Importance of ongoing Professional and Personal Development

Professional Identity and
Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
An introduction and overview of TUI.........................................................................................1
Skills and competences expected by employer for roles at TUI.................................................1
Evaluation of the benefits and importance of ongoing professional and personal development.
.....................................................................................................................................................2
Review the range of different learning theories and approaches................................................3
Critical evaluation of own abilities and skills with self evaluation model.................................4
Considers the best development and learning approaches to enhance their personal and
professional development............................................................................................................4
TASK 2............................................................................................................................................5
Professional development plan...................................................................................................5
TASK 3............................................................................................................................................6
Job description, interview process and critical reflection of the interview.................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Hospitality management may be defined as a study of the hospitality industry. This study
helps in grooming up the skills of maintaining customer satisfaction in hotels as well as in other
facilities. While on the other hand, tours and travel management is the study which helps in
dealing with the tourist and to take care of them. TUI group is a travel and tourism company and
has employed around 70000 employees by the end of 2018. The company was founded around
12 years ago that is in the year 2007. the report will include the brief overview of the
organization as well as skills and competencies expected by the employer. Furthermore, a
development plan and the job description would also be prepared.
TASK 1
An introduction and overview of TUI.
TUI is the service industry firm which is provided the best and effective services to their
clients and peoples. This creates the extra ordinary travel experience. It is establishes the best
and effective chain of their services to the clients. It is UK based tour and travel operate. This
travel group is owned by the Roy Thomson corporation. This is services agency and create the
best experience of peoples journey (Byrd and et.al., 2016).
The vision, values and customers proposition form the basis of the action and attitude.
That are promise discover smile, it is help to engaged with customers for best and effective
growth of company. Their values are trusted, unique and inspiring for employees and customers.
Their vision is created for better customer experience for the work and travel us. This help to
build trust of peoples at company and engaged with customers and their employees.
Skills and competences expected by employer for roles at TUI.
There are various skills and competence are required for human resource manager at
workplace at the time of working. This is best and help to build the trust of sub employees and
their seniors. Skills and competence of employees are help to give the best contribution of work
with best and effective result of work. Skills and competence of HR at TUI group are as follows:
Employees relation
Successful business is secure with the employee and employer relationship and the
professional support. For TUI's HR is required to make and create strong relations with the
employees by creating satisfying work environment for employees and employers skills. For that
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manager is take help with career promotion by career coach (Herterich, Uebernickel and
Brenner, 2015).
Team work and collaboration
Team work and collaboration is also important job role for the HR of TUI. HR manager
professional finding is focused on finding and creating the best workplace. By this whole staff
members are work together for work at TUI. They are responsible for creating team work and
collaboration. This skill is also expected by the employer in the HR excutive.
Customer services
Human resource is also responsible for provide better services to customers. Customers
services are also best and effective skills which are also expected by the TUI management in
their HR roles. This role is included by understand needs and wants of customers, try to
understand meeting needs and expectations of customers.
That are the skills and competence which are expected by the management of TUI group
for their Roles of HR post. They are seeking for it and with the help to career promotion they can
develop their professional skills for work.
Evaluation of the benefits and importance of ongoing professional and personal development.
The continues and ongoing personal and professional development is very important and
beneficial for employer employees of TUI group. This help to gain extra knowledge of work and
give best and improve performance of employees (Patrick and et.al., 2017). Employer and
employee benefits are as follows:
Employee benefits
By the ongoing changes and development is important and beneficial for the employees.
This help to employees professional and personal development. Personal development is also
important for the employees by this they get the extra knowledge and skills of work through
learning. Personal presentation is help to develop their professional career. For the professional
employees are motivated by these work and able to give their best contribution of work. This
increase employability and added values of CVs for future. Professional development is
important for making it effective and valuable for work.
Employer benefits
For employer personal and professional development is also necessary and important.
That is beneficial for employer to give the best result of work. Personal development is help to
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make changes in their behaviour and relations with staff members. Benefits for employer are
such as the skilled workforce, proper knowledge of work is help in competitive edge through
eligible human resources. By these they are created opportunities for development growth of TUI
organisation and also their personal growth (Snyder and et.al., 2016).
Review the range of different learning theories and approaches.
There are different and best learning theories and approaches for develop personal and
professional development. Different learning theories and approaches are as follows:
VAK learning style
This learning style is help to make the clear understanding of learning with growth of
personal and professional development of TUI group. These model is uses the three style such as
the vision, auditory and kinesthetic.
 Visual learning style is help to learn through observed things, diagram and writing. This
is related to most effectively to written information and notes. This help to develop
personal and professional learning of TUI group employees and that are always
remembers faces but not names.
