Professional Identity and Practice: Benefits of Ongoing Professional Development

This report explores the importance of ongoing professional development for Marriott and its stakeholders. It examines the benefits for employers, such as consistency and improved employee performance, as well as the benefits for employees, including maximizing staff potential and promoting staff development. The report also evaluates the skills, abilities, and competencies required for a specific job role and discusses various learning theories and approaches.

PROFESSIONAL IDENTITY
AND PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Examination of key benefits of on-going professional development for different
stakeholders within Marriott...................................................................................................1
P2 Assess skills, abilities and competencies for a particular role..........................................2
TASK 2............................................................................................................................................3
P3 Evaluate their own ability, skills and competencies for specific job role.........................3
P4. Range of Learning Theories and Approaches..................................................................5
TASK 3............................................................................................................................................6
P5. Construction of a professional development plan to enhance chosen skills and
competences within a specific work context..........................................................................6
TASK 4............................................................................................................................................8
P6. Job interview for hospitality sectors.................................................................................8
P7. Key strengths and weaknesses of the job interview process..........................................10
CONCLUSION..............................................................................................................................11

INTRODUCTION
Professional Identity and practice is one of the most imperative and effective elements that
is directed towards ensuring professional growth of an individual. Furthermore, it provides
people with opportunity towards enhancing their future career prospects, as well as better and
more effective contribution within enhancing their competencies (Marañón and Pera, 2015).
Therefore, in relation to this, the report below is based on Marriott, which is one of the most
recognised and preferred hotels in the United Kingdom. Therefore, the assignment covers
effective exploration towards the importance of on-going professional development and self-
directed learning to enhance the professional identity and career opportunities. On the other
hand, the report would be assessing one’s own skills, competencies and different learning and
development approaches. In addition, designing a professional development plan would also be
covered in the assignment. Furthermore, the report would be including demonstration of a range
of service industry and transferable skills for a specific job application. In this report the specific
role that has been taken into consideration is Shift supervisor.
TASK 1
P1. Examination of key benefits of on-going professional development for different stakeholders
within Marriott
In context of the service industry organisation, On-going professional development refers
to all the processes and procedures which individuals implement in order to consistently
improvise their skills and attributes (Wald and et. al., 2015). This process directly enhances their
effectiveness and efficiencies in their job role, which is an active requirement of the sector.
However, this element has various benefits for different stakeholders within the sector. Some of
these benefits in context of the organisation are explored below:
Employer Benefits:
 Consistency: One of the key benefits which employers receive in relation to ongoing
professional development is competitive edge and consistency in business. With
continuous improvement in skills and attributes, employees within service sector
improvise their performance standards in relation to customer service. This results in
acquisition of more customers and prominent competitive edge over other companies
within the marketplace with the help of business consistency.
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 Improved employee performance: Another very crucial benefit of ongoing
development in relation with the employer is that they get to work with a highly skilled
workforce. The reason for the same is because with consistency in improvisation and
betterment of competencies like customer service, adherence to law, working with new
technologies and techniques and so forth, workforce appropriately showcases
professional standards and expertise in their duties, which ensures better opportunities for
the employer in future in relation to quality provided by them (Edwards, 2015).
 Improved employee morale and satisfaction: With the help of professional
development employee morale and satisfaction can be boosted which is helpful in getting
high business efficacy and position within marketplace. When employees are highly
satisfied then their working efficacy could be stretched to the maximum level and this is
providing benefits to the employer and the whole organisation.
 Ensures employee retention: With the help of professional development programmes
and employee satisfaction, retention of employee can be enhanced. As employees are
asset of the business and their satisfaction lead them to stay at one job location and
provide maximum working efficacy.
 Strengthened company profile and reputation: When any business is having high job
satisfaction of employee then business may have high heights of marketplace success
which builds up success and high goodwill of them. Company profile can be improvised
when employees are performing in a better way.
Employee Benefits:
 Helps maximize staff potential: In relation to the employees who indulge within
ongoing professional development, it allows them to be more effective in their work,
which ultimately enables them to gather positive responses from their employers and ease
in working. This ensures increase in their personal satisfaction and staff potential in an
appropriate manner.
 Promote staff development: Every employee seeks expertise and control within their
job role, which is one of the key motivators for working effectively. Ongoing
professional development helps these people to increase their competencies and handle
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even complex tasks in a better and professional manner. Hence, this provides them with a
complete ownership of their role within the organisation.
