Understand the Process of Self-Assessment and Career Planning

This document provides information about the process of self-assessment of skills and competences, personal career planning, and the application of different learning and development approaches in a work environment. It explores the importance of ongoing professional development and self-directed learning to enhance professional identity and career opportunities. The document also includes a comprehensive personal development plan and reflective practice report.

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Unit(s) Unit 17: Professional Identity and Practice
Assignmenttitle Understand the process of self-assessment of skills and competences, personal career planning
and the application of different learning and development approaches in a work environment
Student’sname A.J. JAHIN APSER
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StudentName/ID A.J. JAHIN APSER/ COL E156729
UnitTitle Unit 17: Professional Identity and Practice
AssignmentNumber 01 Assessor Ms ERANGA
SubmissionDate 29/11/2022 DateReceived1stsub
mission
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LO1 Explore the importance of ongoing professionaldevelopment and self-directed learning to
enhanceprofessional identity and career opportunities
Pass, Merit & Distinction
Descripts
P1 P2 M1
LO2 Assess own skills, competences and the differentlearning and development approaches
Pass, Merit & Distinction
Descripts
P3 P4 M2 D1
LO3 Design a professional development plan in aspecific work context
Pass, Merit & Distinction
Descripts
P5 M3 D2
LO4 Demonstrate a range of competences andtransferable skills for a job application.
Pass, Merit & Distinction
Descripts
P6 P7 M4 D3
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Higher Nationals in
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Unit 17: Professional Identity and Practice
Assignment 01
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Higher National Certificate/Diploma in Business
Assignment Brief

Student Name /ID Number A.J. JAHIN APSER/ COL E156729
Unit Number and Title Unit 17: Professional Identity and Practice
Academic Year 2021/2022
Unit Tutor Ms. ERANGA
Assignment Title Understand the process of self-assessment ofskills and competences,
personal career planning and the application of differentlearning
and development approaches in a work environment
Issue Date 09/08/2022
Submission Date 29/11/2022
IV Name & Date
Submission format
Section A, B, C, D
The submission should be a single report which should be included essay covering section A, short report
covering section B, Personal development plan covering section C andreflective practice report covering
the section D. Further, it is necessary to attach the necessary evidence generated throughout the student
work. This should be written in a concise, formal business style using single spacing and font size 12. You are
required to make use of headings, paragraphs and subsections as appropriate, and all work must be supported with
research and referenced using Harvard referencing system. The recommended word limit is 3,000 to 3,500 words,
although you will not be penalised for exceeding the total word limit.
Unit Learning Outcomes:
LO1 Explore the importance of ongoing professional development and self-directed learning to enhance professional
identity and career opportunities
LO2 Assess own skills, competences and the different learning and development approaches
LO3 Design a professional development plan in a specific work context
LO4 Demonstrate a range of competences and transferable skills for a job application.
Learning Outcomes and Assessment Criteria

Assignment Brief and Guidance:
Section A
Learner first must select a specific Sri Lankan based organisation in any of the sectors, e.g.,
Education, Financial services, Leisure, Professional services, Retail, Telecoms, Travel, etc. You are
now required to produce an essay on “Ongoing Professional Development and expectations of
professional employer” relating to the chosen organisation which should be covered following
areas.
 Explore the key benefits that could obtained by different stakeholders through “ongoing
professional development”. Your answer can be further improved by including the critical
evaluation on the significance of “ongoing professional development”.
 Examine the skills and competences that employers of chosen organisation expect from
organisation’s employees. You need to provide some examples from the chosen
organisation to critically evaluate the expected skills and competences requirement in the
organisation.
Section B
Produce a report on “getting ready to apply for a job”. Select a job vacancy published by the
organisation you have chosen previously upon your desire assuming that you need to apply for that
job after successful completion of your HND programme.
 You must do an audit of your skills and knowledge levels in order to apply for the selected
vacancy notice using appropriate methods and critically evaluate own skills and
competencies identified in mapping with the job requirement.
 Identify and review the learning theories and approaches that can be used in personal and
professional development to improve your personal and professional skills to fit to the job
requirement and justify your answer.
Section C
You are now needed to develop a comprehensive PDP (Personal Development Plan) by
identifying clear and achievable targets, strategies and outcomes of learning and training relating to
previously selected job vacancy. In producing the PDP, you need to focus on identifying main
objective and sub objectives adhering to SMART criteria, skills, and competency gap, improve the
skills and competencies through learning and training, evaluate on methods applied, and monitoring
and controlling the set Objectives with the use of standard methods.
Section D
You are required to make a CV for the chosen job vacancyin section B and undertake job
interview that will be conducted by your assessor. Based on the interview process you need to now
produce a reflective practice report covering following areas.
 Identify and review the key strengths and weaknesses of an applied interview process with

