Learning Portfolio Assessment at Crowne Plaza Coogee Beach-Sydney

This Learning Portfolio Assessment covers the journey of securing industry placement position, employability requirements, and the selection process. It also includes an overview of Crowne Plaza Coogee Beach, its training programs, business objectives, and strategies to meet these objectives.

Running head: Learning Portfolio Assessment 1
Learning Portfolio Assessment
Crowne Plaza Coogee Beach-Sydney

Learning Portfolio Assessment 2
Contents
1- Journey of securing industry placement position in the context of employability
requirements and the selection process............................................................................................3
Employability requirements and the selection process from a candidate’s perspective..............3
Employability requirements and the selection process from a hotel industry perspective..........3
2- Brief overview of your organisation........................................................................................5
3- Identify and analyse the organisation’s training programs......................................................7
4- Business objectives and strategies to meet these objectives....................................................8
5- Identify and analyze the value if interrelationships between various internal and external
stakeholders to achieve your department’s objectives.....................................................................9
6- Evaluation of performance in industry...................................................................................11
The main strength.......................................................................................................................11
Required improvement...............................................................................................................11
Biggest achievement during placement.....................................................................................11
Learn about Leadership..............................................................................................................12
Outcomes.......................................................................................................................................13
References......................................................................................................................................14

Learning Portfolio Assessment 3
1- Journey of securing industry placement position in the context of employability
requirements and the selection process
The profile of public area attendant is very responsible job because this profile is liable to take
care of the guest in efficient manner because it promotes the positive image of the property to the
guests. I am working in Crowne plaza cooge beach as a public area attendant. I am going to
define my journey of securing industry placement position in the term of employability
requirements and the selection process.
Employability requirements and the selection process from a candidate’s perspective
It is vital for the post of Public Area Attendant to have the skill of team leading, information
skill, technological skills, making decisions, managing times and problem solving. I am able to
communicate with staff member which is helpful to maintain the decorum in the hotel industry.
Having experience under a potential employer’s roof provides a sight into life on the job.
Crowne Plaza Cooge Beach is the well known hotel and it would be great opportunity for me to
get good job profile over here. However, the fulfilments of employability requirements are
necessary for the hotel and I have efficient skills to accomplish my duties.
The selection process in the perspective of candidate is different because an interview invitation
defines that something in the job seeker’s qualification prompted curiosity about him as a way
out the needs of the organization. Personal interview offer the opportunity to learn the exact
nature of those requirements and sell his capability of doing work to fill them. It is vital for the
candidates to prepare themselves in an adequate manner before interviewing and prepare the
questions as they evaluate the company (Adiguzel, 2008). Initially, I had prepared myself for
interview and explored the environment of the hotel so that I could prepare myself for interview.
Employability requirements and the selection process from a hotel industry perspective.
There are number of employability requirements that employer want to have from employees in
every industry. The major five elements of employability skills always integrated by the staff of
hotel industry such as cooperating with others, team work, possessing integrity, honesty and
personal ethics, obeying the instructions of the hotel industry and communicating with others in
an efficient manner. The job profile of public area attendant in the perspective of Crowne Plaza
Coogee Beach is very important and it is the requirement of the hotel to ensure that all public

Learning Portfolio Assessment 4
areas of the hotel should be clean and tidy which will reflect in the guests’ view of its property as
one of superior quality. There are number of responsibility of the employees in the perspective of
the employers such as vacuum carpets where required, empty trash in all public areas and clean
all public area restrooms, report all required maintenance items and follow all sanitation and
safety policies (Ab Rahman, Omar, Kofli, Mat, Osman & Darus, 2009).
In the perspective of hotel industry, the department of human resource approach the process of
recruitment with an eager awareness of the financial side of the employment such as the
workforce of the company shows its largest expense. A hiring process is integral process of
every industry because in this process the selection of the right person with great skills can
enhance the productivity of the work as well as make the good image of the company in the view
of outsiders (Chan & Kuok, 2011). I am selected for this profile in the Crowne Plaza Coogee
Beach after clearing two processes such as written and interview. Successful hiring requires
more than discovering the ideal resume and it requires the personal interview to analyze the
capabilities of candidate and his compatibility with the culture of the organization.

