Assignment: Professional Identity and Practice (Doc)
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Added on 2021-01-02
Assignment: Professional Identity and Practice (Doc)
Added on 2021-01-02
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Professional Identity and Practice
Table of ContentsINTRODUCTION...........................................................................................................................3Learning Objective 1........................................................................................................................3P1 Examine key benefits of on-going professional development for different stakeholderswithin an organisation............................................................................................................3P2 Investigate professional employer expectations of skills and competencies in anorganisation............................................................................................................................4Learning Objective 2........................................................................................................................5P3 Assess own abilities, skills, and competences for a specific job role...............................5P4 Range of learning theories and approaches used for personal and professional developmentprocesses.................................................................................................................................7Learning Objective 3........................................................................................................................8P5 Construct PDP to enhance chosen skills and competencies within a specific work context.8Learning Objective 4......................................................................................................................10P6 Undertake a job interview for a suitable service industry role........................................10P7 Review key strengths and weaknesses of an applied interview process.........................12CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONProfessional identity and practice has become necessary for an individual in personalitywith purpose to enhance long term career & growth. These practice involves identifying variousskills, potential & competencies to identify steps that can be taken to overcome any kind ofshortage or issues. In current trends, professional practice is necessary to undertaken to makepersonal exposure more higher and cumulative towards defined goals & objectives (Hoeve andRoodbol, 2014). This report will be cover on Thomas Cook, which is a leading UK based travels& tourism operator with higher customer loyalty and maximum business. This report will coverunderstanding over the concepts of on-going professional development, critical evaluation ofown skills & competencies in response to defined job role. Apart from this, light will be put offactual understanding of PDP and process of job interview with focus on overcoming own skills,competencies & traits. Critical evaluation will also be undertaken to focus on various learningapproaches.Learning Objective 1P1 Examine key benefits of on-going professional development for different stakeholderswithin an organisationOn-going development is a wider process, by which development of various skills, traitsabilities or required potential needs to be continue for developing career path of an individualand enrich them with enhanced abilities or potential for their performance. In simple words, on-going development is a process of finding needs of relevant skills and potentials to develop it foran individual along with ensuring its long term and fully-fledged career path. On-going and selflearning is two similar concepts, which is basically aims towards encouraging information,knowledge and skills of a candidate (Hercelinskyj, 2014). On one hand, where on-goingdevelopment is keep going process, through person can learn more skills or competencies, eitheron job time or as a course. Self-directed learning is a oriented process, in which a candidategenerally motivated for learning new things by own efforts with decided time period. In travel &tourism, on going development has become necessary to manage customer or solving criticalproblems or issues (Hoeve, 2015). Role of ongoing development is empowering and focusedtowards enhancing candidate's ability for longer period of time. In concern with self-directed
learning, on going development has been contributed toward continuation of self directedlearning for fixed time and increasing person ability to work with potential power or efforts.Along with roles, benefits are needs to be identify in context of both employer and employee areas follows: Employees: On going is helpful to identify an individual from learning in order to growin career and assess an ability to led development based activities for matter of self importance.One of the major benefits is discovering of aligned vision & mission for contributing to businessand career development (Goldie, 2012). This initiative will be helpful in organisationalperspectives. Employers: On going development of an individual is necessary to satisfy businessneeds and employer's matter of interest for profit to give growth to entity. Employer is one whodesires about an employee's who must have key skills, abilities or traits to align it towards goalattain or development of business. On going development is big contribution to employee'svision or mission towards business enrolment.Stakeholder has some major affection of on going development of an individuals. If anyemployee is continuously focused towards the own development, that is simply advantageous forstakeholder interest to retain with an organisation for longer period. P2 Investigate professional employer expectations of skills and competencies in an organisationEmployer expectation has been raised about employee's skills & abilities to perform theirjob at the fullest efforts. In organisational context, employer expectations from employee's hasbeen increased, because of higher business functioning and operational aspects. Employers notexpects higher from employee's, but they wants some basic skills which is necessary such ascommunication, analytical & negotiation to perform their job at the fullest mode (Edwards,2015). In Thomas Cook, person job role is of training & development executive who in realityneeds to perform work relating to training preparation, employee's assessment to undertaken therelevant training and assisting manager in that process. Before going interview or selectionprocess, it is necessary to do evaluation of self skills and competencies in order to satisfyemployer expectation for the job role (Hercelinskyj, 2014). Critical evaluation is required todevelop skills into professional zone and fulfils an employer expectation over a larger period oftime. To go for evaluation of own skills and competencies, it is required to investigate nature of
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