Unit 35 Developing Individuals, Teams and
Organisations

Detailed and coherent professional development plan

For professional development the manager plays an important role on staff management. The managers have a biggest support behind the success of the employees. In the segment of professional development, the organizations are used to take a new employee and take them a provisional job role and trained them as per their responsibility.

In Whirlpool Company the recruiters believe that all the employees need a high-profile training and skill on the latest technology for development of their professional skill. They trained their employee in their personal university and the employee creates the impact strategies which will be beneficial for the business goal basis on their performance.

The outcome goals from this professional development are:

  • Attract the best people: the employees are able to demonstrate the quality of product and make the attraction of the top clients of the organization.
  • Keep top performers: administrators are ready to compensate the value to keep their best employee for his performance because he will be understanding the pay and benefits of their responsibility at whirlpool.
  • Enhance commitment: management are always tried to motivated the employees to improve their effort to increase their appreciation and understanding.

Now a days there has a very good practice to arrange the monetary awards and gifts to motivate the employees on their job role and get the best business outcomes. The approach of the company was reasonable but it takes a most significant challenge for sustainability of company.

Personal development planning (PDP) is the process of:

  • establishing aims and objectives – make a clear vision that what you want to be in your life.
  • Analyze the needs and dreams on the basis of the current situation
  • Recognize the basic needs and skills to achieve the goals of life
  • choose appropriate development activities to fulfill those needs.

Unit 35 Developing Individuals

Figure:  the personal development planning cycle

Source:

With the help of a best business analytic whirlpool has turned to the great sustainability value in their business goal. Easy access to data helps Whirlpool track progress towards its zero waste-to-landfill target. The global sustainability strategy has already brought impressive results as three plants in Brazil achieved the goal two years earlier than expected. Whirlpool also think about the energy manufacture for the business growth.

Professional Development And  Planning Cycle

Step One – Establish the purposes or the direction of development

In this step PDP wants to recognize the purpose of our professional development. We can do this alone or with the manager, colleagues etc.

 Step Two – recognized the development of needs

This is the another step of PDP and in this step, we have to recognize our personal development and this is help us to take the new task or responsibility. Here we can use various process like self-assessment tests, benchmarking exercises and personal diagnostics to rewind the skills and knowledge’s.

Step Three – recognize the learning opportunities

Here in this step we can draw up a list of opportunities to gather the knowledge which is need to require for improvement. We can get those opportunities in our own organizations.

Step Four – structured the action plan for development

In this step set development objectives for each of the skills and knowledge gaps to identify. These objectives should be specific, Measurable, Achievable, Realistic and Timely.

Analyze a completed personal skills audit 

We all have some learning skills in before join in any organization. Then after join we all need to give the priority to make a list of skills and knowledge which is help us to improve our career in future. once we complete the list then we get a clear idea about our strength and weakness.

So many people are emphasizing their communication skills. Because,  to have a good communication skill, it is very important in the corporate worlds to fix the existences. The skills are like the below points. Personal skill audit is a procedure to judge the person positive and negative aspects in an effective way. And on that basis, steps can be taken and it would be surely advantageous for the company. Similarly, Whirlpool also need to implement audit policy of the workers to evaluate their activities in the coming time and the ways it can be improved.

Swot analysis:

This is the most important thing for living an effective and peaceful manner in the life. This technique helps to achieving the target and help to recognize the strengths and opportunity and help to avoid the weakness of life. It is increasing the persistence and the dedication on the work.

  • Strength: Our communicational skill helps us to find a new way to communicate with the clients. The delegation for the job is make high and other people are trying to believe and it pushed us towards the better performance. In the base of this strength we get passionate to play our key goals of our responsibility. Strength is making a good reputation in our career and actualized our capability to do the work.
  • Opportunity: we always ready to catch a opportunity which can increase our capability of learning. We are trying to give our best work to justified our job properly and make us comfortable at any kind of circumstances.
  • Weakness:   this is a kind of emotional issue which is not allow to achieve our goals. And we need to avoid those kinds of emotional values to meet the target.
  • Threats: In the society there are so many people who wants to let us down and this is the biggest threat in our life. People focus to give the negative aspects and try to discourage which is affect our profession. We have to turn the threat into a opportunity.

Responsibility:

Responsibilities as a manager for a group includes the standards and ethics to be performed in the workplace, define a proper organizational culture so subordinates will be feeling comfortable in the environment and able to work efficiently and easily cope up with the situations. Failure to do so could be extremely distressful for the labors and the inner strength would get lost entirely. So, it is the urge of the top management to keep an eye over the performance and act accordingly. If such is done, the it can result in zero and the total output of the firm would also get reduced day by day.

Explain the impact of learning styles on personal development.

Everyone has different kind of thinking power, learning style, and personality because in this universe each and every one is different and unique. But it helps us to improve our personal development as well as professional development.

