Personal skill Audit and professional development plan

Include Swot analysis

Personal skill Audit and
professional development plan

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Examine the key benefits of on-going professional development for different stakeholders
.....................................................................................................................................................1
P2. Investigate professional employer expectations of skills and competencies.........................2
TASK 2............................................................................................................................................3
P3. Assess own abilities, skills and competences for the role of Assistant Manager..................3
P4. A range of leaning the theories and approaches used for personal and professional
development process....................................................................................................................5
TASK 3............................................................................................................................................7
P5. Construct a development plan to enhance selected skills and competencies........................7
TASK 4............................................................................................................................................9
P6. Undertake a job interview for Assistant Manager role..........................................................9
P7. Review key strengths and weaknesses of an applied interview process.............................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Professional identity and practice are the important factors of each professional because these
offer the basis for carrying out skill development, which serve as prerequisite for a good career.
This consist analysis and comprehension of professional requirements and necessities of
individual together with the required competencies, knowledge and skills for improvement of a
long term career. This written document is supported to TUI Group which is a multinational
travel and tourism company that operate its business within hospitality sector (Roberts, 2018).
This assignment consists discussion upon merits of on-going professional development for
stakeholder groups. Moreover, it includes the expectations of employers in relation to skills and
competences of workforce. It will also cover learning theories that assist in carrying out personal
and professional development. Furthermore, a development plan is also frame and a job
interview is also undertaken.
TASK 1
P1. Examine the key benefits of on-going professional development for different stakeholders
On-going professional development is a systematic and overall activity by which skill,
potential and competence people are encouraged with a view to assure career flow for an
individual. Moreover, it also comprises of the scope and the possibility of an entity to empower
an individual’s personality with the motive of their development and continuous success and
progress. The key advantage of on-going development is that it persuades an individual to pursue
an effective career option with a view to develop their career. Apart from this, it holds long term
career expectancy of an individual in the way so as to equip them with effective competencies
and knowledge. Moreover, on-going development ids personnel to develop their career by
determining and measuring the requirements and necessities of employees, where people are
looking out to self and development of the firm. It provides advantages for stakeholder groups in
the form like the workforce and enterprise itself. Such benefits are defined as below:
For TUI- By way of continuous professional development, a company derives reliable and
effective outcomes from the professional and personal improvement of its workforces (Bell and
Martin, 2019). Moreover, as a outcomes of this activity, the ability of TUI to attain the
organisational goals also tends to maximise and develop.
1

For employees- On-going professional development offers help to workforce to work or perform
in a venture so that they develop their competencies and execution with a view to make sure
effectiveness in working environment (Agevall, Broberg and Umans, 2018). Also, the activity
includes the employees within TUI to achieve their person and professional aims in expected
way in provided time frame.
P2. Investigate professional employer expectations of skills and competencies
In each firm, an employer has certain kind of expectations from its employees in form of
knowledge and competencies. In context of it, TUI also holds the defined expectations from
several kinds of roles in the company, they are as under:
Job role Nature Skills and Competencies
Sales consultant The nature of this role is a
practical kind whereby
guidance, opinions, advice,
supervision etc. Has to be
provided to a number of
skills, capabilities and
competencies to be capable
to perform the connected
actions in successful manner.
This job role primarily needs
communication ability to
influence the behaviour of
potential customers. Apart
from this, it also wants
arbitration power to handle
all the sales leads or calls
with the purpose of
maximising profit and
productivity of the firm in
effective manner.
Assistant manager The nature of this job is to
offer the facilities of
mentoring, coaching and
improving the group of sales
consultants in TUI (Cope
and Murray, 2018).
Moreover, his role
constitutes the act of
empowering the group so
that they can appropriately
The main skill that is needed
for the role of assistant
manager is time management
because this assures the
accomplishment of activities
in targeted course of time.
Moreover, this role necessary
for effective and reliable
education so that an effective
induction plan can be freame
2