 Auditory learning style is help to learn by the listening at spoken instruction. This help
to developing but most of time learning from the listening is peoples are forgotten fast
and that are not remember-able. By these employees are always learned through listening
but not most of time (VAK learning style, 2017).
 Kinesthtic learning style, in these employees of TUI is learns from practical knowledge
and doing thinks. Practical knowledge is help to make then effective and unforgettable by
the employees and peoples. Because in these employees are doing practical work and in
that management is also involved the games of business.
Behaviourist leaning approach
This approach is help to learning from changes in the behaviour that are caused directly
to person. By these employees of TUI is learned through the work environment the best practices
are happens at workplace. This help to develop personal and professional growth of employees
and employer of TUI group. In this mentor is use practical work knowledge and its effectiveness.
In this also involves the research process at the organisation for HR post like who many
candidates are required at organisation etc.
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That are the learning theory and approaches which are help to make effective and
valuable learning through use this models at TUI's career coach for HR professional. The VAK
learning style is effective and best for uses at workplace. By these employees are learned through
observation, seeing and practical work (Webb, 2017).
Critical evaluation of own abilities and skills with self evaluation model.
Critically evaluation of the abilities, skills and competence at the workplace by using the
self evaluation model. That are as follows:
SWOT analysis
SWOT analysis is the self evaluation model of identifying their personal strength,
weakness, opportunities and threats.
Strength Weakness
 Proficient English.
 Team work and collaboration.
 More creative and innovative.
 Easily movable and distracted from
work.
 Maths and accounting is little weak.
Opportunities Threats
 English speech platform.
 Lots of chance for communicate with
other and also after sales services.
 Peoples are better webpage design
skills are done better from me.
 From my competitors.
Soft skill audit
This is also helped to analysis their personal and professional threats at the work place.
With the help of these employees are done audit for their personal developments. Strong
communication skills are help to make effective and valuable changes in their soft skills. By the
communication team and employees are conveyed their message to others effectively. The
ability to articulate a clear point of view on the issues. Communication skills are important from
technological skills. These makings top qualities for the future growth.
Considers the best development and learning approaches to enhance their personal and
professional development.
According to study, the VAK learning style model is best and effective for learn better
from the traditionally and practically. It is effective and beneficial for learn better for their
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personal and professional growth. By these peoples are posses a dominant or preferred learning
style. By the auditory learning is good speakers and specialize in law or politics. In these
employees are learned more and more with practical work and observing to others. By these
employees are learned for long time and not forget this learning and knowledge.
TASK 2
Professional development plan
A professional development plan documents are the goals, required skill and competency
development. That are followed some steps are help to develop their professional plan are as
follows:
Step 1: Self assessments from the staff member
This includes the opportunities and goals of target work. Like lots of chance to
communicate to others. The main aim is to create English speech program and uses of
technologies for that.
Step 2: Develop assessment for individuals
This involve the technical skills which are needed for the job done with the best result of
work. The development assessments are for individuals are needs of sets the social and technical
skills (Witell and et.al., 2016).
Step 3: Assess departments their needs
The HR departments are needs to give clear satisfaction to the employees and also to
motivate them. They have also needs to set the clear and effective roles of work.
Step 4: Explore development opportunities
Development opportunities are help to make the effective and best program by the
learning and development plans. For that management is use the workshops and seminars.
Step 5: Record and analysis staff members progress
There is record of the program and development plan. This includes the records of
observation of enhanced skills or knowledge, progress towards the goals and objectives.
This plan is help to make the clear and effective goals of employees work. By this
employees are gets proper and effective knowledge for work and development in their personal
and professional.
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TASK 3
Job description, interview process and critical reflection of the interview
Job description
Job title: Human resource assistant
Report to: Human resource manager of Radisson Blu
Roles: Training and development, recruitment and selection, performance
appraisal and employee engagement activities
Responsibilities: Resolving conflicts at the workplace, motivating the employees and
creation of job satisfaction in the mind of employees
Qualification: Bachelors in any field, masters in human resource management and CIPD
certification
Interview process, its reflection, personal abilities, strengths, weaknesses and challenges
Interview process was quite challenging and interesting at the same point. Interview
process was conducted in several stages as well as by different persons(Black, Budner and
Motta, 2018). In the first stage my interview was taken by human resource executive and then
followed by the interview taken by the head of the Human Resource Department. And in the last
stage that is third stage, the final interview was taken by the general manager of Radisson Blu.
At the first stage, my interview was taken by the executive of human resource
department. They used traditional interview method for interviewing me. This method was used
so that they could get an overall idea about my behavioural personality as well as to develop
good rapport in my mind. This method helped in reducing the stress while giving in the
interview(Fontana and Prokos, 2016).
The first question they asked was ' tell me something about yourself'. I answered this
question in the best possible manner. I started with introducing myself that is from where I
belong, my educational background, my family background, additional certificate and courses,
my hobbies and then my experience.
