Essay Sample on Needs Assessment: Enabling Whirlpool to Reach Goals

Introduction

Needs assessment refers to the process done to figure out comprehensively the needs of any organization. The process involves three phases namely; Initiation, data collection and analysis, and final product. Needs assessment analyses where an organization is currently, and determine the gaps it needs to fill for it to reach where it needs to be. (Patrick)

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The needs assessment is an important process for enabling an organization to meet its desired goals. In our case study, Whirlpool is not left behind in this regard. Through needs assessment, Whirlpool can determine what practices and knowledge are working well for the success of the company, and what is not crucial for the effective fulfilment of the company's desired goals. Whirlpool's needs assessment of its ongoing types of training has enabled it to determine the most successful form of training that is unique from other companies. Whirlpool's needs assessment process was initiated by Whirlpool University, in a program called 'Leading people'. The program induces blended learning, online pre-work modules, undertaking business projects, involvement in collaborative seminars with other managers, and training in the classroom. The initiation phase was followed by data collection and analysis step. SWOT and PEST analysis is done to determine where the company is succeeding and where it is failing. The analysis was done to tackle the economic recession. These hard economic times warranted a training of managers that would lower costs and at the same time sustain the company's success. (Kranz)

To enable Whirlpool to meet its needs, a final product stage was introduced by Whirlpool University that was aimed at providing a feedback response to the management training program. The feedback provided an insight into how well the training is improving the management of the company. In other words, the needs assessment program carried out by Whirlpool on their ongoing training program enables it to improve the training program, hence making the leaders being trained better, which will, in turn, make the company successful. (Patrick)

Is Focusing on Training Managers and Supervisors before Training Rank-and-File Employees a Good Strategy for Whirlpool?

Managers and supervisors are essential to the success of any organization. Whirlpool has acknowledged this fact and adopted a closed-loop managerial training methodology through its Whirlpool University learning division. Managers ought to have specific knowledge, skills, and abilities (KSAs) for them to be able to fulfil the company's aims and to fully and effectively engage other employees. Training of managers should never cease even when they become proficient at their basic posts. Advancement of managers should be done continuously to cater for both their advancements and that of their subordinate employees. (Patrick)

Whirlpool focuses on training managers rather than training the rank-and-file employees since they believe that the managers will in turn train, coach, and develop their subordinates. At Whirlpool, training of managers is a simultaneous affair that involves academics, practical, collaborative sharing with other managers, and a rigorous assessment that is purposed at refining the existing managers and supervisors KSAs. Whirlpool's closed-loop managerial training methodology is a good strategy because it is helping the organization become successful and provide a good platform for future development because it is enabling the managers to perform the following:

• Boost employees performance and morale since they are being developed and trained by their supervisors,
• Eliminate the possibilities of disruptions caused by firing and rehiring because the employees' morale is revitalized, and
• Have more influence within the company leading to faster business growth cycles. (Patrick)

How Might Firms Improve Their Employer Brands?

Employer brands exhibit a company's market perception and also showcases the value an employee will deduce from a company from the services, skills, contacts, talent, or the experience he/she offers. It expounds how an organization markets itself to desired job-seekers. Employer brands are crucial to any company because it creates an employer value proposition (EVP) leading to the attraction of needed top talents. (Lybrand)

I have done business with companies like Apple, Netflix, Starbucks, and Jet, just to name a few. These companies have recognized the power of sound employer branding in attracting the best candidates through what they see in their recruitment adverts. Apple's employees brand exhibit flashy employee perks that are unrivaled. Examples of these employee perks include:

• Favorable and sound paid parental leaves,
• Big discounts for employees and their families when they purchase Apple products and services, and
• Provision of chances for employees to join regular Apple beer bash events. (Treeman)

