Benefits of Continuous Learning and Development

This assignment explores the importance of ongoing professional development for individuals and organizations. It discusses the benefits of continuous learning, including improved skills, knowledge, and job performance. The assignment also examines the role of mentors, trainers, and educational resources in facilitating professional development. Additionally, it touches on the impact of technology and data analysis on personal and professional growth.

PERSONAL SKILL AUDIT AND
PROFESSIONAL
DEVELOPMENT PLAN

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1...............................................................................................................................................1
P1. Role of on-going professional development and its advantages to the employees and
employers...................................................................................................................................1
P2. Expectations of employer regarding professional skills and standards...............................2
M1. Significance of on-going professional development and the associated professional skills
requirements..............................................................................................................................2
D1. Critical evaluation of own skills and competencies to match the employer expectation of
professional skills.......................................................................................................................3
LO 2...............................................................................................................................................3
P3. Assessing own skills, abilities and competencies using appropriate method......................3
P4. Reviewing learning theories or models used to explain PPD process................................5
M2. Evaluating own skills and competencies and the most appropriate developmental
approach....................................................................................................................................6
LO 3...............................................................................................................................................7
P5. Developing PDP to enhance chosen skills and competencies............................................7
M3. Detailed development plan that applies underpinning learning and development theory...8
D2. A comprehensive development plan with clear and achievable targets, strategies and
outcomes of learning and training..............................................................................................9
LO 4.............................................................................................................................................10
P6. Undertaking a job interview in a controlled environment...................................................10
P7. Reviewing key strengths and weaknesses of the job interview process...........................11
M4. Evaluation of the job interview process emphasising on obstacles and challenges to
overcome.................................................................................................................................11
D3. Detailed and coherent critical reflection of the interview process with own abilities during
the process...............................................................................................................................11
CONCLUSION.............................................................................................................................12
REFERENCES............................................................................................................................13

INTRODUCTION
In today’s era, employees are constantly being assessed in organisations on the basis of
their performance, knowledge and skills due to high increase in the competition so that their
competencies can be updated time to time. Professional development and personal skill audit
highly matters for the success of hospitality organisations as employees are the outward face of
firms who are in direct contact with the customers (Maltoni and Lomonaco, 2018). In the present
report, selected organisation is Travelodge which is based in UK with reference to which
importance of on-going professional development and self-directed learning will be discussed
along with assessing own skills, competencies and distinct learning and development
approaches. Further, professional development plan (PDP) for the HR manager will be
developed with demonstrating the skills required in service industry for a job application.
LO 1
P1. Role of on-going professional development and its advantages to the employees
and employers
On-going professional development or can say continuous professional development
(CDP) is having an important role in service industry and so as in Travelodge. It is vital because
it ensures staff to continue to be competent enough in their profession. As it is an on-going
process, people working in organisation improve their skills and competencies on continuous
basis throughout their professional career. Main outcome of on-going professional development
is that it protects the employer and employee both in their professional careers (OH and et.al.,
2018). This is having a lot of advantages to employees and employer in Travelodge some of
which are given as below:
Benefits to employees
 Matching current standards - On-going professional development helps employees in
keeping pace with the current standards in company.
 Rise in skills - It helps employees in enhancing their knowledge and skills with results in
delivering quality professional services to clients, community and customers.
 Contribution to team - Employees through on-going professional development get
assistance in making a meaningful contribution to their team by becoming more effective
in their work (Samajdar, Garg and Krishna, 2018).
Benefits to employer
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 Skilled labour - With on-going professional development, employer in Travelodge gets
highly skilled as well as educated labour workforce which help them in effectual
attainment of set targets.
 Promotion - Their chances of getting promotion and higher salary increase as well.
Under CPD, employers are provided with certificate programmes, further education, etc.
by the firm which in turn dramatically enhance their specialised knowledge and skills.
 Flexibility - CPD leads employer to become more flexible in their working and so, they
can handle diverse teams well in Travelodge which increases new opportunities for them
(Sartori and et.al., 2018).
P2. Expectations of employer regarding professional skills and standards
There are several expectations of employer in hospitality industry regarding professional
skills and standards. In Travelodge, some employer expectations of professional skills are like:
 Interpersonal skills – Being in hospitality industry, employees in Travelodge are
expected to have top notch interpersonal skills so that business can offer outstanding
and quality services to customers.
 Teamwork – When staff works well with each other and become productive members of
the team, then only success in work can be gained as significant contribution of
everyone leads firm to gain overall success in business (Sprinkle and Urick, 2018).