The next question they asked was' tell about your strengths and weaknesses'. I answered
this question in a very smart manner. I said my strengths are good communication skills, ability
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to work under pressure, ability to work in team, patience and hard working. While I gave this
answer interviewer asked me how can you say you have patience and you have the ability to
work hard. Explain this with any experience you witnessed in your personal life or in past which
fostered you to come at a conclusion that you have patience and hard working skills.
This was the most challenging question for me but I overcome it. I shared my experience
that during my exams of higher secondary I used to do part- time job so as to earn extra money
and pay my own fees(McDowell, 2015). I used to do both study and work. This incidence
fostered me to come up with a conclusion that I am hard- working. Then later on I explained that
while doing part- time jobs a had to meet and deal with various kind of customers, who used to
come up on my nerves. Even then I didn't used to yell or treat undesirably with them, I used to
maintain good rapport with them so as to achieve the targets of the company and this in turn
helped me in concluding that I have patience.
While when asked about my weakness, I answered that I have the habit to put my hands
in more then one work at the same time rather then focussing on main work to provide best
results. In last I would say that my overall performance impressed the interviewer and he
qualified me to proceed with second stage that is interview with head of the the human resource
department and the general manager of the Radisson Blu.
In the last two stages, both the interviewer asked structured questions that were directly
or indirectly related to the subject and work. The two questions that I found most challenging
were; first was ' what knowledge or skills you gained by your CIPD certification course'. This
question was very challenging for me because many things I forgot to answer to the interviewer
because of stress(Platt and et.al., 2017). But however I answered that this course has contributed
a lot in building my carrier and grooming my skills with respect to dealing with the human
resource of the company.
The next challenging question that was asked to me by them was ' how will you resolve a
conflict that my arise at your workplace'. I answered that I would listen actively to the problems
of the employees of the company and then will use my influential skills to influence both the
parties of conflict to come at a conclusion.
Thus, in the end my answers were quite satisfactory. According to me, I succeeded in
influencing all the three key persons interviewing me, that I would be best suitable candidate for
this position.
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Strengths of the interview process was that it was very challenging and it contributed a
lot in enhancing my skills and improving my experience. This further contributed a lot in
building my confidence(Tziner and Rabenu, 2018). While on the other hand, weaknesses of the
interview was that the last two stages were very stressful and I was not able to open my heart out
and give the best answers as I would.
CONCLUSION
From the above report, it has been summarised that the company adopted various
learning styles such as Visual learning style, Auditory learning style and Kinesthtic learning
style . On the other hand, learning approach adopted by the company was behaviourist learning
approach. Apart from that, swot analysis and soft skill audit was carried out for evaluation of
abilities and skills. Furthermore, a five step professional development plan was prepared. Even a
job description for the position of human resource manager was prepared and the entire interview
process that was carried out in 3 stages was discussed above in detail.
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REFERENCES
Books and journal
Black, C., Budner, H. and Motta, A.L., 2018. Enhancing the residency interview process
with the inclusion of standardised questions. Postgraduate medical journal. 94(1110). pp.244-
246.
Byrd and et.al., 2016. Wine tourism: Motivating visitors through core and
supplementary services. Tourism Management, 52. pp.19-29.
Fontana, A. and Prokos, A.H., 2016. The interview: From formal to postmodern.
Routledge.
Herterich, M. M., Uebernickel, F. and Brenner, W., 2015. The impact of cyber-physical
systems on industrial services in manufacturing. Procedia Cirp. 30. pp.323-328.
McDowell, G.L., 2015. Cracking the coding interview: 189 Programming Questions
and Solutions. CareerCup, LLC.
Patrick and et.al., 2017, June. A Measure of Affect toward Key Elements of
Engineering Professional Practice. In ASEE annual conference & exposition proceedings.
Platt, M.P. and et.al., 2017. The interactive candidate assessment tool: A new way to
interview residents. Otolaryngology–Head and Neck Surgery. 156(6). pp.1150-1153.
Snyder and et.al., 2016. Identifying categories of service innovation: A review and
synthesis of the literature. Journal of Business Research. 69(7). pp.2401-2408.
Tziner, A. and Rabenu, E., 2018. The feedback interview. In Improving Performance
Appraisal at Work. Edward Elgar Publishing.
Webb, S. A. ed., 2017. Professional identity and social work. Taylor & Francis.
Witell and et.al., 2016. Defining service innovation: A review and synthesis. Journal of
Business Research. 69(8). pp.2863-2872.
ONLINE
VAK learning style. 2017. [online]. Available through:
<http://thepeakperformancecenter.com/educational-learning/learning/preferences/
learning-styles/vak/>
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