  • Self-Awareness and Motivation

This feature is use to develop our thought and improve our thinking capability. It improves the healing pattern to encourage our thinking capacity and the power of decision making on the right track (Talentguard.com, 2017).

  • Create Problem Solving Skills

In the way to progress in your job area you must need to learn that how to make a instant solution of any kind of problem occurs. You have to diagnosed the cause of problems and how to effect it in our personal life and go to make a strategy to resolve it.

  • Communication Skills

We have to convey our message and make it sure that people are easy to understand our part. If employees conveying part is not understood by the audience then they cannot give a proper feedback over the conversation.

  • Manager Personal Skill and Professional Skill

Developing effective management skills is need to deal with particular challenges and problems of each organization is the urgent needs of many businesses and organizations in the global competitive environment, where the situation is changing of technology and environment rapidly.

Disparity among organizational and individual learning, training and development 

Employee training and development is the very important part of human resource function and management. Both of those activity is use to improving the performance and productivity of the employees (Mee-Yan and Holbeche, 2015).  Training is a program which organized by the organization to improve the knowledge of employee to fulfillment of the requirement of job. And the other hand development is organized for grow up the manpower of the employees for the business growth.

Basis for Comparison Training Development
Meaning Training is a learning process in which employees get an opportunity to develop skill, competency and knowledge as per the job requirement. Development is an educational process which is concerned with the overall growth of the employees.
Term Short Term Long Term
Focus on Recent time Up to forward
Orientation Job oriented Career oriented
Motivation Team leader Myself
Objective To increase the  performing knowledge of the employees. To ready employees for upcoming challenges.
Number of Individuals More than one Only one
Aim Related with a particular job role Improve the general and concept basis skills

Today’s era so many organizations organize a training program for new employee just after selection and also arrange a development program for the previous employees to grow up their skills for business benefit.  Training also helps the employees to change the concept of job towards their superior, subordinates and colleagues. It helps to groom them for their prospective jobs.

Unit 35 Developing Individuals

Figure: the process of training

Source; Mee-Yan and Holbeche,  (2015)

Importance for continuous learning and professional development for sustainable business performance 

The importance of continuous learning and professional development or CDP is it identify the fundamental to the improvement of standards and skills for individuals as well as industries. continuous learning and professional development is exists to ensure that the individual aspects of their skills and knowledge and CDP use to improve their skills and knowledge in the corporate sectors as per the job role.

It is important because it helps the employee to ensure the progressed in a structured, practical and relevant way to guarantee that there are applied efficiencies in learning (kandulla, 2013).

The purpose of continuous learning and professional development is increasing the globalization and competitive society, the importance of Continuing Professional Development cannot be overstated. CDP enables individual to regular apply and make the attention of the important areas of development and also take the appropriate action to decrease the shortfalls of knowledge.

A planned approach to Continuing Professional Development allows an individual to put themselves in charge of their own career development and work-related ambitions. A personal empowerment of learning is helpful for increase in confidence and resulting abilities for entire employment environment.

Continuous learning and professional development are very much important for the employees. this is responsible for learning and professional development it lies within individuals also within the context of their industries. Aside from industry associations, the importance of CPD within the general enterprise is growing, as more employers see the benefits of more highly skilled, motivated and committed workforce (Ridge, 2016).

There is some misconception within the employees to take the significant time which may result periods of “out of the business”.  The availability of more flexible CPD suited for business requirements. It was increasing the significance in the recent years with introduce the online learning short course and half-day workshops, as well as distance learning and educational exhibitions. These can provide CPD learning seminars alongside new business revenue and networking opportunities.

Factors essential for learning and development to drive sustainable business performance 

  • Enabling and driving inclusive and sustainable development

Education is the transmission, acquisition, creation and adaptation of information, knowledge, skills and values, is a key value of sustainable development.  This is based on a observation of inclusive societies where all citizens has to right to access effective and relevant learning  toward our life to deliver through  multiple formal, non formal and informal settings. There is an important body of development literature that has to be long documents with the positive impact of basic education on different facts of social and economic development.

It has been recognized that, within the MDG framework, there is “an interconnectedness of all development goals with key inter-linkages between education, health, poverty reduction, and gender equality, where improvement in one area has a positive effect on the others” (Stewart and Rogers, 2012).

  • Trends in international educational development

Either education learning and skills are has to be seen as both enablers and drivers of inclusive and sustainable development, this  is important to review that  the experience of education within the framework of the international development agenda.

The most comprehensive international education agenda is the six  Education for All or EFA goals adopted in the 2000 Dakar frame work for action. There has been world wide progress on education  and significance of  inequality between the civilizers.