 Improves motivation and retention: Employee is boosted to work along with
motivation and by which retention can be improvised. This is having directly impact on
profitability and productiveness.
P2 Assess skills, abilities and competencies for a particular role
Each organization tends to prefer to hire students with proper skills and skills to fulfill a
given job role at the work environment. Skills are the abilities or traits to accomplish important
component within a person. Marriot international Hotels Company provides several customers
varying kinds of facilities according to their wants, requests or tastes. Getting professional
workers who can manage or provide needed products to consumers is very necessary for that
reason at hotel. Shift supervisors will follow the following expertise coupled with competencies:
Appropriateness of appearance: Businesses may draw consumer interest in relation to
the presentation that is required to provide specific meaning. Having appeared their selves in
front of consumers is a vital attribute that can keep company running. Assistant directors in the
selected hotel are expected to act on certain days in a specific manner. For example, the
supervisors should wear appealing and respectable outfits all through hotel anniversary
celebrations or carnivals (Sutherland and Markauskaite, 2012).
Presentation and appearance: Employers can view or interact with staff and clients in an
acceptable way. We require good social capabilities to show and pose in front of customers. The
Ceo of Marriott International Hotels Group will show their expertise as well as personalities.
Working in ethical as well as responsible manner: These skills are needed for ethically and
professionally completing goals or practices. Specific hotel businesses acquire such power to
persuade staff members, handle complicated matters and also accomplish things. They assign
tasks together with appropriate manner.
In skilled employer these listed skills are required. Along with this, skills and
competencies that candidates to the selected job must have these skills as which are explained as
under:
Communication: For a candidate to be selected on position of restaurant supervisor they are
required to hold effective skills of communication so that they can communicate with employee
and customer in a very easy manner. With the help of effective communication skills customer
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can be catered by restaurant supervisor in a very effective manner as he or she can understand
needs of them in a very prompt manner. This skill is highly beneficial for the company and their
personal development as well.
Self-management and personal wellness: These skills are associated with self-managerial
and personal awareness as candidate is required to have skills of self-management as this
provides them high management over their own skills set and capabilities. This skill is known to
be the most prominent skill which makes a candidate highly distinguishable from others.
Problem solving: This is the skill which is helpful for the candidate to solve their coming
complexities within business. This works as catalyst in performance of the business and personal
as well. This is the skill which provides guidelines and path to solve a complex situation in
business.
Critical thinking: Every applicant is required to possess this skill as this helps the candidate
to provide solution of their problems by which high business and personal benefits can be
attained by them. Critical thinking is the ability which provides a way to solve problems in a
very significant way.
Professional and work ethics: In every business work ethics are required to follow by
employees and other co-worker so as to maintain group harmony and collectiveness. This is the
skill which guides the candidate to execute their functions in such a way that all the working and
operation can be executed in way ethical manner which provides immense opportunities for
individual to grow.
TASK 2
P3 Evaluate their own ability, skills and competencies for specific job role
It is really necessary to evaluate or assess your own talents, competencies or abilities
relevant to a particular job position. A person analyzes himself closely to learn his or her ability
or competences. Self-assessment methods cover technological knowledge, professional SWOT
analyses and much more. Senior managers should follow strategies for determining their own
competencies, skills or talents:
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Personal SWOT Analysis: It is a paradigm that aims to analyze one's own capabilities,
vulnerabilities, risks and opportunities. This is further listed as follows:
Analytical skills: As far I concern I am very good at analytical skills, for the positions like
restaurant supervisor analytical skills are essential to be held. This skill is one of my personal
strength which makes me capable to analyse things in a very effective manner.
Critical thinking skills: This is the skill which makes the person to think in a way beyond
their capability and find out hidden facts. Within this context this is my weakness that I can’t
find latent aspect on some situation by which I always difficulties in situations.
Tech savvy: This skill involves abilities to use technological gadgets. Within this context I
am very strong and adaptive in using new technology and I have a very curious nature which
makes me learn things in a very prominent way. This is the reason that I am very much efficient
to work with latest technology which is required by job role of restaurant supervisor.
Leadership skills: This skill involves leading people in some group or organisation. From
my school time I was very apt in managing team so this makes me an effective leader. Within
this job role leadership skills are one of my strengths by which this job role is appropriate for me.
Interpersonal skills: This skill involves behaviour and attitude of person during making
interaction with others. Within this skill as I far I concern I am a very short tempered person
which makes my behaviour bad for some persons. For improving this I am taking various
sessions of meditation.