possible plus and negative points that you can address. Include a critical evaluation of the
job interview process considering the obstacles, and challenges it presented.
Grading Rubric
Grading Criteria Achieved Feedback
P1 Examine the keybenefits of ongoing
Professionaldevelopment fordifferent stakeholders ina

specific organisation.
P2 Investigateprofessional employer
expectations of skills andcompetences in aspecific
organizational context.
P3 Assess own abilities, skills, and competences for a
specific job role.
P4 Review a range of learning theories and approaches
used for personal and
Professional development processes.
P5 Construct a development plan to
enhance chosen skills and competences in a specific
work context.
P6 Undertake a job interview for a suitable role.
P7 Review key strengths and weaknesses of an applied
interview process.
M1 Evaluate the importance of ongoing
professional development and the associated
professional skills requirements in a specific
organisational context.
M2 Evaluate own skills and competences and the most
appropriate developmental approach to develop
personal and professional skills for a specific job role.
M2 Evaluate own skills and competences and the most
appropriate developmental approach to develop
personal and
professional skills for a specific job role.
M2 Evaluate own skills and competences and the most
appropriate developmental approach to develop
personal and professional skills for a specific job role.
D1 Critically evaluate own skills and competences to
meet the employer
expectation of professional skills required for
employment in a specific
job role.
D2 Produce a comprehensive development plan that
sets out clear and achievable targets, strategies and
outcomes of learning and training in a specific work
context.
D3 Produce a detailed and coherent critical reflection
of an interview process and own abilities during this
process.
OBSERVATION RECORD
Learner name:
Qualification: BTEC Level 4-HNC/HND Diploma (RQF)
Unit number & title: Unit 17: Professional Identity and Practice

Description of activity undertaken
Assessment criteria targeted
How the activity covers the requirements of the assessment criteria (this does not confirm achievement of
assessment criteria or confer an assessment decision)
Learner name:
Learner signature: Date:
Assessor name:
Assessor signature: Date:

WITNESS STATEMENT
Learner name:
Qualification: BTEC Level 4-HNC/HND Diploma (RQF)
Unit number & title: Unit 17: Professional Identity and Practice
Description of activity undertaken (please be as specific as possible)
Assessment criteria (for which the activity provides evidence)
How the activity covers the requirements of the assessment criteria, including how and where the activity took place
(this does not confirm achievement of assessment criteria or confer an assessment decision)
Witness name: Job role:
Witness signature: Date:
Learner name:
Learner signature: Date:
Assessor name:
Assessor signature: Date:

Introduction
It is crucial that new employees recognize the value of the appropriate skills and competences that
companies anticipate as employment chances and career advancement become more competitive.Students
must participate in a practical interview that has been organized and facilitated by their tutor or a pertinent
employer. This course's goal is to walk students through the processes of self-evaluation of their abilities and
competences, individual career planning, and the implementation of various learning and development
strategies in the workplace. Although participation in work-related activities isn't always required, self-
assessment and design must be used in a particular workplace setting to prevent the experience from being
too general. The goal of the course is to improve students' employment prospects by providing guidance on
how to formally prepare for job applications and interviews.