There has some educational out comes and those are Traditional factors of marginalization in education such as gender and urban/rural residence continue to combine with income, language, minority status, HIV and AIDS, age (particularly in the case of young adolescent girls), and disability, to create “mutually reinforcing disadvantages”, particularly so in low-income and conflict-affected countries (Harbour, 2018).

  • The international education agenda

In education system  there are various stands of discussion within the recent context review of the MDG and EFA experience and thinking about the possible process, format and content of the international development agenda (Talentguard.com, 2017).

For instance, meaningful targets for an overall goal aimed at “improving all aspects of the quality of education and ensuring excellence of all so that recognized and measurable learning outcomes are achieved by all, especially in literacy, numeracy and essential life skills” can only be realistically set of national level.

The experience of global  target settings   the MDG and EFA gather experience since 2000 and trying to motivated  to reports on national data. The point of starting all should be focused on equity education system. That should implies the education goals have an equity focus that means the progress is measured by the bottom of 20% in the rural and urban areas and the gender basis (Friedman, 2012).

  • Emerging trends and the future of education

The latest context of global development is generalized by inequalities watched  in different countries growing youth unemployment and the increase the focus  and attention of the poor in middle income countries. By the continues development of knowledge in society  to influence  by the latest technologies is create the growth of the  knowledge. The exponential growth of the volume if information and it  make changes  the character of nations  of traditional authority  of knowledge which is  controlled by legitimate educational institutions.

Impact of high-performance working (HPW)

High-performance working (HPW)  is based on how the companies implement and practice to the high performance work system with the objective of encourage and improve the performance of their employees in order to achieve the organization goals.

Employees are the asset of an organization  and they should managed efficiently in order to meet the required target. The high performance working report focused on seven several aspects and those aspects are Employment Security, Careful Recruitment, Teamwork and decentralization, high pay with an incentive element, extensive training, communication, and narrow status differentials.

These factors are rated as low with only two being satisfactory. In high performance working there exists lots of problems for the current policies and the procedures. Organizations find the specific areas of problems and designed the structure interviews to made the recommendations. This is included  better policy making in the areas of introducing incentives and rewards for all employees, better communication tools, improving employee engagement and reducing differences between the employee statuses.

The high performance work system or HWP is a strategy by which they are engage their employees.  According to Talentguard.com, (2017), Companies organize workflow around key business processes and often create teams to carry out those processes, that include a number of human resource policies such as hiring, training, performance management, and compensation intended to enhance employee skills, knowledge, motivation and flexibility.”

High work performance is the  basic influence to manage the companies to stimulate effective employee involvement and commitment in order to achieve high levels of performance… design to enhance the effort of employees into their work to completely access their skills to process. Different labels have been used to refer to (or are contained within) the HPW framework. Commonly used terms are:

  • High-Commitment Employment Practices —   this kind of practice are affects employees commitment which will be effects in organizational performance as well like sophisticated selection and training, behavior-based appraisal and advancement criteria, contingent pay systems, group bonuses and profit sharing.
  • High-Involvement Work Practices –    this kind of practice emphasize that an orientation of enlarging the skills and knowledge of employees is most powerful commitment within the work place. Those practices are like  team-working/self-managed teams, information sharing and flexible job designs (Stewart and Rogers (2012).
  • Alternative Work Practices – this kind of practice are usually constitute alternative job designs to the participate or allow employees some freedom to design their work like work teams, job enrichment, job rotation, quality circles or problem-solving groups, cross training, and training in problem solving.
  • Innovative Work Practices/Workplace Innovations –  those kind of practices are enhance discretionary behavior over employees and  lead with innovative work behavior in the work place.

The European Foundation for the Improvement of Living and working conditions made a research based on secondary data analysis of Eurobond’s recent European Company Survey (ECS) 2009. It explored the links between a broad range of workplace practices and sustainable organizational performance, building on the survey report. The report develops a theoretical and analytical framework against which questions from the ECS are mapped and then subjected to a range of multivariate analyses (Pant, 2018).

Different approaches of performance management 

Performance management seems to be very unclear and hazy word but it includes high weightage. The prime reason behind this is that, it is a continuous process of developing a very healthy and effective work environment, in which the employees can easily get motivated. As a result of which, the level of performance and productivity of the work of the employees would get enhanced. In regard to this,

the output of the organization would get augmented in this ever changing scenario of economic distress. According to the views of the Pant (2018) it can be stated that performance management is an interrelated activity, that assists an individual to get involved within a team and work coordinately so as to achieve a common goal.

The prime requirement behind this is to inspire the individual to enhance the inner skills and knowledge by communicating with others. By doing so, the final objective of the concern would get enhanced and it would result in amplification of the position of the concern considerably.  Against the latter statement, Ridge (2016) depicted that inadequate information among the team would create a gap and hinder the coordination among all.