make sales of holiday
packages
in particular time duration.
Coaching abilities are needed
to equip the new applicants
with the most appropriate
competency set for their job
role.
Cabin crew This job role is observed as
the most challenging one
owing to the complexity in
satisfying the wants and
demands f each person at a
particular point of time
(Kumaria, Bhola and
Orlinsky, 2018).
For the job role of cabin
crew, determination devising
an critical situation handing
competencies are observed to
be the most essential in case
of an urgency. Moreover,
resource management is an
anther effective skill that
must be present in the
employees working as a
cabin crew for effectively
administrating the situations
existing within the flight.
TASK 2
P3. Assess own abilities, skills and competences for the role of Assistant Manager
I was carrying out a number of learning-base projects in the field of recruitment and selection in
TUI when the HRM function transferred me in the training and development. For T&D, i should
improve extensive base of cognition and competencies in respect to each aspect of HR
operations. Being an intern, my concentration was upon learning and development of knowledge
as per the job role to assure career development (PMP, 2018). In recruitment and selection, i
make development in communication which allowed me to be able to adequately work in any
firm. Owning to the impression that the T&D administrator held of me, he recommended me to
pursue a career in TUI by undertaking the job role of assistant manager. I was highly excited to
3

get their chance and developed my skills, potential, abilities and knowledge that improved at the
time of internship in accordance with the allotted job role. To assure my career development and
evaluation, self evaluation of skills, cognition and abilities would be essential (Holloway, Arcus
and Orsborn, 2018). I have made utilisation of a self evaluation questionnaire on the basis of
which i have rated my skill set. This will assist me in gaining knowledge about the areas where i
require working in order to bring development in my execution and productivity.
Self evaluation questionnaire
S. No Skill/competence Rating #1 Rating #2 Rating #3 Rating #4
1 Interpersonal skills
a. Listening skills X
b. Problem-solving X
c. Negotiation X
d. Verbal communication X
e. Decision-making skills X
2 Intervention skills
a. Counselling X
b. Group facilitation X
c. Education/training X
d. Empathetic relationship X
e. Conflict management X
Rating 1: Low extent of competence - Slight experience in particular field
Rating 2: Average level of competence - Fair experience in specific area
Rating 3: Moderate extent of competence - Good experience in a skill field
Rating 4: High level of competence - Immense experience within a particular area
4

According to preceding defined self evaluation questionnaire, there are two types of skills
like interpersonal and intervention. Moreover, these competencies are segregated in to factors
like decision making, negotiation counselling and conflict administration etc. To perform the
activities and duties of Assistant manager role, i connect my skill set with the desired
competencies for the job role in TUI. Effective communication and persuasion skills are a must
(Vardanyan, Mosegui and Miranda, 2018).
What is appropriate- In reference to my actual skill set, my communication skill is
effective a reliable with less number of issues in the interaction activity. Also, i have determined
that my commitment regarding work as well as my determination devising skills that are reliable
to fulfil the need of allotted job role.
What is find out to incorporate development- I have monitored that my problem solving
competencies require development so that by making improvement within that the issues can be
resolved in effective manner that are faced by TUI. Apart from it, i also understood that my
conflict administration skills are ineffective to handle the hurdles arising in the organisation.
Furthermore, enlargement is also needed in training to offer training and development to newly
hired people in TUI.
As an assistant manager, one should have appropriate communication skills and
enormous influencing capability. In reference to it, i am improved in both these skills fields.
Further, my analytical skills in addition to empathetic relation building skills are also effective.
Apart from this, owing to my strong listening skills and commitment to deliver effective
customer service, i will be capable to appropriately perform my job role as Assistant manager,
P4. A range of leaning the theories and approaches used for personal and professional
development process
For the role of Assistant manager, post the explanation of required skills, ability and
competencies which is used a number of methodologies and theories of learning to carry out
learning, growth and increment. In this context, an experience of self and professional growth of
a person is required in benefiting the career of an individual for a long time. For the
implementation of growth, the continuously learning and also filling the gap of incomplete skills
as soon as you analyse them (Kenny, Hobbs and Whannell, 2019). There is various type of
learning style which come fulfil the personal and professional development. Cognitive learning
approach is the one most famous style of learning which is related with the role of active mind in
5