Learning Portfolio Assessment 5
2- Brief overview of your organisation
Crowne Plaza Coogee Beach provides pleasure seeking holiday to the guests by the sea. The
view of ocean is stunning from the room of the hotel. It provides the number of facilities to its
customers such as heated pool, fully equipped gym, tennis court, meeting rooms and business
centre. It is situated near Sydney CBD and Sydney Airport. It is well known hotel for providing
the best Coogee Beach accommodation experience.
Evaluate your induction process into the organisation
Induction process can make effective and loyal staff within the hotel and this program is used
within number of businesses to welcome new employees to the company and make them ready
to fulfil their duties towards company. The induction process of mine was good at this hotel as I
got to know about the policies and procedures of the company which helped me to understand
the various aspects of the company to fulfil the job role of mine. As it was new job for me but the
induction process of this hotel gave me clear understanding about my job responsibilities where I
came to know that what should I need to done for providing better quality services to the guests
of the hotel. There were some steps of induction process in the company such as first step is to
welcome in the organization after the providing the complete details of the hotel so that one can
get to know about the depth detail of the hotel (Finch, D. J., Hamilton, Baldwin & Zehner, 2013).
I got the entire details about my pay scale and deductions, explanation about the future training
opportunities and career prospects.
Reflection on your learning and observations
I have learned how to clean the public area of the hotel for providing pleasure sight to the guests.
First impression is the last impression and if the guest enter into the hotel and get cleanliness in
their surrounding, it will attract them to stay in the same hotel without preferring any other. I
observed that induction process is quiet good of the hotel as other employees got to know their
working style in efficient manner which reduce the efforts in training session. It has been
observed by me that correct induction process can help new candidates up to speed and
productive in quick manner. Employees are the most valuable assets for the employer as they are

Learning Portfolio Assessment 6
liable to fulfil the requirements of the hotel to get success (Podsakoff, Whiting, Podsakoff &
Mishra, 2011).
Recommendations
However, the induction process of the hotel is effective but there are some recommendations for
improving the process of induction in Crowne Plaza Coogee Beach hotel. It has been
recommended that hotel should implement some strategy in the induction process for providing
the efficient knowledge to the new employees. There is number of benefits of induction training
as it enables new recruits to become productive as quickly as possible. The induction process of
the hotel can be improved by avoiding the text based training (Neven, Odera, Reardon & Wang,
2009). Everyone in the induction process must use the appropriate language while working. The
trainer of the hotel should use assessment to improve the content recall and retention. Moreover,
it is required for the trainer of the hotel to communicate the deep values of the hotel so that
everyone can get sufficient knowledge about the policies and working style of the hotel. The
mission, vision and core values of the hotel should be communicated in effective manner to the
new employees and introduce new employees to the other staff members (Fisch, English,
Pedaline, Brooks & Simhan, 2009). According to me new hires are costly resources that are why
HR need to make ensure that the induction program for new employees will facilitate them to
attain the standards performance steps hastily by giving training, mentoring and offering regular
feedback in the time of the induction period.

Learning Portfolio Assessment 7
3- Identify and analyse the organisation’s training programs
Training and development defines the ongoing efforts which are able to improve the
performance of the employees at the workplace by applying various methods and programs.
Crowne Plaza Coogee Beach hotel has number of training methods such as orientations, lectures,
case studies, computers based training, self instruction, audiovisual training and role playing in
the term of training and development program. Training programs encourages employee to
accomplish the work with efficient manner. There are two kinds of training that is on-job training
and off- job training. On-the-job training explains the number of methods that can be applied
while employees are actually performing their jobs. These methods can comprise coaching,
internships, job rotation and apprenticeships. It has some benefits of it such as it is highly
practical and employees get opportunity to learn new things while performing the tasks
(Ingersoll & Strong, 2011). On the other hand Off-the-job training defines the various methods
that are delivered to candidates outside of the continuous work environment in the time of
working hours. These methods include the cases studies, conferences, simulations, special study,
online presentations and role playing.
Potential leaders of the hotel can be found if they get proper training about the working criteria
of the hotel and implement the new strategy in the favour of the hotel’s success. There are
various kinds of training programs such as technical training, sales training, computer training,
communication training and clerical training. Technical training has advantages as it enables
employee to learn about the technical concepts, factual information, and procedures (Athanases,
Abrams, Jack, Johnson, Kwock, McCurdy & Totaro, 2008). The main focus of the sales training
is to communicate the customers in an effective manner and it amplifies the knowledge of the
employee about the products and the services of the hotel. Clerical training is able to improve the
decision making skills of the employees as they take on enlarged roles and responsibilities.
Computer training enables the employee of the hotel to understand the use of software
applications for the benefit of the company (Naito, Nakayama, Okamura, Miura, Yanagita,
Fujieda & Ueshima, 2008). Communication training is liable to improve the interpersonal
communication skills and this training can be taught separately as well as in group.
Competitor’s training program