 Commitment – Employees in Travelodge are expected to be highly committed towards
their work so that customer satisfaction to utmost level can be ensured and there will be
repeat business from their end.
 Problem solving – One more skill required in employees that is expected by employer
in Travelodge is that of solving problems that will contribute to productive outcomes
through developing creative as well as practical solutions (Megginson and Whitaker,
2017).
 Flexibility – Further, working in travel and tourism industry always requires flexibility
from the end of employees to stay for long in case of unexpected situations arise and
longer hours are required to be served.
M1. Significance of on-going professional development and the associated professional
skills requirements
On-going professional development in Travelodge is significant to fight off stagnation at
workplace which means people learn new skills through training and accept leaving the familiar
patterns which help them in gaining new interests. Further, it helps in maintaining engagement
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of staff with work by which Travelodge reaches to its set targets faster as well as gains a
competitive edge over others in the market (Importance of On-Going Learning and Professional
Development, 2015). The associated professional skills requirements with CPD are like positive
attitude, ready to take initiatives and learning along with cooperating with others. Keeping a
positive attitude to learn and taking initiatives to work with coordination leads firm to attain
success in market with rendering high level of customer satisfaction.
D1. Critical evaluation of own skills and competencies to match the employer
expectation of professional skills
Being working as the HR manager in Travelodge, I possess some skills and
competencies among which some are as per the employer expectations of professional skills
while, some requires improvement. Critical evaluation of these skills and competencies is given
as below:
 Organised – As I am working as the HR manager in Travelodge, it is expected from me
to be very organised and multitasking at my work without any difficulties. However, I am
good at handling multiple tasks at a time and in finishing them all at set deadlines. But,
sometimes it becomes difficult if there are complex tasks together to deal with (Why
professional development matters to the success of a company?, 2018).
 Communication – The biggest expectation of employer in hospitality sector from
employees is that of communication. Being HR manager in Travelodge, it is expected to
communicate professionally and effectively at all times in which I am efficient enough but
at times when conflicts occur at workplace, to solve the same professionally becomes
difficult for me and so, I need to take assistance from my supervisor i.e. the General
Manager.
 Dependability – Being HR manager, it is always expected to show my supervisor that I
am responsible enough to take all kinds of challenges and enjoy the tasks allotted to me
with being punctual and self-dependent (Employer Expectations, 2018). However, in all
work situations, it is not possible. Sometimes, with peak workload and small deadlines to
accomplish the tasks allotted, it becomes troublesome for me to complete all on time
with meeting the set standards.
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LO 2
P3. Assessing own skills, abilities and competencies using appropriate method
There are several methods and techniques available to assess one’s skills, abilities and
competencies. However, in Travelodge, for the position of HR manager, it will be done with the
help of SWOT analysis which is given as below:
Strengths
 Communication and interpersonal
skills – I am good in communicating
effectively with people and making
them understand the company
policies.
 Convincing power – Being at the
position of HR manager, I am good
enough to convince and please staff
to adapt the changes without showing
resistance.
 Advocacy – I am capable enough to
bridge the gap in between employees
and employer in Travelodge (Henczel,
2017). I can easily give them
guidance as well as advice.
 Decision making – I am good at
making immediate decisions
whenever required.
Weaknesses
 Less customer focused – As I am
more concerned with the employees
and company polices, it can be said
that to focus on customers is not
under my priorities which should be
there being working in travel and
tourism industry (Grahita and
Sukirman, 2017).
 Negotiation – Sometimes, to
negotiate in between staff in case if
conflict occurs at workplace becomes
difficult for me to handle in a
professional manner.
 Work under pressure – One of
biggest weaknesses being working at
the position of HR manager is that
when I have to deal with many
complex tasks at a time, I become
panic to complete all within set
standards and deadlines (Hsu, Lee
and Chen, 2017).
Opportunities
 Better career options – By working
in such a big brand i.e. Travelodge, I
can grab the opportunity to work in
bigger brands like Marriott.
 To learn more – With having vast
Threats
 Competition – As Travelodge is
operating in highly competitive
environment i.e. hospitality sector of
UK, there is always threat from new
candidates having same qualification
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idea related to HR concepts like
corporate and business ethics, I can
increase the level of my knowledge to
become more efficient in my work
(Hagger and McIntyre, 2018).
and experience (Vangrieken and
et.al., 2017).
 Job uncertainty – Being in hospitality
industry of UK, there is always
uncertainty related to job.
