Personal Skill Audit and Professional Development Plan

Personal Skill Audit and
Professional Development
Plan
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Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Examining the key benefits of on-going professional development for different
stakeholders.................................................................................................................................3
P2 Investigating professional employer expectations of skills and competencies......................5
TASK 2............................................................................................................................................6
P3 Assessing own abilities, skills, and competences for a specific job role...............................6
P4 Reviewing a range of learning theories and approaches........................................................7
TASK 3............................................................................................................................................8
P5 Creating a development plan..................................................................................................8
TASK 4..........................................................................................................................................10
P6 Job interview process...........................................................................................................10
P7 Reviewing key strengths and weaknesses of the applied interview process........................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Personal audit is the process of checking the presence of skills and competencies which are
required by a professional individual Professional development plan is an action plan with
specific skills which are required to be improved for enhancing the growth prospects. The aim of
this report is to develop an understanding about the importance of a development plan in a
dynamic business environment (Blandford, 2012). For this purpose, a travel and tourism
organisation is selected which is Travelodge. This is a private limited company having
headquarters in Thame, England, United Kingdom. This company was established in 1985 and
operate internationally. This company is a large scale organisation having total employees of
11000 approximately and turnover of 637.1n million dollars approximately. This company
follows a hierarchical functional organisational structure in which they divide all their employees
according to the functions performed by them. Brian Wallace is the chairman of this company
who controls the operations of this company. Employees at the next level of this functional
hierarchy include Peter Gowers who is the Chief executive officer and Jo Boydell who is the
chief financial officer of this company (Overview of Travelodge, 2020).
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In this report, various essentials of an on-going professional development process are
determined for an entry level employee in context of Travelodge. Various skills and
competencies are assessed by reviewing learning theories and models. A professional
development plan is also created along with application of these skills using a real life job
application.
TASK 1
P1 Examining the key benefits of on-going professional development for different stakeholders
An on going or continuous professional development refers to the continuous process of
making efforts to train the employees so that they can effectively work in an organisation
(Crawford, Helliar and Monk, 2011). The main role which this process plays in an organisation
is enhancing the employees skills, increasing productivity, higher employees retention and
increase profitability of the company.
Travelodge is a large scale organisation for which on going professional development can
result in various benefits for all the stakeholders. In this context all the stakeholders are divided
into two categories that are employees and employers. Benefits of on going professional
development for identified stakeholders are analysed below:
Employees Employers
Employees are the most important asset for an
organisation and it is important to effectively
manage them. With the help of on going
professional development, employees can be
trained and their skills can be enhanced by
which employee can gain higher growth
prospects in future.
Travelodge is a large scale company which
continue to make efforts so that they can gain a
competitive edge. The process of on going
professional development can help this
company in gaining their objective of
achieving competitive advantage. In current
scenario, it is difficult to employ skilled
employees and with the help of on going
training, Travelodge can develop skills in their
employees and can be distinct from their rival
companies.
With the process of professional development,
employees can build new competencies in
This procedure will also help in satisfying the
employees of Travelodge which will lead
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