Learning Portfolio Assessment 8
The training program of the Crowne Plaza Coogee Beach hotel is effective but it has number of
competitors which is in the queue of success and trying to figure out the most efficient way to
provide the training to the new employees for making them potential leaders. There are number
of competitors of it such as Dive Hotel, The Annexe house and Coogee sands hotel and
apartments. However, the basic training processes of all hotels are same but the main competitor
of Crowne Plaza Coogee Beach hotel is The Annexe house. The Annexe house provides the
efficient training to its employee and makes them prepare for potential leaders. It provides the
various kind of training to its employee but the effectiveness of training of the Crowne Plaza
hotel is more efficient. The training program of the Crowne plaza is more focused about the
cleanliness of the hotel as it has appointed Public Area Attendant for supervising the cleanliness
in the hotel. On the other hand, The Annexe house is also more focused on the cleanliness and
sanitation in the hotel and provide the training to the new staff for providing the excellent
services to the guests. Hotel is maintained the tickler file which is helpful for the front office
manger to check up on employee training status (Kim & Van Dyne, 2012). Training tickler file
is considered as the database that is able to keep the track of training session and alerts trainers to
crucial upcoming dates for each new employee, details of the training session and comments
(Trip Advisor, 2018).
4- Business objectives and strategies to meet these objectives
Business objectives
The business objectives of the Crowne Plaza Coogee Beach are productivity, customer service,
employee retention, growth and competitive analysis. The business objectives of the hotel are
the consequences to attain and maintain the growth of the business. It is vital for the company to
make understand other staff of the hotel about the goals of the hotel (Abidin, 2015). In the
context of productivity, employee training, new equipment and maintenance of the equipment
are increased the productivity of the employees. The objective of the company is to provide the
resources to the employees of the hotel for being productive. Keeping customer happy from the
services of the hotel is the first priority of the Crowne Plaza. A good customer service facilitates
to retain clients and produce repeat revenue. Employee turnover costs lost productivity and the
costs interlinked with recruiting which involve paying placement agencies and employment

Learning Portfolio Assessment 9
advertising. Positive employee environment is able to improve the retention. Growth is the next
objective of the Crowne Plaza which is planned and based on historical data and future
projections. A competitive analysis of the activities of the company is the ongoing business
objective of the Crowne Plaza. It is necessary to have the sufficient knowledge that where the
services of the hotel is standing in the market. It would be helpful for the organization to
determine how to improve the position of the hotel among customers and improve revenue.
Strategies to meet these objectives
Change management is the strategy which is helpful to prepare organization for growth and
creating processes that effectively deal with a developing marketplace. This strategy is to make a
dynamic organization that is ready to meet the challenges of the industry. Training and
development program is another strategy to enhance the productivity of the employees
(Gumusluoğlu & Ilsev, 2009). Trained employees are prepared to provide the better quality
services to the guests so that they would prefer same services for next time visit. Apart from that
there are some fundamental hotel marketing strategies to stand out from the competition. It is
required for the hotel management to use Search Optimization best practices because having a
website is not the solution for attaining the target in effective manner and the value of its will be
limited if it is not easy to find that is why the use if search engine optimization is extremely
crucial. It can be used by optimizing the website of the hotel with the use of tactics of SEO, it
would boost its visibility on search engines such as Bing and Google and attract more visitors.
The objective of employee retention of the hotel can be sustained by making work life balance.
Conducive work environment can boost the employee retention because when an organization
has strong ethics and culture, it will boost the employees to connect with the work
enthusiastically (Dedeoğlu & Demirer, 2015). The strategy of open communication enables
employee to share their views and ideas in the context of growth of the company as well as
employees and it will enhance the trust of them on senior management. Competition analysis
should be done in every organization as it helps to show the weakness and strength of the
organization and offer the opportunities to improve the condition of the organization (Menguc,
Auh & Ozanne, 2010). In such case the competitive strategy of value chain analysis, SWOT and
PESTLE can be used to evaluate the competitive environment.

