Table of Contents INTRODUCTION...........................................................................................................................3 Learning Objective 1........................................................................................................................3 P1 Examine key benefits of on-going professional development for different stakeholders within an organisation............................................................................................................3 P2Investigateprofessionalemployerexpectationsofskillsandcompetenciesinan organisation............................................................................................................................4 Learning Objective 2........................................................................................................................5 P3 Assess own abilities, skills, and competences for a specific job role...............................5 P4 Range of learning theories and approaches used for personal and professional development processes.................................................................................................................................7 Learning Objective 3........................................................................................................................8 P5 Construct PDP to enhance chosen skills and competencies within a specific work context.8 Learning Objective 4......................................................................................................................10 P6 Undertake a job interview for a suitable service industry role........................................10 P7 Review key strengths and weaknesses of an applied interview process.........................12 CONCLUSION..............................................................................................................................13 REFERENCES..............................................................................................................................14
INTRODUCTION Professional identity and practice has become necessary for an individual in personality with purpose to enhance long term career & growth. These practice involves identifying various skills, potential & competencies to identify steps that can be taken to overcome any kind of shortage or issues. In current trends, professional practice is necessary to undertaken to make personal exposure more higher and cumulative towards defined goals & objectives (Hoeve and Roodbol, 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 cover understanding over the concepts of on-going professional development, critical evaluation of own skills & competencies in response to defined job role. Apart from this, light will be put of factual 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 learning approaches. Learning Objective 1 P1 Examine key benefits of on-going professional development for different stakeholders within an organisation On-going development is a wider process, by which development of various skills, traits abilities or required potential needs to be continue for developing career path of an individual and 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 for an individual along with ensuring its long term and fully-fledged career path. On-going and self learning is two similar concepts, which is basically aims towards encouraging information, knowledge and skills of a candidate (Hercelinskyj, 2014). On one hand, where on-going development is keep going process, through person can learn more skills or competencies, either on job time or as a course. Self-directed learning is a oriented process, in which a candidate generally 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 critical problems or issues (Hoeve, 2015). Role of ongoing development is empowering and focused towards 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 directed learning 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 are as follows: Employees:On going is helpful to identify an individual from learning in order to grow in 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 business andcareerdevelopment(Goldie,2012).Thisinitiativewillbehelpfulinorganisational perspectives. Employers:On going development of an individual is necessary to satisfy business needs and employer's matter of interest for profit to give growth to entity. Employer is one who desires about an employee's who must have key skills, abilities or traits to align it towards goal attain or development of business. On going development is big contribution to employee's vision or mission towards business enrolment. Stakeholder has some major affection of on going development of an individuals. If any employee is continuously focused towards the own development, that is simply advantageous for stakeholder interest to retain with an organisation for longer period. P2 Investigate professional employer expectations of skills and competencies in an organisation Employer expectation has been raised about employee's skills & abilities to perform their job at the fullest efforts. In organisational context, employer expectations from employee's has been increased, because of higher business functioning and operational aspects. Employers not expects higher from employee's, but they wants some basic skills which is necessary such as communication, 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 reality needs to perform work relating to training preparation, employee's assessment to undertaken the relevant training and assisting manager in that process. Before going interview or selection process, it is necessary to do evaluation of self skills and competencies in order to satisfy employer expectation for the job role (Hercelinskyj, 2014). Critical evaluation is required to develop skills into professional zone and fulfils an employer expectation over a larger period of time. To go for evaluation of own skills and competencies, it is required to investigate nature of
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job role and skills/competencies which are required for training & development executive over the period of time. An investigation of critical evaluation of own skills and competencies for a job role: Job roleNatureSkills/ competencies Training& development executive The nature of this role consists of long process,whichisfocusedtowards giving training & development to new or existing employee's. This job role is consists of regular practices along with having one to one communication with differentpeople'sinanorganisation (Steinert,2015).Also,measuringan employeeworkor task performance, just after training program, either know anykindoffuturerequirementsof developments. The people who will be hired for this designation,needstohavestrong communication skills, ability to have one to one interaction and competencies to handle work pressure. In response to this, it was noticed that candidate has skillsrelatedtoknowledge,quick response or situation handling at given pointoftime.Ithasbeencritically evaluated that candidate is bit low in side of communication ability and also he has inaccuracy of pressure or issues handling which is required at time of training process. This skills has been identifiedtohaveinemployer's knowledge or information. Brief summary:it has been noticed that proper planning and strategic implementation is required in case of overcoming barrier to skills, competencies or abilities through critical evaluation or measurement. Assessment of won skills, competencies is focal task as major task which needs to be structure, before going to professional development plan. Learning Objective 2 P3 Assess own abilities, skills, and competences for a specific job role Assessing own skills and competencies is necessary to prepare self for defined job role and functions. This involves finding skill in which weakness is high and severe which need to be