SWOT analysis : For analysis of the individual abilities and competence it is crucial to
undertake SWOT analysis with the help of which an individual can identify the strengths,
weaknesses, opportunities and threat. SWOT analysis for my skills and abilities is given below:
Strengths Weaknesses
My strengths includes my analytical skills,
leadership skills, interpersonal skills as with
the help of all these I can efficiently undertake
my roles and can communicate with others.
Also with the help of better teams can be
My creative skills are weak which are restrict
the ability to think and recommend ways of
doing things differently. Along with this I
could initiate for as level of confidence is not
high.
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developed (Warner, 2014).
Opportunities Threats
As my communication and interpersonal skills
are better I can easily establish channel with
the parters as well as a better and
understanding team can be developed. Also I
have opportunity to improve my technical
skills as the need of improving technical
knowledge has been increasing.
The consistently changing needs and
requirements at the workplace can affect my
ability of managing various issues as well as in
undertaking various challenges (Clark, 2018) .
Technical and soft skill audit: Such a paradigm is focused on both technological and soft
competencies research. Professional skills applicable to assistant managers should not hinder
their position in the job (Warner, 2014). Though at the same time, acquiring information of all
ability forms is really needed to accomplish personal development together with professional
life. Professional expertise of relation of manager assistant, they hold basic understanding of
business theories. It aims people clarify the problems and to talk about leadership decision at
about the same time. For the boss, soft skills include problem-solving abilities, team member,
listening ability and leadership qualities.
S. No. Skill Good Average Bad
1 Creativity - - ✔
2 Interpersonal skills ✔ - -
3 Time management skills - ✔ -
4 Initiation - - ✔
5 Communication skills ✔ - -
6 Delegation - ✔ -
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P4. Range of Learning Theories and Approaches
For the job role such as HR officer within a business, this is highly essential that various
learning theories are applied and reviewed so as to excel their job role and provide high
assistance to the employee. These approaches are helpful in providing high benefits to the
business by which immense benefits can be attained. With the help of these theories personal
benefits are achieved by the business and individual as well. These are the aspects by which
proper development of personal skills can be enumerated by individual that is going to help the
business in enhancing their growth opportunities. Some of the theories are elaborated as under:
Learning Theories: Cognitivism: This is the theory which is based on mental processes and provides high
focus on memory assistance such as recognition and problem solving techniques with
critical thinking. These are the aspect which are providing high speciality to individuals.
This is a significant theory which is admired by business of service industry as this is
providing high positive implications on decision making by which business may get high
results on success with positive sigh (Clark, 2018) .
 Constructivism: As according to this theory this theory is known as constructive process
by which new learning approaches can be received by the business. Within objective
realities self-objective representations are obtained by the business in which constructive
process takes place. Various concepts are learned through this approach as these
techniques so as to provide environment of hypothesis and personal experiences. This
approach is useful in providing personal experiences within concepts and theories.
 Behaviourist: Within this three theories are being examined which are elaborated as
under:
 Classical conditioning: This theory states that behaviour of an individual is
monotonous combination of stimuli and gathered responses. This can be
said that within the job role of restaurant supervisor this approach is making
them understand the outer behaviour and surroundings by analysing
situation and their own stimuli.
 Operant conditioning: This theory states that on the basis of reward and
punishments future actions taken by a person is recognised and executed.
Within the job role of restaurant supervisor this theory is providing ways to
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solve any complexities or difficulties in such a manner that rewards and
punishments can be provided on the basis of actions.
 Social learning: This theory is focused on personal interactions and traits in
which communication is being established. This involves two major aspects
of criticism and behaviourism, in the job role of restaurant supervisor this
theory is having positive implications as this provides immense
opportunities to interact with another person by which thoughts can be
interchanged.
Learning Approaches:
Learning approaches are the aspects in which learning abilities of an individual are taken and
enhanced by applying various theories. These theories provide abilities to understand scenarios
in which personal attributes are taken. Learning abilities improvises personal abilities to grasp
knowledge and skills. Some of the theories are elaborated as under: Kolb’s Learning Cycle: This approach is having four stages of learning which is highly
effective in final results or outcomes. The first stage is providing new experiences and
ways to encounter the same. The second stage is making the learner comfortable to
determine inconsistencies in recognising personal experiences. The third step includes
preparation of abstract approaches and the last step is about applying these generated
ideas in most effective manner. These steps are sum of learning and with the help of these
steps inconsistencies can be eliminated in learning process.