Learning Portfolio Assessment 10
5- Identify and analyze the value if interrelationships between various internal and
external stakeholders to achieve your department’s objectives
Stakeholder is a person who makes planning and process and has something to gain or lose.
Stakeholder engagement is considered as the process of effectively obtaining the view of
stakeholders on their bonding with the programme or organization. Stakeholder mapping is
helpful to start of any stakeholder engagement process (Guskey, 2007). Stakeholder mapping
recognizes the target groups and gather the relevant information about them. There are two kinds
of stakeholders such as internal stakeholder (employees and management) and external
stakeholders (customers, competitors, suppliers, etc.). Internal stakeholders are those who
involve in the major thing of the organization such as funding, resourcing and co-ordination of
the strategy. On the other hand external stakeholders are interlinked in contributing their
opinions and experiences in term of defining the concerns that are crucial to them as carers,
members and service users (Jiang, Klein, Wu & Liang, 2009).
Internal stakeholders External stakeholders
Employees Government
Shareholders Competitors
Managers Suppliers
Clients Community
Board of directors Journalists
Director of the hotel Trade unions
The role of internal and external stakeholders to attain the objectives of the organization is
crucial as they contribute their views and ideas in the context of growth of the company. The role
of internal stakeholder is integral as they are liable to carry out roles as outlined for project. The
objective of the company is to make satisfy the customers from services, growth of the company,
increase the employee retention and to understand the competitive environment by using
competitive strategy. The success and the failure of the project are dependent on the stakeholders
(Babiak & Wolfe, 2009). My department is housekeeping department and as a public area

Learning Portfolio Assessment 11
attendant, it is my duty to maintain the cleanliness in the hotel. However, my position is
dependent on teamwork and the solid foundation based with the mechanical hour capacity and
the reports of productivity. The interests of internal and external stakheoders are different but
their interrelationship is helpful to attain the objectives of the company. For instance, the interest
of government in company is compliance with laws and payment of taxes while the interest of
directors or manager of the hotel is in career progression, job stability, pay and performance
linked bonuses (Cripe, 2002). It shows that different stakeholders have different interest with the
company but the value of interrelationships is important for attaining the objectives of the
company.
I have already discussed about the various strategies to attain the objectives of the hotel.
Change management strategy, training and development program, fundamental strategy and
competitive strategy are the major strategy to grab the opportunities for the growth of the hotel.
It can be possible that different stakeholders may have the commonality of the purpose at a very
common level but if it is considered at more detailed levels they might to inflict different aims
and purposes on the organization. Internal and external stakeholders have different influence as
internal stakeholders sources of influence is hierarchy, control of strategic resources, control of
the environment and involvement in strategy implementation. On contrary, external stakeholders
has the power to control of strategic resources such as labour, money and material, possession of
knowledge and involvement in strategy implementation. It is vital for the manager of the hotel to
monitor the concerns of all legitimate stakeholders and communicate with stakeholders about
their respective concerns and contributions (Dhir, Itoi, Khashab, Park, Teoh, Attam & Maydeo,
2015). The cooperation of both stakeholders is integral for the organization to achieve the
objectives of the company. The roles and responsibilities of the internal as well as external
stakeholders along with their interests and claims in company are defined below.
Internal stakeholder Roles and responsibility in
the hotel
Main interest in the hotel
Directors They are responsible for the
actions of the hotel.
The main interest of them in
pay, bonuses, status and the
reputation of the hotel in the
view of outsiders.

Learning Portfolio Assessment 12
Employees Manage the work of the hotel
as per the assigned by
department.
o Working conditions
o Pay scale
o Job stability
o Performance linked
bonuses
Management Run the operations of the
business and implement the
board policies.
Working condition of thee
hotel and career progression.
External stakeholders Roles and responsibility in
the hotel
Main interest in the hotel
Government The roles of the government in
the context of the hotel are to
maintain and implement the
laws and with laws in which
all companies are complied
(Hallgren & Olhager, 2009).
o Payment of taxes
o Level of import or
export and
employment
o Compliance with laws
Small investors They do not have authority to
control anything and have the
limited power with use of
vote.
They compliance with laws
and legislations and have the
main interest in fees.
Suppliers The main role of the suppliers
in the Crowne Plaza to supply
the resources needed during
the campaign.
To get the good wages from
the hotel and maintain the
relationship with the
organization.
Customers Receives the effective and
better quality services from
the hotel
o Good quality services
o Reasonable price