LO1 Explore the importance of ongoing professional development and self-
directed learning to enhance professional identity and career opportunities.
The process of continuously acquiring the professional abilities that an individual needs for their operational
duties is known as ongoing professional development. It is crucial to realize that personnel within the
hospitality industry may clearly increase their skills and capabilities through ongoing professional
development, making them more operationally efficient in the company's business activities. Continuous
professional development is more important than ever in today's highly competitive business environment
because it enables an organization to produce a skilled and professional workforce that will support the
organization in carrying out its operations successfully.It is crucial to realize that through the use of ongoing
professional development, individuals can continuously develop their professional skills for becoming better
employees and making a more productive contribution to the operation of the company.
P1 Examine the key benefits of ongoing professional development for different
stakeholders in a specific organisation.
The Kingsbury Hotel in Sri Lanka was visited as part of the current observation or field trip to investigate
the value of ongoing professional development and self-directed learning. It belongs to one of the largest
hotel brands operating in Sri Lanka. It is crucial to realize that continuing professional development has
enormous advantages for all of the firm's stakeholders, including the following:
1. Benefits of ongoing professional development for company employees: The firm's internal
stakeholders are its employees, and they are the ones who directly profit from the process. This is
due to the fact that personnel benefit from ongoing training by becoming more skilled and
competent, enabling them to work more effectively.
2. Benefits of ongoing professional development for the company's management: The Company’s
management is now a stakeholder within the organization and benefits from ongoing professional
growth as well. This is due to the fact that the firm's management is able to create a highly efficient
workforce through the usage of this procedure, enabling them to offer their consumers high-quality
services.
3. Benefits of ongoing professional development for the company's clients: Customers are Kingsbury’s
external stakeholders in Sri Lanka, and they benefit from the company's ongoing professional
development initiatives as well. This is so that personnel may become more effective and provide
clients with high-quality service while maintaining high standards of professionalism. Customer
service quality improves in this way, which is advantageous to both the business and its clients.
P2 Investigate professional employer expectations of skills and competences in a
specific organisational context.
The professional employer in Kingsbury is required to possess the following abilities and
competencies:

1. Interpersonal skills:The Company in Kingsbury expects the employee to have strong interpersonal
skills so they can interact with clients to offer them excellent service and address their difficulties.
For effective business operations, the employer considers how well the employee can interact with
clients and the management of the organization.
2. Attitude: The employee's attitude should be upbeat, and they need to be passionate about the
company and its operations. This is what Kingsbury’s employer anticipates from its employee. This
is due to the fact that they require anyone who is enthusiastic about hospitality management in order
to function efficiently for the expansion of the organization.
3. Communication:The hotel's boss is also expected to have good communication abilities. In order to
ensure that the following are able to successfully communicate within the operations of the company,
which gives the operations its effective nature, the employer expects good communication skills
from the employee.
4. Flexibility:In order for the company to develop a flexible workforce that can adapt to changing
circumstances and changes in the company's operations, work flexibility is also expected from the
employer of Kingsbury. This is because the following believe that the employee must be flexible in
operating for the company.
5. Problem solving:The employer of the firm also considers the employee's problem-solving abilities
to ensure that they can handle challenges encountered during hotel operations or to defuse a
customer conflict at work.
M1 Evaluate the importance of ongoing professional development and the associated
professional skills requirements in a specific organisational context.
Importance of On-Going Professional Development
The importance of on-going professional development plan is as follows;

 An ongoing professional development plan is particularly effective in ensuring that there is constant
growth within the firm's staff, which is its first significant component. Additionally, to guarantee that
operational standards for the staff are always rising.
 The second significance that results from the ongoing professional development strategy is the
company's operational and service quality, which helps it compete in the market. Because of the
company's ability to deliver excellent service, Kingsbury Hotel's reputation and brand worth are
enhanced.
Advantages and Disadvantages of On-Going Professional Development to the Organization
The advantages of the on-going professional development process within Kingsbury Hotel are as
follows;
 By consistently improving the operational effectiveness of the workforce, the company is able to
gain a competitive advantage in the market. By doing this, the company is able to provide its
customers with services of a higher calibre, giving it a competitive advantage in the market.
The disadvantage of the on-going professional development process within Kingsbury Hotel is as
follows;
 The corporation can become overly strict at times, which can negatively affect an employee's
motivation inside the company.
LO2 Assess Own Skills, Competencies and the Different Learning and
Development Approaches
P3 Assess own abilities, skills and competences for a specific job role.
An accountant's primary responsibility in the hospitality sector is to keep an eye on all daily financial
services-related activities. An accountant is in charge of reviewing the audited financial statements. An
accountant is in charge of managing the complete team that offers financial support to hotels. The

