Personal and Professional Development: A Comprehensive Guide for Travelodge Managers

PERSONAL AND
PROFESSIONAL
DEVELOPMENT

TABLE OF CONTENTS
Introduction..................................................................................................................................................1
LO1..............................................................................................................................................................2
1.1- Evaluate approaches to self-managed learning................................................................................2
1.2- Propose ways in which lifelong learning in personal and professional contexts could be
encouraged...............................................................................................................................................3
1.3- Evaluate the benefits of self-managed learning to the individual and organization.........................3
LO2..............................................................................................................................................................5
2.1- Evaluate own current skills and competencies against professional standards and organizational
objectives.................................................................................................................................................5
2.2- Identify own development needs and the activities required to meet them.....................................6
2.3- Identify development opportunities to meet current and future defined needs................................6
2.4- Devise a personal and professional development plan based on identified needs...........................8
LO3............................................................................................................................................................10
3.1- Discuss the processes and activities required to implement the development plan.......................10
3.2- Undertake and document development activities as planned.........................................................10
3.3- Reflect critically on own learning against original aims and objectives set in the development
plan........................................................................................................................................................11
3.4- Update the development plan based on feedback and evaluation..................................................12
LO4............................................................................................................................................................14
4.1- Select solutions to work-based problems.......................................................................................14
4.2- Communicate in a variety of styles and appropriate manner at various levels..............................14
4.3- Evaluate and use effective time-management strategies................................................................15
Conclusion.................................................................................................................................................16
References..................................................................................................................................................17

LIST OF TABLES
Table 1: Skills evaluation............................................................................................................................5
Table 2: Development opportunities to meet current and future defined needs..........................................7
Table 3: Personal and professional development plan................................................................................8
Table 4: Documentation of PDP plan........................................................................................................10
Table 5: Changes in existing development plan........................................................................................12

Introduction
Personal and professional development in the individual is necessary from time to time to meet the
higher business opportunities along with personal standard of living in the society. The report will
review the approaches related to self managed learning and lifelong learning. It will also assess the
manager skills in Travelodge by carrying out SWOT analysis and will also develop personal and
professional plan (PDP) for development. Plan reviewing will also be highlighted so as to determine the
lacking areas and will focus on time-management strategies, work-based problems and communication
styles. Travelodge is the UK hospitality organization that operates in US as well.
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LO1
1.1- Evaluate approaches to self-managed learning
Self managed learning is the method in which individual is committed for enhancing the competency in
concern with particular job profile. There are various approaches that are to be adopted by the
Travelodge for promoting self learning. The most appropriate approach of self learning is taken as self
realization which is in visionary approach form. The approach will support the individual to analyse the
future trends in order to enhance competency (Cunningham, 2017). Self learning is another strategy in
setting the objectives and goals that are very useful for meeting development in professional term in
hotel Travelodge. The main purpose of hospitality industry is to serve the consumers in the useful way
and self learning to meet the objective is benefit for the staff and manager of the enterprises.
Furthermore, there are several approaches that show learning from others is described below:-
Internet: It is very useful source for gaining the abundant knowledge in concern with management
studies along with other studies that relates to management of risk. This knowledge can be shared at the
Travelodge workplace which is very supportive in meeting the business objectives.
Bulletin board: Opinion and ideas can be shown on the bulletin board and is very much effective in
boosting self learning with the manager and hotel staff members.
Seminars and conferences: This approach allows the individual to communicate the ideas and opinions
together with the experience that is very much helpful in professional and personal development.
Talking and facing the conferences supports the managers and employees of Travelodge to meet the
confidence level in dealing the customer directly (Cunningham and Bennett, 2017).
Social networks: It is been addressed that people and communities gives more time to the social network
for chatting and connecting with the individual’s on social networking. It is the most suitable platform
for the employees of the hotel to be in touch with professionals in their field as well so that opportunities
can be gained.
Goals setting and gaining the information from social websites and internet to meet the objectives in the
appropriate way is the good approach for employees and manager at Travelodge.
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Kolb’s learning cycle
The theory is supportive in having the knowledge at various stages while organization in the learning.
Diverging: the knowledge gaining by observing others performance.
Assimilating: Staff members can formulate logical reasoning together in detail explanation (Evans and
Broome, 2017).
Converging: The staff members and managers can work on the complex situations and determining the
issues.
Accommodating: They are more concentrated on approaches of experiment instead of being theoretical.
1.2- Propose ways in which lifelong learning in personal and professional contexts could be encouraged
Lifelong learning is very much helpful in meeting the consistent development of the employee in both
personal and professional term. The mentioned task will majorly focus on the professional and personal
manager development at Travelodge. Lifelong learning can be met by targeting the goals and apply the
learning to meet the objectives. It will support the individual to generate the experience and ideas on
how to manage the issues and critical situations to meet the objectives and goals. Hospitality is the
industry that is growing at the wider scale and reflects heavy employment opportunities for lifelong and
career development (Robertson, 2016). It has been determined that employees work pressure in the
Travelodge increases the capacity of learning and promotes them to include in the continuous learning
practices.
Lifelong learning can be promoted by interconnecting high qualification in the organization. For
example: the management capabilities gained in the colleges can be applied for the growth of the
organization that will result into professional and personal growth. Furthermore; apprenticeships, credit
accumulation and schemes transfer are some of the manners that promotes lifelong learning in PPD.
1.3- Evaluate the benefits of self-managed learning to the individual and organization
Travelodge benefit
Self managed learning supports the management to get committed for managing the main
responsibilities of the firm. Travelodge can depend on the person that supports in decision making
processes. With the help of more employee number with self managed learning attitude and it is easy to
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