Learning Portfolio Assessment 13
6- Evaluation of performance in industry
The main strength
As per my placement evaluation I do consider that I am good in communication and
management which will be helpful for me to maintain the cleanliness in the public area of the
hotel by instructing staff. As a Public Area Attendant it is my duty to take care of the cleanliness
and hygienist in all over my hotel. The fulfilments of employability requirements are necessary
for the hotel and I have efficient skills to accomplish my duties. I can perform routine cleaning
task such as restock any necessary supplies such as amenities, toiletries etc. I have interpersonal
skill which covers the problem solving, verbal as well as non-verbal communication and decision
making. I am confident towards my job role which encourages me to take decision as on my own
behalf where management is not required. It is not possible that work can be done without any
problems or issues, in such situation I can resolve the issue until it does not show the need of the
higher authority for compromising.
Required improvement
However, the Crowne Plaza is effective hotel and provides the better quality services to the
customers by giving proper training to the employees. The improvement should be done in the
induction and training process because it is the first step for the new joining and new employees
get better understanding about the polices and working style of the hotel. The mission, vision and
core values of the hotel should be communicated in effective manner to the new employees and
introduce new employees to the other staff members. The hiring process of the hotel is effective
but the human resource department of the Crowne Plaza should motivate the employees before
sending new candidates for interviews so that they can reduce their fear while interviewing. The
staff of the hotel should be extended because there are so many departments in the hotel which
require special attention for the growth of the hotel (Leonidou, Christodoulides, Kyrgidou &
Palihawadana, 2017). As a Public Area Attendant I have realized that there should be more staff
in the housekeeping department because public area is the major area where all people come, sit
and enjoy with their dear ones and cleanliness keeps them far from diseases. Due to arriving of
lots of people at same place in large number can bring the issue of lack of cleanliness that is why
it is required for the management to arrange the latest equipments of cleanliness so that tidiness
can be maintained for a long time.

Learning Portfolio Assessment 14
Biggest achievement during placement
My greatest achievement has been my strength during my placement. My strength is good
communication skills and interpersonal skills which has attracted the interviewers. My skills are
matched with the required job profile which helped me to get the opportunity to fill this job
profile. It was my career goal to job in hotel industry as Public Area Attendant and got selected
as same desire profile was my greatest achievement. I am satisfied with my job profile and salary
package and it is done due to my skills. Satisfaction and job contentment is necessary for every
kind of job profile and it is my biggest achievement when I get the same job profile as per my
desire. I am very honest towards my work which pushes me to move ahead with loyalty. I was
prepared for the interview and gathered the details of the hotel from the internet which helped me
to get the sufficient knowledge about the hotel.
Learn about Leadership
I have learnt about leadership that it is necessary to improve the productivity of the workforce,
increase emotional intelligence, growth of the confidence in team and improve the charisma and
seriousness in the business operation. The development of leadership is integral because firm
take on the personality of the leaders (Harrison, 2012). The training and development program of
leadership is able to increase the productivity and promote harmony (Dries & Pepermans, 2012).
Appropriate leadership style should be accepted by the organization for attaining the goals of the
organization. I have learnt the importance of leadership in the organization because without
leader’s guidance and motivation, followers cannot perform in well manner within the
organization.
I got the desired profile but my journey is not ended here. I just want to see myself at high
position in the hotel industry in next 12 years. Efforts and smart work are necessary to get the
good profile in the hotel industry and I have the ability to take advantage of my strength to attain
the goals. Here are some ways to draw on to show how to make plans or goals a reality. I will
accept the criticism and will not lose my hope. I will never die my passion of becoming a branch
manager of my hotel. I will learn constantly not only related to my field rather about another
department which would be helpful for me to expand my knowledge.