continuously tapping form to carry out the growth. This learning theory is basically related with
the two type, Cognitive domain and affective domain. The first type that is affective domain is
related with the memory and understanding where as the other one that is affective domain is
related with the process of controlling feelings and emotions during learning time. I also want to
told that the learning capacity is also depend on the person's behaviour, emotions and reaction
during the learning time (Orr and McDaris, 2019). With the above lines, it is clear that the
cognitive and affective domains have parallel learning which also related with the difficulty
level. He also explained that the learning process is much more than the caring out of an activity.
The process of carrying out the learning process is also defined the starting of learning process. It
is necessary to generate the thoughts during the ongoing learning process. The use of thoughts is
to solve the problems that occur during the learning.
Behavioural approach-This approach is related with learning which depend on the basic
ideology, which means the only way to improve your performance is the continuously repetition
of the work and getting the feedback from the observer. If we get a positive feedback for our
work, we get motivated for our success whereas we get a negative feedback discourages us over
the mistake. One of the best way to use behavioural approach is that in the beginning clearly
mention the behaviour objectives and also after that, provides the growth and learning
opportunities which show that aims and objectives are become completed. Social learning style
will take to provide the knowledge in society during the learning.
Learning Style-For easy and better learning, the logical learning style should be used for better
understanding (Roberts, 2018). In-spite of it, Social learning style is also another way of learning
which helps to provide learning in the group as well.
Personal development approach
To develop my personal and professional skills, time management along with effective
management and leadership training is needed to improve my competencies at the higher level to
gain personal and professional development in my personality (Bell and Martin, 2019).
Approach Aims & objectives Action plan Desired outcomes
Time management Make myself
competent that my
time will rule over my
career and also
Planning is needed to
be appropriate in
addition to continuous
work in term of time
If planning would
direct effectively,
time will be
administrated in
6

concentrate with on-
going enrichment at
each phase of my
professional
development.
segregation for acts
that i perform and do
in upcoming time
(Agevall, Broberg and
Umans, 2018).
proper manner to have
long live phase of
professional career.
Also, skills would rise
with effective
outcomes of objective
and aim.
Leadership training The main aim is to
lead role of what is
leadership and also
how such
implementation of
leadership would
improve myself.
Continuous activity
with leading three-
four individual in day
to day life is enough
to measure common
leader stipulations in
personality.
I was noticed that
daily life actions have
huge involvement in
professional gins of
any individual.
TASK 3
P5. Construct a development plan to enhance selected skills and competencies
Skills Activities which
requires to be
undertake
Resources Time duration Desired
improvements
7

Conflict
management
For this role of
assistant
administrator,
conflict
management
ability is one of
the required
skills that need to
be acknowledged
to drive
execution of
team role. This
consists a
executing,
simulation, real
life scenario, and
being having
control over
minds and
attitude so that
with the help of
developed
conflict
management
skills, activities
of some task can
be performed in
effective manner.
The main assets
that are needed
for active
engagement in
team group task,
appropriate
presentation,
read out and
determine
articles, books &
journals.
2 months. After utilisation
of resources and
provided
activities,
expected
development is
higher scope of
conflict solution
or conflict
administration. It
is effective for
the role of
assistant manager
in TUI. In
Addition to it,
skill would be
developing
capacity to
involve with an
efficacious
relationship with
other
subordinates
(Cope and
Murray, 2018).
Decision making Efficient
replication, long
term role
Coaching class is
one of the
important assets
1.5 months. Strategic
determination
making will rise
8

activities and
duties, condition
supported
scenario will be
undertaken by
which
determination
devising power
or role will be
resulted into
required
response. Social
learning style of
logics is
beneficial here,
so that i would
get activities and
appropriate
determination
devising for
reasoning
purpose. This
way consists
formation of
logical thinking
ability through
which collective
decision ability
will also
empower with an
individual
to enhance, when
there is several
number of
individual to
practices training
programs and
determination
supported books
which are such
valuable origins
to get effective
outcomes of the
activities.
to have personal
improvement for
myself in
upcoming time.
This assist me in
forthcoming time
career path with
main objective to
get it for long
time period in
life (Kumaria,
Bhola and
Orlinsky, 2018).
9