 VARK Learning Style: According to this theory, various ways are categorised in which
learning style can be identified and entails about best suitable approach as well. This
approach is having high emphasise on four learning styles which are fundamentally
known. These styles include audio learning, visual learning, kinetics, questionnaires and
reading or writing abilities. These aspects are helpful in recognising new concepts for
learner and their power of grasping concepts obtained thereon.
From the above learning theories and approaches it has been analysed that these theories are
providing effective learning abilities to individual by which mental capabilities are improvised.
Furthermore for my job role of HR officer, the most suitable theory is Constructivism Theory as
this theory is helpful for me to enhance my knowledge via providing me effective personal
experience. This theory is allowing me to test hypothesis with the help of social negotiations and
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other factors. Within learning approach, VARK learning style is having a meaning which is best
suitable for the business as this is rendering expertise techniques which are helpful in enhancing
my future capacities (Ismail, 2017).
TASK 3
P5. Construction of a professional development plan to enhance chosen skills and competences
within a specific work context
Developmental process: Development process is having 7 stages by which career goals
can be set and success can be inherited. Within this context process in enumerated as under:
Step 1: Defining career goals: I wish to work in a prominent hotel industry company at a higher
level of management position which is operating at global periphery.
Step 2: Setting goals (where are you now?): As I mentioned that my career goal is to work in a
higher managerial level in renowned establishment and my experience in restaurant management
field is helping to enhance my skills of managerial level and interpersonal level as well.
Step 3: Taking inventory (how are you going to get there?): For this I need to work on my
interpersonal skills and time management skills. Along with this I am making short term goals
which are enhancing my career opportunities to grab some more prestigious job roles.
Step 4: Defining your action steps (what support do you want?): Appropriate support is
required by the team which I am going to supervise along with the roles, responsibilities the
power of decision making is required to be possessed so that I can execute plan of actions in a
proper manner.
Step 5: Talking with your manager (how to measure success?): My success would be
measured on the basis of various aspects such as feedbacks received from my team and those
customers whom I have catered and my responses to them as well.
Step 6: Measuring success (key closing steps): Interpersonal skills and managerial skills are
the pre-requisite and continuing factors within job tenure. Moreover these are needed to be
enhancing throughout my professional life so as to fulfil my career goals and objectives.
Step 7: Getting input & visualizing success: From being a restaurant supervisor I would be
managing various departments and teams within hotel industry which is creating path for my
final goal of reaching to the position of higher managerial level.
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PDP plan is defined as the development plan in which various aspects are taken by the
individual in which they are going to follow their development process and enhance some of
their skills for which the plan has been prepared. In this context PDP plan for my skills are
elaborated as under:
Target Action to achieve Evidence of
completion
Target date
To provide effective
management over
customer and
maintaining effective
relations with them so
as to obtain positive
attitude from them.
With the help of using
emerging skills and
related knowledge
within specified time
frame and
implementing them.
Trust of customer and
obtained value of my
words.
Within 60 days
More curiosity in
catching new skills
and new capabilities.
Reading new books,
journals and
publications
By modernising and
keeping my
knowledge regarding
the company up to
date. (Lewis and et.
al., 2016).
Within 80 days
Encouraging my own
capabilities to handle
more work.
The entire tasks which
are assigned by top
level authorities are
completed by me on
timely manner.
Similarly all the
Finishing all the given
tasks and
responsibilities within
given time frame.
Within 100 days
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assigned duties were
completed by me with
joining work of
subordinates.
Providing new insight
of business and
communicational
skills.
This is the major
capabilities which are
helpful in completing
any further tasks so
with the help of
attending seminars and
group discussions
these skills are to be
improvised by me.
Enhancement in
vocabulary and
communications skills.
Within 60 days
TASK 4
P6. Job interview for hospitality sectors
Job interview is the process in which various numbers of attributes are taken that is having
high significance in executing their job responsibilities within an organisation. With this context
job portfolio on respect of Marriott is shown as under:
Job Portfolio
Organisation: Marriott Hotels
Division: HR Officer
Job Title: Hospitality Industry
Job Location: London, UK.
Working conditions : 8 Hours
Job Summary
Marriott hotels are known for their quality and high class services within this industry the hotel
is having immense support and market image. With this context the company is planning to
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recruit HR officer. Company is in the need of someone who is having high capabilities to
manage work in various dimensions and field along with their positive behaviour and
maintaining effective behaviour with clients (Feiler and Powell, 2016).
Role
 Hire knowledgeable employees.