Learning Portfolio Assessment 15
Outcomes
It is vital to have the better understanding about the hospitality and tourism industry’s
requirement for employment & selection process. There is a special course of hotel management
and other diploma related to job in hotel industry which is being offered by number of colleges.
It is integral for the employees who want to make their career in hotel industry to have the
number of skills such as interpersonal skill, good communication skill, problem solving skills,
decision making skills and punctuality (Zhu, Sarkis & Lai, 2013). The key performance
competencies for success in the industry is providing motivational support, fostering teamwork,
managing change and performance, developing others and interpersonal awareness
(Vathanophas, 2006). It has been critically evaluated that the hospitality operations management
program provides the skills of business and insight to work in a broad area within the versatile
industry (Ayanda, 2011). It may include housekeeping operations, human resource planning,
front desk management and food and beverage management. In the point of view of
management, operations of the hospitality, events or tourism organization are required special
attention from the government because it has the liability of number of people who travel from
one place to another for different purposes (Fraj, Matute & Melero, 2015). Employability at the
global context is different in comparison of local level. If the hotel where I am working as a
Public Area Attendant wants to expand its business at global range and send me to another
country for the same department, in such case the liabilities, responsibilities and the required
skills will change. One should have the different skills (communication skills, problem solving
skills and many more) and confidence while handling the situation of over there. Professional
network associations would be helpful to deliver the advantages to members of it (Aguinis &
Kraiger, 2009). Conference, seminars and meetings will be facilitated to connect with the
employees from another country. Personal and professional action planning can be done by
following some steps such as clarify the values, creating the personal mission statement, perform
an audit to strengthen personal skills and determine the area of excellence. Strategic business
objective of the organization has the huge importance and it can be accomplished with the
support of interrelationship between various internal stakeholders (Wang, Hutchins & Garavan,
2009). The role of internal stakeholder is vital as they are liable to carry out roles as outlined for
project. The business objective of the organization can be attained effectively with the co-

Learning Portfolio Assessment 16
operation on internal stakeholders which includes mangers, directors, employees and
management. The cooperation of both internal as well as external stakeholders is essential for the
organization to attain the objectives of the company.

Learning Portfolio Assessment 17
References
Ab Rahman, M. N., Omar, M. Z., Kofli, N. T., Mat, K., Osman, S. A., & Darus, Z. M. (2009).
Assessment of engineering students perception after industrial training
placement. European Journal of Social Sciences, 8(3), 420-431.
Abidin, M. (2015). Higher Education Quality: Perception Differences among Internal and
External Stakeholders. International Education Studies, 8(12), 185-192.
Adiguzel, O. C. (2008). An evaluation of industrial placement in engineering programmes: a
case in Turkey. European Journal of Engineering Education, 33(1), 33-43.
Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and
teams, organizations, and society. Annual review of psychology, 60, 451-474.
Athanases, S. Z., Abrams, J., Jack, G., Johnson, V., Kwock, S., McCurdy, J., ... & Totaro, S.
(2008). Curriculum for mentor development: Problems and promise in the work of new
teacher induction leaders. Journal of Curriculum Studies, 40(6), 743-770.
Ayanda, O. J. (2011). Strategic human resource management and organizational performance in
the Nigerian manufacturing sector: An empirical investigation. International Journal of
Business and Management, 6(9), 46.
Babiak, K., & Wolfe, R. (2009). Determinants of corporate social responsibility in professional
sport: Internal and external factors. Journal of sport management, 23(6), 717-742.
BrainTracy. (2018). Personal Strategic Planning: 4-Step Action Plan To Strengthen Your
Personal Skills. Retrieved on 10th Feb, 2018, from:
https://www.briantracy.com/blog/personal-success/personal-strategic-planning-4-step-
action-plan-to-strengthen-your-personal-skills-personal-mission-statement/.
Chan, S. H., & Kuok, O. M. (2011). A study of human resources recruitment, selection, and
retention issues in the hospitality and tourism industry in Macau. Journal of Human
Resources in Hospitality & Tourism, 10(4), 421-441.