improvement
scope.
TASK 4
P6. Undertake a job interview for Assistant Manager role
Interviewer- Are you here for interview process?
Interviewee- Yes, sir. I am here for job interview.
Interviewer- Ok. Can you hand over your CV to me to check your credential?
Interviewee- Sure Sir.
Interviewer- Tell me about yourself?
Interviewee- I am Alice Edward..........
Interviewer- Do you have any kind of work experience in a specific field?
Interviewee- Yes, I was working in Thomas Cook for 3 years as Executive position.
Interviewer- Are you able to take and perform the responsibilities of this job role?
Interviewee- Yes sir, i am highly capable to handle this job profile.
Interviewer- Okay Alice. We will let you inform about the results very soon for further process.
P7. Review key strengths and weaknesses of an applied interview process
For the proper growth of personality and improvement of professional skills, time
management is very important along with the strength and weakness of all explained below-
Strength- During the internship time at TUI, I got lots of knowledge, experience and skills
(PMP, 2018). For enhancing the long time results, practical knowledge is much important to go
through it practically. I also gained the capability to communicate with other person and also in
the clear cut manner.
Weakness-During the internship time, one thing I noticed in myself is self analysis. I was
weak in analytical learning. This happened because there are many aspects, i want to covered.
But I was unable to do it. There are many ways to get prepare yourself for the interview like the
past analysis results, experience of internship at TUI and the theoretical knowledge experience
for the application. This is all sums up in a document.
10

The interview was quite good and interviewer also. I got various information regarding skills,
ability and work culture how to work there for good performance (Holloway, Arcus and Orsborn,
2018). So, I was hired for TUI and future opportunities are of learning.
CONCLUSION
This has been summarised form preceding mentioned information that professional identity
and practice has become essential for each person to pursue it full of involvement and morale
sentiment for improvement of their own skills and knowledge along with establishing long career
till long term duration. In addition to it, professional development plan has been resulted into
recommending the effective action which can be taken to avoid lacking of any kind of
competency and act that can be involved in order to rectify existing extent of skills and cognition
for improving a person’s work rile. Reflection has been proven accurate to led self checking and
evaluation for a person who are looking to critique oneself to provide favourable results.
REFERENCES
Books & Journals
Roberts, J., 2018. Future and changing roles of staff in distance education: a study to identify
training and professional development needs. Distance Education. 39(1). pp.37-53.
Bell, R.L. and Martin, J.S., 2019. Managerial communication for professional development.
Business Expert Press.
Agevall, L., Broberg, P. and Umans, T., 2018. The new generation of auditors meeting praxis:
Dual learning’s role in audit students’ professional development. Scandinavian Journal of
Educational Research. 62(2. pp.307-324.
Cope, V. and Murray, M., 2018. Use of professional portfolios in nursing. Nursing
Standard. 32(30).
Kumaria, S., Bhola, P. and Orlinsky, D.E., 2018. Influences that count: professional development
of psychotherapists and counsellors in India. Asia Pacific Journal of Counselling and
Psychotherapy. 9(1). pp.86-106.
PMP, S.M.P., 2018. Welcome to the New School: How intelligent automation is shifting the way
we view competencies and professional development. The Journal of Government Financial
Management. 67(2). pp.12-19.
11

Holloway, K., Arcus, K. and Orsborn, G., 2018. Training needs analysis–The essential first step
for continuing professional development design. Nurse education in practice, 28, pp.7-12.
Vardanyan, H., Mosegui, G.B.G. and Miranda, E.S., 2018. Skills and core competencies of
pharmacists in humanitarian assistance. Prehospital and disaster medicine. 33(3). pp.266-272.
Kenny, J., Hobbs, L. and Whannell, R., 2019. Designing professional development for teachers
teaching out-of-field. Professional Development in Education. pp.1-16.
Orr, C.H. and McDaris, J.R., 2019. Supporting implementation of program-level changes to
increase learning about earth. In Interdisciplinary Teaching About Earth and the Environment
for a Sustainable Future (pp. 69-89). Springer, Cham.
Online
Professional Development, 2018. [Online]. Available through:<https://www.inc.com/joel-
trammell/10-ways-to-maximize-your-professional-development.html>.
(Roberts, 2018)
(Bell and Martin, 2019)
(Agevall, Broberg and Umans, 2018)
(Cope and Murray, 2018)
(Kumaria, Bhola and Orlinsky, 2018)
(PMP, 2018)
(Holloway, Arcus and Orsborn, 2018)
(Vardanyan, Mosegui and Miranda, 2018)
(Kenny, Hobbs and Whannell, 2019)
(Orr and McDaris, 2019)
12