Starbucks' employer branding is centered on its values and cultures of inclusivity and diversity. The coffee-giant is also a great advocate for the LGBTQ community rights. Moreover, Starbucks promote their employer brands through their diverse social media platforms that showcase employee resources, share real-life Starbucks employees' stories, and interact with possible employee talents. Netflix employer branding is on another higher level. Netflix advertises through the slogan that, "it hires only fully formed adults". Netflix's strongest employer branding is centered at its hugely favorable parental leave policy. Working parents in Netflix are given unlimited time-off during the full 1-year of their childbirth. Netflix workers also get the liberty to get a vacation of whatever period they feel is necessary. Jet, on the other hand, uses appealing high-energy, and inspirational videos to advertise their employer brands. The e-commerce guru's employee advert videos usually feel like a pep talk. I can accept a job from the above companies because of the employer brands they exhibit. His is because they show good company values and culture, provide the possibility to balance life and work, provide opportunities for travel, offer employee recognition, and promote numerous employee benefits and perks. (Treeman)

There are various ways in which the above firms can improve their employer brands. For a company to maximize the number of enthusiastic and talented applicants, the CEO together with the recruiting and marketing team need to do use the following strategies:

Focus less on compensation but more on what the job opportunity will add to the employee. A company's EVP should be very compelling, motivating, and unique such that a candidate will always wish to join,

Use of high quality and quantity media. Videos and pictures relayed during advertising should be interesting, of high quality, and full of content. The content should aim at celebrating successful employees to show recognition, cover beautiful workplaces, and display working experiences that are not misleading, and

Diversify the hiring process. Hiring from diverse backgrounds shows a company as an equal opportunity employer which is a powerful employer brand strategy. (Lybrand)

Ways of Diagnosing Employee's Performance Problems and Factors to Consider in This Process

Employee performance problems exist when the employee's actual performance is way below the expected performance. There exist three basic forms of employee performance problem namely; work unsatisfactory content, rules and procedures breach, and employees private problems. Supervisors and managers should diagnose these problems as quickly as possible for a company to be successful. On diagnosing these problems early enough, the supervisor can improve the situation and avoid more and bigger problems like profits loss, increased customer complaints, and reduced productivity that can ensue when the problem persists. (Allan)

Diagnosing employee performance problem is a nightmare to most managers. There exist various skills and tools for diagnosing employee performance problems. The supervisors and managers should be equipped with these skills for the wellbeing of any organization. The various ways to diagnose these problems is the face-to-face discussion between a supervisor and the employee. During this diagnostic process, the manager should consider the factors like understanding of the task, skill level, employee ability to perform a task, employee motivation, and factors outside the control of the employee. (Bacal)

Works Cited

Allan, Leslie. "Poor Work Performance Diagnostic | Managing Employee Performance." Business Performance Improvement Software Tools and Templates, Business Performance Pty Ltd, 2019, www.businessperform.com/workplace-training/poor_employee_performance.html. Accessed 25 Sept. 2019.

Bacal, Robert. "Performance Enhancement? - Diagnosing Performance Problems - Free Article." Performance Management & Annual Review Solutions, performance-appraisals.org, 2018, performance-appraisals.org/Bacalsappraisalarticles/articles/diagper.htm. Accessed 25 Sept. 2019.

Kranz, Garry. "Whirlpool Adopts E-Learning for Leadership." Workforce, 14 Nov. 2012, www.workforce.com. Accessed 25 Sept. 2019.

Lybrand, Sarah. "What Is Employer Branding and How Can It Grow Your Business?" Business Solutions on LinkedIn | LinkedIn Business, LinkedIn, 1 Mar. 2018, business.linkedin.com/talent-solutions/blog/employer-brand/2018/employer-branding. Accessed 25 Sept. 2019.

Patrick, Tamara. "Whirlpool University Re-Invents in the Face of the Recession." Management Innovation Exchange |, 16 Sept. 2011, www.managementexchange.com. Accessed 25 Sept. 2019.

Patrick, Tamara. "Unleashing a Learning Partnership with Managers." ATD, 16 Aug. 2012, www.astd.org. Accessed 25 Sept. 2019.

Treeman, Jessica. "Why We Love These 10 Inspiring Employer Brands." Modern Recruiting Software & Applicant Tracking System - Breezy HR, Brrezy, 25 Sept. 2019, breezy.hr/blog/why-we-love-these-10-inspiring-employer-brands. Accessed 25 Sept. 2019.