accountant makes sure the financial condition is kept in good shape. The following are some of the
characteristics and abilities I'll need to become an accountant:
1. Time management skills- In order to complete all tasks on time, it is crucial to keep a suitable time.
As an accountant, you must control all of the actions within a set period of time. Keeping track of
time properly aids in managing the accountant's entire team.
2. Quick Decision making skills-Making decisions amid an emergency is crucial. Making a choice
quickly reduces the risk factor and also helps the team as a whole avoid potential problems. Making
the right decision as soon as possible in a sticky situation aids in a quicker resolution of the issue.
3. Proper Knowledge accounting package - As an accountant, there are some duties that you simply
cannot ignore. One of the factors is timely financial statement delivery. Working safely is facilitated
by having proper accounting package understanding. Elegantly finishing the task can lower
fraudulent errors.
4. Budgeting and stock maintaining skills-Being an accountant, it is crucial to keep a correct budget
for maintaining financial statistics. Providing affordable and advantageous options for the company.
A lot of people would avoid scams and manage the budget easily if a solid budget is set up for
financial reporting and maintenance.
5. Team Management and leadership skills-The responsibility increases further when one is an
accountant. For the business to offer superior financial services, the right personnel with the right
leadership is also necessary. Maintaining a team and providing the right guidance so they can handle
any crisis requires leadership and team management skills. The accountant can professionally lead
the team thanks to his or her leadership abilities.
P4 Review a range of learning theories and approaches used for personal and
professional development processes.
For personal growth, there are numerous learning theories and various methodologies that can be applied.
Some theories, such as the Social Theory and Cognitive Theory, can aid in both professional and personal
development. I will be able to change the way I learn things by utilizing the Social Learning Theory.
According to the Social Learning Theory, learning can occur when someone observes the actions or labour
of others. People can be said to learn things from their teachers, parents, or friends by paying attention to or
observing them.I will be able to learn from my seniors when they offer any advice or instructions by
utilizing the Social Learning Theory. As an accountant, it is my responsibility to support the team, handle all
financial reports, and keep track of the organization's financial situation.

I will enhance my inner skills and be able to understand things more precisely if I adhere to learning theories
and practices. The Cognitive Theory of Learning is another tool I can utilize to further my career and
personal development. According to the cognitive theory of learning, anyone can learn new information
quickly through repetition or memory use. It will be simpler for me to learn all the relevant information
using the cognitive learning method if I can just hear it and memorize it. It gets simpler to create both a
personal and a professional way of learning and understanding things as you go through the learning
process.I will be able to improve my intrinsic potential and traits by using both or adhering to both learning
approaches. The two learning theories cognitive theory and social theory assist in the growth of both
professional and societal competencies.
LO3 Design a Professional Development Plan, Within a Specific Work
Context
P5 Construct a development plan to enhance chosen skills and competences in a specific
work context.
SMART Personal Development Plan
The purpose of the personal development plan is to improve the individual so they can accomplish the goal.
My ability to enhance my personal attributes will be aided by the SMART framework. The following details
are provided:

1. Specific: -Fixing a goal that must be accomplished will help me better understand why I want to
become an accountant.
2. Measurable: -By keeping tabs on its development and achievement, the goal can be assessed.
3. Attainable: -Once a goal is established, using a variety of tools and resources to get there becomes
simpler.
4. Relevant: - The objective of the business or the person becomes a mission that a person attempts to
fulfil by honing their skills.
5. Time Based: -Every objective has a time frame within which it must be accomplished. It's crucial to
accomplish all your objectives by the deadline.
I will be able to learn some additional abilities necessary to become an expert in the subject of accounting by
using the SMART framework. The ability to motivate others is one that must be developed. It will be
simpler to inspire the team to work better with the aid of motivating skills. Employer motivation is crucial
because despite the daily problems they confront, employees still strive to complete their work well and
honestly. I also need to work on improving my problem-solving abilities. Being an accountant presents a
variety of obstacles on a daily basis.
There may be times when handling the situation will be challenging, so it is necessary to develop problem-
solving skills.
LO4 Demonstrate a Range Of Service Industry and Transferable Skills for a
Job Application
A thorough investigation is to be made about the inclusion of appropriate interviews for the job roles for
hospitality management operations in this section. Therefore, it is necessary to conduct an appropriate
interview in order to hire staff members for the servicing in the hotel management operation. It is necessary
to select a suitable candidate who is capable of managing the workload associated with hospitality
management and services. In order to find and hire the best candidates for the position and services for the
duration, it is necessary to analyse and include the factors, aspects, and equations that are to be stated in the
interview.The portion consists of two-part interviews and an assessment of the interviewing process's
strengths and weaknesses. Following is an evaluation and discussion of these sections:
P6 Undertake a job interview for a suitable role.
Critical Reflection on the Mock Interview for Service Industry

