Inquiry Based Learning. Inquiry Project

Professional identity
and practices
INTRODUCTION.................................................................................................................................2
TASK 1.................................................................................................................................................2
P1 Key benefits of On-going Professional development for different stakeholders...........................2
P2 Employers expectations of skills and competencies.....................................................................3
TASK 2.................................................................................................................................................4
P3 Own abilities, skills and competencies.........................................................................................4
P4 Range of learning theories and approaches used for personal and professional development
process...............................................................................................................................................6
TASK 3.................................................................................................................................................6
P5 Development plan.........................................................................................................................6
TASK 4.................................................................................................................................................8
P6 Job Interview................................................................................................................................8
P7 Strength and weakness of applied interview process....................................................................9
CONCLUSION.....................................................................................................................................9
REFRENCES......................................................................................................................................11

INTRODUCTION
Professional identity creates one’s belief, value, attitude, motives and experiences by
which particular person can define themselves in their current or anticipated professional life
(Baker and et. al., 2015). For better future and taking good position in competitive business
environment there is requirement of professional skills and knowledge related to specification
area. This assignment is based on Thomas Cook, which is a leading multinational business
specialised in travel & tourism sector. Firm provides ease and competent holiday packages to
the peoples. This report will going to discuss on-going professional development and self
directed learning for enhancing professional identity as well as career opportunities. Along
with this, own skills, competencies and different learning or development approaches. In
addition to this professional development plan will be designed and demonstrate skills
required for job applying in service industry.
TASK 1
P1 Key benefits of On-going Professional development for different stakeholders
Thomas Cook is a multinational company of travel and tourism sector. Respective
organisation is specialised in doing their business operation in an area of travel & tourism as
well as have higher number of satisfied customer. It have their headquartered in London,
United Kingdom and currently they are operating in approx. 70 countries. Thomas Cook in its
work tenure has comes up with various strategic alliance with other business entity to grow
them and led future based business with them. Offerings of respective organisation are
different range holiday packages as well as also operating within airline industry. In addition
to this, they are working towards milestone for generating employment opportunities for
youth and led positive career change.
On-going professional development is also known as continuous professional
development (Basturkmen, 2014). It is related to the procedure of tracking as well as
documenting skills, knowledge as well as experience which gain in both formal and informal
manner. Thomas Cook provides training and development session to their employees so they
can develop their skills and knowledge according to the requirement as well as compete in
competitive business environment. There are several benefits of on-going development from
the view of different stakeholders. Explanation of these are as follows :-

 On-going development skills make sure as well as enhance skills and knowledge in
such manner that staff members of Thomas Cook can deliver professional services to
customers and make them satisfy.
 It also helps each and every individual personnel to make meaningful contribution in
the working of team. Thus, it will result in generating more and more revenue by
satisfying customers.
 Along with this, on-going professional development builds confidence level in
employees through which they can easily handle customers, investors, suppliers and
so on.
Thus, in such manner on-going professional skills are beneficial in perspective of
different stake holders. Along with this, it also results in generating revenue for Thomas
Cook and making customers satisfy.
P2 Employers expectations of skills and competencies
Employers are the one who give job opportunity to individual according to the vacant
position in organisation and capabilities of candidate. While hiring employees there are some
expectations of employers in term of skills and knowledge (Cruess and et. al., 2015). In
relation of Thomas Cook, employers expectation from the candidate applying for the position
of assistance manager are as follows :-
 Communication skills are required in assistance manager so they can transfer valuable
or important information to employees through appropriate source. Because it will
result in accomplishing goals and objective of Thomas Cook in effective manner by
meeting daily basis targets.
 Motivation and encouragement skills are needed in assistance manager which is
necessary because sometimes employees get demotivated from their daily basis
activity or any other issues. This tool helps in employee’s retention also.
 Assistance manager is called to take both types of decisions minors and major within
working area. For being effective in this role there is requirement of decision making
capabilities. Although, good assistance manager is able to rapidly assess any situation
and make decision according to that.
 Along with all this, there is requirement of ability to follow directions because
assistance manager generally work under the direction of superiors as well as have to
operate in the manner the head manager has requested.