P4. Reviewing learning theories or models used to explain PPD process
Various learning theories and approaches are there that are being used to explain
personal and professional development process in Travelodge. These are like:
Figure 1: Learning Theories
(Source: Learning Theories, 2018)
 Behaviourism – If this theory will be applied in Travelodge, there will be acquisition of
new behaviours of changes in skills and knowledge which are gained with the help of
creating relationship between stimuli and response.
 Cognitivism – As per this theory, learning among employees occurs when there is
internal processing of information which is based on the thought process as per
information they received (Learning Theories, 2018).
 Constructivism – This is basically developing own knowledge on the basis of
experiences and internal knowledge that an individual has gained. This kind of learning
is different for each person.
 David Kolb – The Experiential Approach – As per this, learner goes through a first
time experience where he/she can learn from various ways. This is more about work of
modern adult training providers. This is a continuous learning process where employees
can learn and develop through four stages of cycle where at first, learner gets engaged
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in an activity and then reflect about his experience (Learning Approaches, 2018). After
that, new skills and abilities are tried out followed by making analysis based on gained
knowledge from experience.
Figure 2: The Experiential Learning
(Source: Learning Approaches, 2018)
M2. Evaluating own skills and competencies and the most appropriate developmental
approach
From SWOT analysis done, it can be assessed that I have many strong areas to
continue my work at the position of HR manager in Travelodge but there are some weaknesses
too which I need to improve like negotiation, being customer focused and working under
pressure that can be done with the help of attending seminars and conferences, solving the
case studies and taking guidance from senior authorities like General Manager (Driessen and
van Tartwijk, 2018). Further, I have plenty of opportunities available that I can grab along with
some threats for which I need to make some strategies like to reduce the risk of job uncertainty
and competition, I can gain more degrees related to employment laws and can do further
certificate courses to create differentiation with others.
The most appropriate developmental approach to develop personal and professional
skills for the position of HR manager is The Experiential Approach given by David Kolb which is
helpful in accelerating learning at workplace by practically doing same in an easier and accurate
manner. Also, it gives motivation to learn and enhances spirit of team work as well as creativity
(Kroll and Dussias, 2017). Further, it helps in improving the attitude towards learning with
boosting the morale.
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LO 3
P5. Developing PDP to enhance chosen skills and competencies
Skills and
competencies
Current Rating (1-5) Desired Rating (1-5) Activities to
improve the skills
Interpersonal skills 3 5 Increasing the
interaction with staff
and attending
coaching sessions
Teamwork 2 5 Encouraging the
involvement in tasks
with team members
and guiding them as
well as taking their
suggestions (Trorey
and Cullingford,
2017)
Commitment 4 5 Focusing more on
the deadlines to be
achieved and
keeping an eye on
the goals to be
achieved
Problem solving 2 5 Solving case studies
and using the past
experiences on same
will be helpful
(Grahita and
Sukirman, 2017)
Flexibility 3 5 By investing in
employee’s
happiness and
making initiatives for
their welfare
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M3. Detailed development plan that applies underpinning learning and development
theory
Skills Areas to
improve
Actions for
development
Evidence Timescale
Teamwork Anticipating
motivation of
team members
Will attend
workshops and
organise role
plays to
participate
When my team
members will get
satisfied and
happy with my
work.
2 months
Problem solving Negotiation at
the time of when
conflicts take
place
Will observe the
behaviour of
senior
authorities and
read books
(Henczel, 2017)
When I will be
able to solve the
conflicts
effectually with
satisfying both
the parties
3 months
Communication Improving
command over
others
Can be
developed
through joining
classes and
coaching on
same as well as
through
increasing
interaction with
clients
When a healthy
relationship with
employees of
Travelodge will
be maintained.
5 months
Time
management
To review the
tasks performed
by employees
Through
prioritizing,
scheduling and
allocating
resources
effectively (Hsu,
Lee and Chen,
2017)
When some
events will be
organized with
clients along
with business
meetings as well
as services will
be delivered with
4 months
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set deadlines.
Planning Monitoring as
well as
allocation of
resources
Through
analysing the
needs of
employees or
clients prior and
taking follow-up
on timely basis
When some
large event will
be organized
like international
business meet
with required
efficiency and
resources
(Hagger and
McIntyre, 2018).
