ASSIGNMENT FRONT SHEET

Assignment Guidelines:

• Use a standard report structure, Word-process the report and use Normal script of a proper font size 12.
• Produce an academic report, detailing the above issues with an approx. word limit of ,3500, with +/- 10% margin.
• Complete the title page and sign the statement of authenticity. The Assignment front sheet should be attached in the front.
• It should be uploaded on to Turnitin on the submission date
• Assignments submitted after the deadline will not be accepted unless mitigating. Assignments submitted after the submission date may not be eligible for support towards feedbacks if not submitted in time.
• Resubmission is capped to a pass. Learners are allowed to resubmit only once and if fails to pass at the time of resubmission, would be advised to retake the unit.
• Collusion and Plagiarism must be avoided. Start each answer on a new page and pages should be numbered. Highlight each question clearly.
• Include a Bibliography at the end of the assignment and use the Harvard referencing system.
• All work should be comprehensively referenced and all sources must be fully acknowledged, such as books and journals, websites (include the date of visit), etc.
• Try to give the page numbers, publishers’ details and the year of publication
• In order to pass you need to address all the LO
• In order to get a merit you need to address the characteristics of pass and address all the M’s
• In order to get a Distinction you need to address the characteristics of pass, merit and address D’s.                                                                                                                                                                                           Use a common format for the questions, for example:
• Introduction (analyse the question.)
• Underpinning Knowledge (write about the relevant theory/points)
• Applied knowledge(Data Analysis)
• Conclusions and Recommendations (summarizing the whole scenario keeping in view pass, merit, distinction criteria.)

ASSIGNMENT BRIEF

 Unit Learning Outcomes:

1. Analyse employee knowledge, skills and behaviours required by HR professionals.
2. Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.
3. Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage.
4. Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.
   

Introduction

Business growth through higher productivity and enhanced competitiveness is of critical importance to the global economic recovery and future prosperity in general. Hence the British Department for Business and Innovation Skills recently published report in which a considerable bundle of evidence shows that wider adoption of High Performance Work Practices (HPWPs) would improve a firm’s performance and contribute to growth.

Employees report higher job satisfaction, motivation, involvement, commitment and greater opportunities for innovation and creativity with such working conditions, environment and system.

The system comprises of coherent bundle of high performance work practices including Continuing Professional Development (CPD) which is the means by which professionals maintain and enhance their knowledge and skills.  The CPD initiative aims at empowering people and organisations with the skills and knowledge to drive performance, as well as inspire change and unlock potential.

The Whirlpool HPW Case

In a “company crisis” scenario which culminated in 2011, the North America Regional Staff of Whirlpool who are responsible for executing organizational and strategic changes to sustain the company embarked upon a major restructuring.

The team was aware that the restructuring would require well-informed, timely decision-making, efficient, effective and cross-functional collaboration if the business was to move forward since the organisation was increasingly depending upon teams for innovation and productivity, and that simply being “effective” was not always enough.

The survey in Whirlpool help measured its team in the North America Region on five core dimensions critical for exceptional team performance. These dimensions include; Shared Commitment to the Company Vision and Extraordinary Goals,  Shared Accountability for Results, Transparent Communication,  Constructive Conflict, Mutual Respect and Solidarity.  With a clear understanding of what needed to be accomplished with the restructuring, the NAR Staff became one of the first teams to ever engage in the HPT assessment process and to implement the necessary changes to ensure HPW.

With this findings Whirlpool employees in the course of a one-day team development session agreed to implement the following changes to improve team functioning:

1. The lengthy and too-often unproductive weekly team meeting was streamlined by focusing on resolving the most urgent operational issues affecting the business.
2. Any NAR staff member who had specific individual needs to address with the president or other team members did so outside of the team meeting, thereby avoiding personal conversations at the weekly staff meeting.
3. Special off-site meetings were arranged so the NAR Staff could thoughtfully and creatively address strategic issues.
4. “End run” communications with the president were eliminated.
5. Team members committed to working more collaboratively to solve business problems by listening to each other and challenging one another, ultimately replacing a “hub-and-spoke” engagement model with the president as the hub.

In addition to these team-level changes, Whirlpool Staff made individual commitments to align their individual behaviour with the newly developed expectations of the team. Those who previously worked in relative isolation agreed to engage with one another before taking certain actions and to self-improve their skills. What was implicitly playing out below the surface was openly put on the table in a fair but explicit way. This helped team members engage in transparent communication and embrace personal ownership for the team’s performance.”