 Conveying appropriate capability maps for effectual operational working.
 Ensuring demands and needs of customers and maintaining their relations in most
effective manner.
PERSON SPECIFICATION
Organisation: Marriott Hotel
Job Title : Restaurant supervisor
Qualification – MBA from prominent university
Essential Criteria:
 Salary negotiation
 Effective communication skills
 Ample capabilities to understand and satisfy needs and demands of customer.
Desirable criteria:
 More than three years of experience within hospitality industry.
 Abilities to learn things in prompt manner and apt capabilities for decision making.
CURICULAM VITAE
Curriculum Vitae
Name: Hannah baker
Address : 17th lane, United Kingdom
Phone No. : 4548556956
Profile summary: MBA in marketing with 3 years of experience in hospitality industry. I am
willing to work for a company in which I will be able to develop my career so as to enhance my
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knowledge and skills.
Specialisation:
 High communication skills. Able to understand needs and demands of customer in prompt manner.
Educational qualification: -
 Bachelors in Human resource management Masters in Business Administration in marketing.
Declaration:
I confirm that above mentioned details are accurate about me and in accordance with the
degrees and certificate which I have received form my universities.
Date : 6 July 2019
Place : United Kingdom
Some of the steps which are associated with process of job interview and this is followed by
manager of Marriott hotels. This is rendering advantages for the company and obtaining positive
environment for them to sustain in long term (Pike, 2017).
P7. Key strengths and weaknesses of the job interview process
Strengths of Job interview process
Major benefits of the process of job interview is that this is rendering and allows the
candidate to take out ascertained improvements as by taking learning from their qualified
mistakes which were inhaled by them in their past experiences. By this process past mistakes can
be remedied and considerable improvement can be seen in performance of the individual. In
Marriott hotel this is the process which is consuming less time and helpful in obtaining
appropriate candidate for vacant job role in minimised time. Various questions are being asked
by the high authorities and with those questions academic and professional qualification of the
candidates are being examined. This process is helpful in maintain positive attitude and
relationship between interviewer and candidate and this process is providing high positive
implications to Marriott hotel.
Weaknesses of job interview
Major weakness related with recruitment process is that candidates are asked various
questions and this may make them feel cautious and nervous. The result of this may provide
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negative implications on performance of the candidate. Similarly another weakness of this
process is that it is highly time consuming by which management is required to plan a lot of
events and concentrate on the same in effective manner. On the other hand this process requires
high investment so may decrease the overall profitability of the company (Bull and et. al., 2016).
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CONCLUSION
From the above-mentioned report it can be concluded that skilled nationality and practice
in a values depend help to improve skills alongside skills within about an person. Continuous
ceremony and growth assists in succession planning, constructing esteem levels and improving
workforce skills. The Quality Management Strategy assists with corporate development by
addressing various challenges relevant to growing activities and is designed for executive
management to accomplish their targets and priorities. Development strategy utilizes SMART
aim method to evaluate workplace abilities. Analyzing the questioning method allows to
understand successes and shortcomings.
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REFERENCES
Books and Journals
Bull and et. al., 2016. Strengths, Weaknesses, Opportunities and Threats: A SWOT analysis of
the ecosystem services framework. Ecosystem services, 17, pp.99-111.
Clark, K.R., 2018. Learning theories: constructivism.
Edwards, J., 2015. Paths of professional development in music therapy: training, professional
identity and practice. Approaches: Music therapy & special music education, 7(Special
Issue: music therapy in Europe: paths of professional development). pp.44-53.
Feiler, A.R. and Powell, D.M., 2016. Behavioral expression of job interview anxiety. Journal of
Business and Psychology. 31(1). pp.155-171.
Ismail, A.I., 2017. Employee learning theories and their organizational applications.
Lewis and et. al., 2016. Training and professional development blueprint for positive behavioral
interventions and supports. National Technical Assistance Center on Positive
Behavioral Interventions and Supports, 3, pp.1-53.
Marañón, A.A. and Pera, M.P.I., 2015. Theory and practice in the construction of professional
identity in nursing students: A qualitative study. Nurse Education Today. 35(7). pp.859-
863.
Pike, S., 2017. Destination positioning and temporality: Tracking relative strengths and
weaknesses over time. Journal of Hospitality and Tourism Management, 31, pp.126-
133.
Sutherland, L. and Markauskaite, L., 2012. Examining the role of authenticity in supporting the
development of professional identity: an example from teacher education. Higher
Education. 64(6). pp.747-766.