Therefore, it is the responsibility of the top management or the team leader to offer prime attention towards the team mates so as to reduce any sort of factual gaps. If such is done, the it would aid in the development of a very unique and healthy atmosphere within the association and the working employees would also perform their primary duties in an very efficient manner. However, in case any sort of negative information arouses within the group then it need to be clarified and stopped. Only then, the motive of each and every employee would be only within the accomplishment of the final target rather than others.

Hence, the productivity and output would surely get augmented to a promising percentage. In order to implement it, the best ones need to be selected. There are numerous performance management approaches present. Among many others, collaborative performance management is one of the most effectual procedure to improve the relationship as well as intention of the firm.

According to Stewart and Rogers (2012) collaborative performance management depicts that coordinately the total yield of the group need to be  attained. But to do so, it is extremely important to remain united.

To maintain equality and unity among the members or employees, proper converse need to be maintained. Other than this, it would also prove helpful in creating collaboration among the employees and as a result, varied types of ideas and facts might get discussed, in order to resolve any issue.

Doing so, the inner knowledge and talents of the employees would get boosted and at the same time, the management would attain various facts and figures as well. The prime advantages in doing so, is that the ream mates gets extremely encouraged and hence their working efficiency increases. Moreover, the level of errors also reduces and it creates a noteworthy effect over the business of the association.

Similar scenario could be viewed within Whirlpool if collaborative policy is introduced. This would aid the group to fight from the competitive scenario and create a new place for itself in the market. Despite of the presence of numerous new rivals, Whirlpool could satisfy the changing requirements of the customers with its advanced products and services.

And this could be possible only if the coordination is maintained within all (Talentguard.com, 2017). Then, the personal strengths of the employees would easily get leveraged and the weaknesses could be minimized. The accuracy of the assignments would get improved thereby creating a scenario of appreciation among others.

Other than this, in order to retain the level of performance of the employees, it is also essential to maintain the prime three pillars of success. These are coaching for worker development, corrective action and then rewards.

From time to time, varied types of training programs need to be introduced within the company so as to gear the skills and talents of the working people. This would not only assist the workers but also the firm at large. Since, the people would become able to implement wide range of inventive knowledge within the production process. And hence inventive products and services would be produced that might be liked by the target customers.

Then, the image and brand value of the products and the company would get enhanced and the net profitability would also get augmented to a considerable extent as compared to many others. Furthermore, corrective actions also need to be introduced and this would be made by altering the jib roles of the workers. This would not only present a change within him or her but also increase the inner creativity of the person.

The errors occurring within the individual would also get minimized slowly and gradually. This would act as an underlining source leading to the success of the worker as well as the institution.  So, it can be commented that performance management is the technique that could be used to increase the driving force of the workers and increase its presence in the market (Talentguard.com, 2017).

Additionally, humanizing the workplace is also equally essential. It would not only amplify the inner appreciations of the people and this assists the strengths and weaknesses. The weaknesses can be lowered and the productivity of the worker can be enlarged.

Unit 35 Developing Individuals
Developing Individuals, Teams and Organisations

Figure 1

After seeing the figure, it can be judged that performance evaluation can be used to monitor, prioritize, heighten and achieve the goals. This can result in increasing the efficiency and scope of the workers and the association could be advanced. From time to time, the efficacy of the workers need to be measured so that, the required performance could be obtained. Similar aspects need to be followed in case of Whirlpool.

Only then, it could be advantageous for the betterment of the association in introducing numerous inventive services and products. But it need to be as per the requirements of the consumers. Then, it would be preferred by them and the sale of the corporation can be upgraded. Whirlpool also need to present training programs and rewards to the workers to motivate him or her towards the assigned work.

References

Friedman, A. L. (2012) Continuing Professional Development: Lifelong Learning of Millions. London: Routledge.

Harbour, M. (2018). The Coaching Toolkit: A Practical Guide for Your School – Page 29. New work; Routledge

Hernandez, J. (2017). Decision Support Systems – Collaborative Models and … – Page 134. Usa: Sage

kandulla, S. K. (2013). Performance Management: Strategies, Interventions, Drivers. Usa: Sage

Kersten, W. (2017). Supply Chain Performance Management: Current Approaches. New Work: Routledge

Mee-Yan, C-J. And Holbeche, L. (2015) Organizational Development: A

Pant, M. (2018). Performance Management of Integrated Systems and its … – Page 59. Usa: Sage

Practitioner’s Guide for OD and HR. London: Kogan Page.

Ridge, G. (2016). Helping People Win at Work: A Business Philosophy. Usa: Sage

Stewart, J. and Rogers, P. (2012) Developing People and Organisations. London: CIPD.

Talentguard.com, (2017). Collaborative Performance Management—Humanize Your Culture. [Online] Available at; https://talentguard.com/collaborative-performance-management-humanize-your-culture/ [Accessed on 25.0.2020].

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