A second administration of the HPT showed the following:-

1. Shared Commitment to the Vision and Extraordinary Goals
2. Team members communicate a consistent message about the team’s vision and goals throughout the organization.
3. Team members demonstrate an enterprise perspective even when executing our individual priorities.
4. Shared Accountability for Results
5. Transparent Communication
6. Team has an appropriate forum for constructive debate and discussion about the issues facing the company.
7. Mutual Respect and Solidarity

The follow up scores demonstrate that in just a half-year period and during a critical time in Whirlpool’s business, the HPT effectiveness process helped to improve the organisation performance, strongly enhancing the team’s ability to deliver exceptional results.

Scenario:

As a HR consultant for Whirlpool, it is required of you to present a report at the annual Confederation of British Industry workshop highlighting ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.

Please address the LO’s and assessment criteria’s as specified below.  [You are encouraged to use practical examples from where appropriate to support the various principles, concepts and theories that will ensure effective training and development practices.

TASK 1 to 4 Addressing LO1, LO2, LO3 and LO4:

This has to be submitted as specified, addressing all the LO’s and AC’s.

The assessment report should cover the following in general, but answer the P questions as specified below against each LO for the relevant tasks and adhere to the merit and distinctions questions towards achieving a merit or distinction:-

1. Analyse employee knowledge, skills and behaviours required by HR professionals.
2. Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.
3. Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage.
4. Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.

The answers you will give should reflect the scenario. You need to create a development portfolio which shows your ‘own’ learning progress and acquisition of key skills. The portfolio should include evidence for the planning and monitoring of progress towards the achievement of personal and professional objectives.

Skills and attributes analysis required by HR professionals, based on a range of different roles within an organisation:

• Personal SWOT analysis.
• Personal development plan based on the SWOT analysis for a one of the job roles.
• Reflective statement.

Task 1: As a HR consultant for Whirlpool, it is required of you to present a report at the annual Confederation of British Industry workshop highlighting ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment. You are required to write this report analysing employee knowledge, skills and behaviours required by HR professionals, by using supportive materials like books, Journals and other secondary sources of information on the findings for LO 1.

LO1: Analyse employee knowledge, skills and behaviours required by HR professionals.

P1. Carry out a mini-research to determine the appropriate and professional knowledge, skills and behaviours that are required by HR professionals in an organisation with special reference to the case study Whirlpool.

P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role in an organisation with special to the case study Whirlpool.

Note: To address the merit and distinction please refer to the assessment grading descriptors as specified below.  

Task 2: As a HR consultant for Whirlpool, it is required of you to continue your report by analysing the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance. You will continue using the above scenario as a consultant and using supportive materials like books, Journals and other secondary sources of information on the findings for LO 2.

LO 2: Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.

P3.  Analyse the differences between organisational and individual learning, training and development, with reference to the case study Whirlpool.

P4.  Analyse the need for continuous learning and professional development to drive sustainable business performance in the United Kingdom with special reference to the case study Whirlpool.

Note: To address the merit and distinction please refer to the assessment grading descriptors as specified below.   

Task 3:   Continuing your report as HR consultant for Whirlpool, it is required of you to continue your report by applying knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage. You will continue using the above scenario as a consultant, and using supportive materials like books, Journals and other secondary sources of information on the findings for LO 3.  

LO3: Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage.

P5 Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within Whirlpool or any other organisation.

Note: To address the merit and distinction please refer to the assessment grading descriptors as specified below.  

Task 4:  Conclude your report, as a HR consultant for Whirlpool, by evaluating ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment. You will continue using the above scenario as a consultant and using supportive materials like books, Journals and other secondary sources of information on the findings for LO 4.

LO4:  Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.

P6 Evaluate different approaches to performance management (e.g. collaborative working), and demonstrate with specific examples how they can support high-performance culture and commitment in global organisation with special reference to the case study Whirlpool.

Note: To address the merit and distinction please refer to the assessment grading descriptors as specified below.  

The module will be assessed meeting all the Assessment Criteria (AC), as specified by the awarding body, Pearson Edexcel.

Please read the instructions carefully while addressing the tasks specified. 

Contribution: 100% of the module

Outline Details: Individual report approx. 3,500 words.   Details enclosed in the assignment brief above.

Guidance in addition to the Pass criteria’s, this assignment gives you the opportunity to submit evidence in order to achieve the following Merit and Distinction grades.

Learning outcome and assessment criteria, Assessment Grid indicating pass, merit and distinction:

Unit 35 –  Developing Individuals, Teams and Organisations

 UNIT 35 – Developing Individuals, Teams and Organisations | HND Assignments

Achievement Summary

The Following Sections to be completed by the assessor:

Please note that the assessor’s signature below denotes conformation that he/she has in no way influenced the outcome of the

Assessment:

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