Trede, F., Macklin, R. and Bridges, D., 2012. Professional identity development: a review of the
higher education literature. Studies in Higher Education. 37(3). pp.365-384.
Wald, H.S., and et. al., 2015. Professional identity formation in medical education for
humanistic, resilient physicians: pedagogic strategies for bridging theory to
practice. Academic Medicine. 90(6). pp.753-760.
Warner, J. H., 2014. The therapeutic perspective: Medical practice, knowledge, and identity in
America, 1820-1885 (Vol. 371). Princeton University Press.
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Appendix
Submission Front Sheet
Project Code
Programme: in Hospitality Management (RQF)
Unit Title and Number:
Module Tutor:
Name: ………………………………………….
Registration Number: ……………………………………………
Date: ……………………………………………
Is this a Final Submission
or REFERRAL submission
Word Count
Complete and copy this page and add it as the front sheet to your online submission
Interview: Restaurant Supervisor Role
Prepared by (student’s name and ID#):
Interviewer’s name (employer):
Questions:
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Learner’s statement of authenticity
Student’s Name: _______________________Student’s ID Number: ___________________
I certify that the work submitted for this project is my own. Where the work of others
has been used to support my work then credit has been acknowledged. I have
identified and acknowledged all sources used in this project and have referenced
according to the Harvard referencing system. I have read and understood the
Plagiarism and Collusion section provided with the project brief and understood the
consequences of plagiarising.
wor
ds

1. Why would you like to become a restaurant supervisor?
Answer: I personally feel that I possess good management and supervising skills and was
always obsessed to be part of hospitality sector and Restaurant supervisor role is mixture of
both of these qualities so I have chosen it over other roles. Therefor it lays a good foundation
for my career to be progressive in hospitality sector.
2. What kind of skills you possess you think is required in this role?
Answer: In my understanding, it is required for a person in this role to possess various soft
skills like Management skills, interpersonal skills, good communication skills, collaboration
skills and various other interpersonal skills. In addition, as per my self-evaluation I observed
that I am having most of the skills required to be successful in this role.
3. What previous experience do you have in relation with this position?
Answer: I have 2 years of experience in this specific position. Before applying for this job, I
was part of a famed hotel chain and was restaurant supervisor for one of its hotel for 2 years.
I have also been fortunate enough to get my internships completed from MNC hotel chain
having existence and operations in multiple states.
4. What do you think your weaknesses are?
Answer: Similar to everyone else I too have some weakness as part of my like I see myself
over passionate towards my work life and expect everyone to be that way. I want to control
this passion to keep optimize balance in both my personal and professional life.
Evaluation
Obstacles and challenges: There are number of challenges faced by me while going through
this interview process from start to end and out of all those change the most difficult that
seemed to me was “Confidence”. Generally, every job interview requires being confident but
role of restaurant supervisor requires more than that since it invoice interaction with number of
people. So it was a challenge for me to be confident and to look confident before the
interviewers to gain there confidence and secure the job position. I have gone through various
types of practices to overcome this.
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Critical reflection on abilities: The Job position for which I have gone through this interview
process was “Restaurant Supervisor” and this job requires having more soft skills as compared
to technical skills. It was expected for me to be possessed with Effective communication skills,
Efficient management skills, Ability to collaboratively work with team and manage them
satisfactorily. Collaboration and management skills and abilities are required since role of
restaurant supervisor it to manage his team efficiently and effectively. Good communication
and interpersonal skills are required for and restaurant supervisor to have positive response
from customer and to understand their needs and satisfaction criteria as well. In addition, to
this there was a pre requisite to be experience in this line of work so that it can provide
confidence to the interviewers to assign me that position with high responsibility. I have
significant experience in this role and good interpersonal skills. Above that, I have also
analysed, improved various skills within myself having scope of improvement, and worked on
it to maximize its level to fit in the job description. This position comes up with number of
roles, responsibilities, scenarios and powers so the one having it have to be dedicated towards
it.
Critical reflection on interview process: I felt interview process was very organized and
systematic as it was covering all the major aspects of job position requirements. Its first stage
was evaluation of experience through CV forwarded and previous work experience and the
most deserved ones are shortlisted. Once interviewee gets over this he goes through a Group
discussion stage where his confidence level is estimated and last phase comes for a personal
interview where interpersonal skills of the candidate are presented and analysed and ultimately
out of candidates the most suitable one is awarded with the job position of “Restaurant
Supervisor”.
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