Learning Portfolio Assessment 18
Cripe, E. J. (2002). 31 Core Competencies Explained, These crucial core competencies are
divided into several 'clusters.' Retrieved on 10th Feb, 2018, from:
http://www.workforce.com/2002/09/03/31-core-competencies-explained/.
Dedeoğlu, B. B., & Demirer, H. (2015). Differences in service quality perceptions of
stakeholders in the hotel industry. International Journal of Contemporary Hospitality
Management, 27(1), 130-146.
Dhir, V., Itoi, T., Khashab, M. A., Park, D. H., Teoh, A. Y. B., Attam, R. & Maydeo, A. (2015).
Multicenter comparative evaluation of endoscopic placement of expandable metal stents
for malignant distal common bile duct obstruction by ERCP or EUS-guided
approach. Gastrointestinal endoscopy, 81(4), 913-923.
Dries, N., & Pepermans, R. (2012). How to identify leadership potential: Development and
testing of a consensus model. Human Resource Management, 51(3), 361-385.
Finch, D. J., Hamilton, L. K., Baldwin, R., & Zehner, M. (2013). An exploratory study of factors
affecting undergraduate employability. Education+ Training, 55(7), 681-704.
Fisch, J. M., English, D., Pedaline, S., Brooks, K., & Simhan, H. N. (2009). Labor induction
process improvement: a patient quality-of-care initiative. Obstetrics &
Gynecology, 113(4), 797-803.
Fraj, E., Matute, J., & Melero, I. (2015). Environmental strategies and organizational
competitiveness in the hotel industry: The role of learning and innovation as determinants
of environmental success. Tourism Management, 46, 30-42.
Gumusluoğlu, L., & Ilsev, A. (2009). Transformational leadership and organizational innovation:
The roles of internal and external support for innovation. Journal of Product Innovation
Management, 26(3), 264-277.
Guskey, T. R. (2007). Multiple sources of evidence: An analysis of stakeholders' perceptions of
various indicators of student learning. Educational Measurement: Issues and
Practice, 26(1), 19-27.

Learning Portfolio Assessment 19
Hallgren, M., & Olhager, J. (2009). Lean and agile manufacturing: external and internal drivers
and performance outcomes. International Journal of Operations & Production
Management, 29(10), 976-999.
Harrison, R. (2012). Employee development. Universities Press.
Ingersoll, R. M., & Strong, M. (2011). The impact of induction and mentoring programs for
beginning teachers: A critical review of the research. Review of educational
research, 81(2), 201-233.
Jiang, J. J., Klein, G., Wu, S. P., & Liang, T. P. (2009). The relation of requirements uncertainty
and stakeholder perception gaps to project management performance. Journal of Systems
and Software, 82(5), 801-808.
Kim, Y. J., & Van Dyne, L. (2012). Cultural intelligence and international leadership potential:
The importance of contact for members of the majority. Applied psychology, 61(2), 272-
294.
Leonidou, L. C., Christodoulides, P., Kyrgidou, L. P., & Palihawadana, D. (2017). Internal
drivers and performance consequences of small firm green business strategy: The
moderating role of external forces. Journal of business ethics, 140(3), 585-606.
Menguc, B., Auh, S., & Ozanne, L. (2010). The interactive effect of internal and external factors
on a proactive environmental strategy and its influence on a firm's performance. Journal
of Business Ethics, 94(2), 279-298.
Naito, M., Nakayama, T., Okamura, T., Miura, K., Yanagita, M., Fujieda, Y., ... & Ueshima, H.
(2008). Effect of a 4-year workplace-based physical activity intervention program on the
blood lipid profiles of participating employees: the high-risk and population strategy for
occupational health promotion (HIPOP-OHP) study. Atherosclerosis, 197(2), 784-790.
Neven, D., Odera, M. M., Reardon, T., & Wang, H. (2009). Kenyan supermarkets, emerging
middle-class horticultural farmers, and employment impacts on the rural poor. World
Development, 37(11), 1802-1811.

Learning Portfolio Assessment 20
Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M., & Mishra, P. (2011). Effects of
organizational citizenship behaviors on selection decisions in employment
interviews. Journal of Applied Psychology, 96(2), 310.
Trip Advisor. (2018). “Awesome Training Program” Retrieved on 10th Feb, 2018, from:
https://www.tripadvisor.in/ShowUserReviews-g44168-d90777-r178039550-
Crowne_Plaza_St_Louis_Airport-Bridgeton_Saint_Louis_Missouri.html.
Vathanophas, V. (2006). Competency requirements for effective job performance in Thai public
sector. Contemporary Management Research, 3(1), 45.
Walmsley, T. G., Atkins, M. J., Walmsley, M. R., & Neale, J. R. (2016). Appropriate placement
of vapour recompression in ultra-low energy industrial milk evaporation systems using
Pinch Analysis. Energy, 116, 1269-1281.
Wang, J., Hutchins, H. M., & Garavan, T. N. (2009). Exploring the strategic role of human
resource development in organizational crisis management. Human Resource
Development Review, 8(1), 22-53.
Zhu, Q., Sarkis, J., & Lai, K. H. (2013). Institutional-based antecedents and performance
outcomes of internal and external green supply chain management practices. Journal of
Purchasing and Supply Management, 19(2), 106-117.

Learning Portfolio Assessment 21