees by making them satisfied about their job by developing a healthy and positive environment.  


  • Media and technologies:-HR manager must have a knowledge regarding the use of various technologies and software that can be used to improve the performance and simplify the operations of company. This help in managing the data and information regarding the employees as well as trends prevailing in market. HR officer of Whirlpool is required to have a deep knowledge about various sources of media which they can use to interact with their target audience.
  • Laws and regulations:-It is very essential for an HR Officer of Whirlpool to have a knowledge about the various laws and regulation for operating business legally. They must ensure that whether company is following all laws and regulations which are required to be compel for avoiding any legal compliances.


  • Decisive thinker:-HR professional always faces a situation where they have to weigh out the information and take a decision. So being decisive thinker help an HR officer of Whirlpool in performing their operations effectively and much more quickly.  The ability to evaluate tangible and intangible data converting it into useful information and act decisively is a very essential behaviour which contribute toward greater success.
  • Collaborative:-It refers to a behaviour through which a HR manager can work effectively with a number of people both inside and outside the organisation (Bolden and et al., 2015). This help Human resource officer of Whirlpool in developing a coordination among employees which further assists in increasing effectiveness and productivity of company.

P2. Analyse personal skill audit

Skill audit refers to the process of determining the skills and ability that an individual or group have as well as skills that they require for improving their efficiency. Personal skill audit refers to the evaluation of a person's strength and weaknesses for determining their skills and ability as well as various measures to improve their performance. There are some qualities that are required in a HR officer of Whirlpool such as decision making power, communication skill, time management and many more (Bridges and Fuller, 2015). As per the required skill, I have created a personal audit plan for determining my strength and weaknesses which are essential for HR position:

Sr. No.

Skills and Competencies

Self-assessed Score

Score from others



Time management skill





Conflict solving capability





Decisive skill





Presentation skill





Communication skills





Information Technology Skills





Team building




Above given table shows my personal audit in which describes about various skills and competencies that are scored by me and other staff member. In this table positive variance  shows my weak point and negative variances depict my strength.

Following are the strength and weakness as per my personal audit :



· I am excellent at managing time at workplace and performing my tasks on time.

· I am quite good at solving conflicts among team member and motivating them to bring coordination in their operations.

· My presentation skills are not good as required by the higher authority of Whirlpool.

· My information technology skill is average.


Personal development plan:   It refers to the process of formulating an action plan on the bases of reflection, goal setting and values for personal development either for career or self-improvement (Chang, Hung and Hsieh, 2014).

Sr. No

Learning Objective

Current Proficiency

Target Proficiency

Development Opportunities

Criteria for judging success

Time Scale



Information Technology

My information technology skill is moderated which influence my work.

To learn about various tools and software that help in performing my task much effectively and quickly.


For enhancing this skill I planned for taking training and guidance from IT department.

Team Members

4-5 months

Judgement of IT managers, Colleagues and Top management.


Presentation skill

My presentation skill is not good which affect my pe

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