3 months
D2. A comprehensive development plan with clear and achievable targets, strategies
and outcomes of learning and training
Learning and
training needs
Priority (rating
1-5)
Strategies Outcomes Time Frame
Employment laws 5 Will attend the
sessions based
on same given by
senior authorities
like General
Manager and
referring online
sources and
books (Maltoni
and Lomonaco,
2018)
In-depth
knowledge of
laws related to
labour and their
employment
applicable to
hospitality
industry
6 months
Verbal reasoning
and data
handling
3 Will attend the
seminars and
workshops based
on same
Effectiveness in
verbal reasoning
and efficiency in
handling complex
information
3 months
Professional
communication
5 Will interact more
with senior
Will start dealing
situations like that
4 months
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authorities and
practice their
style
of conflicts with
professional
communication
Creating
solidarity
3 By taking
initiatives for the
well-being and
increasing
participation of
employees
A healthy and
positive working
culture at
workplace with
happy and
satisfied
employees (OH
and et.al., 2018)
3 months
Working under
pressure
4 Through
performing
multiple tasks at a
time with proper
division of time
for each task
Deadlines will be
met and many
tasks in short
period of time will
get completed
effectually.
5 months
LO 4
P6. Undertaking a job interview in a controlled environment
In Travelodge, a job interview (face to face) is taken by the HR department for the
position of Tour Manager to fill the respective vacancy. For the same, questions that were asked
by the HR manager from tour operator are:
1. What is your last experience regarding the job of tour manager?
2. Why did you leave your last job?
3. Why do you want to join our company?
4. As a tour manager, which management style you will prefer to follow and why?
5. Tell something about yourself.
6. For the position of tour manager, why should we hire you?
7. Where do you see yourself after 5 years working with us?
8. What salary do you expect?
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After this interview session, the candidate was hired as management was satisfied with
what he answered for all questions asked. This proved to be a challenging but successful job
interview for Travelodge (Samajdar, Garg and Krishna, 2018).
P7. Reviewing key strengths and weaknesses of the job interview process
Key strength of the job interview process that was held in Travelodge for the position of
Tour Manager is that it resulted in yielding good percentage of return. Also, whatever
information was gathered by the HR manager in this interview was more correct in comparison
to other techniques if that would have been used by the firm. Further, the interviewer was
successful in gathering supplementary information regarding the personal characteristics of
candidate which will be helpful in the long run as well as of great value (Sartori and et.al., 2018).
On the other hand, there are some weaknesses of the job interview process too that HR
managed faced while interviewing the candidate for the position of Tour Manager. The most
common weakness was time that company had to invest as it ended for hours. Also, there was
an issue that due to presence of interviewer that respondents got over stimulated. Moreover,
company had to bear huge cost for conducting this entire procedure. Weakness of limit sample
size was also there as only a few candidates could be interviewed (Sprinkle and Urick, 2018).
M4. Evaluation of the job interview process emphasising on obstacles and challenges to
overcome
While conducting job interview process in Travelodge for the position of Tour Manager,
various challenges and obstacles were faced by the HR manager in which the most common
was of time and cost. As there was a stipulated time limit, so giving much time to every single
candidate was not possible. Thus, for overcoming the same, candidates in lot were invited and
asked with questions. Depending on the suitability of answers given, they were shortlisted which
saved some time. Also, cost was one of the factors that served as a challenge as too many
candidates were there, making arrangements for whom required expenses to be made
(Megginson and Whitaker, 2017). Along with that, one more challenge was faced by the HR
manager that is differentiating between fake and real responses of candidates. For the same,
further verification was done on the information given. However, it consumed the time again.
D3. Detailed and coherent critical reflection of the interview process with own abilities
during the process
Being the HR manager of Travelodge, I conducted the interview process and had a great
experience with candidates. This was the first interview I was taking for such a senior position
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i.e. Tour Manager for which I used many skills and abilities of mine. As I have improved y
communication and decision making over the years working in this organisation, I took
advantage of it while interviewing the candidates and could easily find out their weaknesses.
After asking questions, I was confident enough to reach at the final decision which helped me a
lot in making selection of the employee for respective position (Trorey and Cullingford, 2017).
CONCLUSION
From the above report, it can be concluded that there is always scope for growth and
improvement in the professional skills of employees being working in service industry. Thus,
professional development and personal skill audit plays a significant role in boosting the morale
of employees working in Travelodge. Further, it will help organisation in retaining the best talent
for longer span of time so that benefits of their skills, knowledge and competencies can be
gained. Also, new talents and weaknesses can be easily identified with same which will make
the employees more efficient in their work and so, they will help the organisation to gain a
competitive edge over others with sustainability.
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REFERENCES
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OH, S.W. and et.al., 2018. Data meta-scaling apparatus and method for continuous learning.
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<https://opentextbc.ca/workinginfoodserviceindustry/chapter/employer-expectations/>.
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