We made the decision to conduct a proper interview that will assess the fundamental requirements in order
to have enough employees and staff. Any organization choosing its staff will follow these methods. We have
determined that the interview will be conducted with a limited number of questions and certain practical
exercises that will assess the interviewee's proficiency in the necessary abilities. In this regard, it is also
important to note that we were forced to include the interview process in order to have the necessary
personnel to continue the association's hospitality services.
Two sections were added to the interview process to facilitate it. The first part of the interview was a
theoretical one with a variety of questions, and the second part was a practical one. Based on the
interviewers' credentials, prior experience, and the association's ongoing activities, the practical duties were
assigned to them.
The interested individuals were interviewed in a theoretical interview by looking at their CVs and other
fundamental abilities and traits. To finish the procedure, they were questioned about a few association- and
work-related factors and elements. The following are the queries:
1. How did you discover the position?
2. What are your knowledge of the business?
3. You applied, why?
4. What are your most important professional assets?
5. Why ought we to should employ you?
6. Have you got any inquiries for us?
7. What do you mean by "hard work"?
8. If you have a current job, why are you quitting it?
9. Could you explain anything to me that is complicated but you know well in five minutes?
The major purpose of these questions was to establish a system for evaluating the interviewees' traits and
mental fortitude. Not only that, but they also have the ability to deal with sudden changes in the needs and
operations of the association. Through the conduct of the interview's inquiry, the interviewees' mental
presence is likewise evacuated.
The respondents were given a few practical tasks to complete so that we could assess their dexterity and
productivity. The interviewers have been given a few tasks, such as recognizing hospitality settings,
obtaining necessary hospitality supplies and equipment, and defining instances for specific answers.

P7 Review key strengths and weaknesses of an applied interview process
Strengths and Weaknesses of the Applied Job Interview Process
According to the conducted interview, the respondents were assessed using a variety of questions and
practical exercises in order to determine and assess their working abilities and understanding of the
hospitality services and its fundamentals. Based on the outcomes of the interview process, the candidates are
evaluated and hired. The methods and procedures used to conduct the interviews, however, might have
certain problems and shortcomings. There are undoubtedly some positive aspects, however the interviewing
process may also receive some unfavourable comments. The following are the interview's strengths and
weaknesses:
Strengths
 The interview process is crucial for determining and assessing the candidates' potential in terms of
hospitality-related activities and operations.

 The interview gives us vital information about the candidates' qualifications and expertise in the field
of hospitality services.
 The interview offers the chance to compare each candidate's performance in detail and helps to
obtain enough information about each contender. Finding qualified personnel and employees to work
with the organisation benefits from this.
 By using thorough interviewing techniques, the ideal applicant for the company's hospitality services
and requirements is found.
Weaknesses
 There could be a few drawbacks to the interview process here. The techniques and tactics used in the
interview may not be sufficient to support the demands for the association over the course of the
term.
 The important elements needed by associations relating to interviews may not be present in the
interview procedures. The interviewer must be sufficiently knowledgeable and aware to conduct
effective interviews that clearly and concisely highlight the requirements for the hospitality services.
 When handling other steps of the process, the interviewer might omit crucial observations about the
interviewees. Therefore, the company needs more than one interviewer to continuously supervise the
interview. A lack of this might seriously harm the association.
 During that time, there can be a maintenance issue with the interview programs. In order to have a
proper method, a suitable interview schedule and program must be incorporate. Absence of these
safeguards may result in serious problems with interview operations and organizational structure.
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PLANNING, C., 2022. Personal Development Plan.
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Sanchez-Franco, M.J., Cepeda-Carrion, G. and Roldán, J.L., 2021. Understanding relationship quality in
hospitality services. Internet Research.
Stewart, J., 2020. Personal development plan. In Encyclopedia of Human Resource Management. Edward
Elgar Publishing Limited.

Taheri, B., Coelho, F.J., Sousa, C.M. and Evanschitzky, H., 2021. Mood regulation, customer participation,
and customer value creation in hospitality services. International Journal of Contemporary Hospitality
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Tontini, G., dos Santos Bento, G., Milbratz, T.C., Volles, B.K. and Ferrari, D., 2021. Exploring the
nonlinear impact of critical incidents on customers’ general evaluation of hospitality services. International
Journal of Hospitality Management, 66, pp.106-116.
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