overcome through practices (Cruess, 2017). In simple words, critical evaluation is required to assess candidate skills and competencies to know, which skill is short and what is adequate to improve more and more. This is a kind of evaluation or says like feedbacks or opinion mainly done by peer, family members, friends or colleagues who may act as an accurate observer to evaluate. In Thomas Cook, I am existed for this job role of Training & development executive in this leading tourism sector, which is an emerging sector till date. Before getting into executive role, it is necessary for me to evaluate my own skills and competencies to known any shortage or issues (Wenger-Trayner, 2014). For this, point based technique will be used to rate out own skills, abilities or competencies to get know which skills needs to develop to fulfil it for future training & development executive job role. Tabular presentation will be prefer to evaluate actual skills and find out scope for future development of exposure. In this, skills & competencies will be measure on rating scale of 1-4. S. noSkills/competencies1234 1Interpersonal skills a.Listening skillsX b.NegotiationX c.Problem-solvingX d.Decision makingX e.Verbal communicationX 2Intervention skills a.CounsellingX b.Education/trainingX c.Group facilitationX d.Conflict managementX e.Empathic relationshipX
What skills and competencies are identified:From given tabular presentation, it has been revealed that I am very much strong in group facilitation, group facilitation and building long empathic relationship with other. These skills and competencies are part of my new job role of training & development executive (Wald, 2015). What skills for professional development:Out of positive skills, it has been noticed that improper counselling, lack of conflict management and inadequate verbal communication are some weaknesses which has been found from above rating or analysis. From given tabular analysis, it was found that lack of effective verbal communication, slow counselling, conflict management and lack of problem solving are some of the weaknesses which needs to be overcome, just after the development of professional development plan (Pihl- Thingvad, 2015). I need to work over enhancing my knowledge and learning in contrast to developing problem solving, one to one verbal communication along with enhancing an ability to led effective counselling at a stage of training process. P4 Range of learning theories and approaches used for personal and professional development processes After an identification of required skills for training & development job role, different learning approaches are required for development of skills and competencies on the larger basis. In my talking, personal & professional development is necessary to give growth to my career for future duration. In reality of professional & personal development, effective learning is necessary and pro-active step to solve gaps of skills such as counselling, empathic relationship and conflict management, In which I am very weak. There are several learnings approach through personal & professional could be enriched. There will be discussion over various learning approaches with clean support of learning styles or pattern. One major popular isCognitive approachto effective learning, which is generally deals with role of active mind for processing of a learning opportunities and development. This learning theory is basically associated with two high domain named as acognitive domain, which is linked with memory and understanding (Johnson, 2012). Another domain isaffective, which says about how a feeling or emotion can be manage or control as result after the post-learning. Also, I noticed that performance of each and every person in linked to its emotion and feeling or how that person reacts over different situations or an issues. Bloom suggests that parallel and simultaneous learning between cognitive and
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affective learning domain generally took place in the substitute manner depending on degree of difficulties. Behaviourist approach:This learning approach is clearly based on learning which covers some major belief that, an effective behaviour must be taught by same repetition of the task combined as per structured feedback from the facilitator. On a one hand, in situation where positive feedback encourages and reinforces success, while on other side, negative feedback or any sudden correction spirit repetition of an mistake or unwanted behaviour. One of a best manner to utilise this behavioural approach to learning in learning and development through clear through specifying an effective behavioural objectives at point of start and afterwards supply learning opportunities that ensure about objectives are met (Huston, 2013). Sources:Cognitive approachto learning, 2018 Apart from learning approach, context of relevant learning style is also a need. In this, social learning stylewill be majorly used to le other's be involved in process of learning with equal contribution or roles. This learning style is generally used to brings empathic relationship. Also,verbal and logical learning stylecan be used to enhance verbal communication and enables problem solving skills into professional personality. Illustration1: Cognitive approach to learning
Learning Objective 3 P5 Construct PDP to enhance chosen skills and competencies within a specific work context Professional development plan is a kind of specific documents a goals, required skills and competency development and also a objectives a staff members that would need to accomplish in order to support continuous improvement along with career development (Izadinia, 2013). In my context, skills such as problem solving, lack of conflict management & inadequate verbal communication has been identified as major weakness, which needs a rapid solution or steps whichcanbetakentoovercometheseweaknessesatalargercontext.Fortraining& development role, in personal context, Professional development plan is as follows: SkillsActivities which needs to be undertake ResourcesTime- frame Desired improvements Conflict management ForJobdesignationof training&development executive,conflict managementskillsis requiredtodrive& measuresperformanceof teamgroupthrough performingactivities, practicalsimulation, focusingonthereallife scenario,mindbased practices and approach to behaviouralmeasurement are some tasks activities by which conflict management will gain. Along with this, Regularfocusisneeded alongwithangercontrol Major resources named as participation into the teamgroups,effective presentation,reading& writing articles or blog, books & journals etc. 1.8 months Throughgiven practice,needful improvementare veryhuge conflictssolution of me to make my personalityand exposureat optimisedlevel which is adequate fortraining& development executive job role. Also,such practiceswill assistmeto overcomeany kind ofshortage
which is most desired task throughconflictcanbe handled. into my exposure. Verbal communicat ion To overcome any shortage related to this skill, various activities such as audience speaking,music performanceanddialogue making can be best option inordertomakeopen communication with others to have one to one common transactionorinteraction with others. Soundsystemfor audienceappearance and reading material is required, so that verbal communication process willbefullyfledged and also in accordance with desired scenario. 1.5 months Theascertain outcomes will be appreciablealong withincreased communication strategyatthe higherand utilisedperiod over the period of time. Problem solving Varioustaskbased activities such as long case study,businessscenario creationalongwiththis playing game of sudoku is abestwaybywhich problem-solvingability willbeaccomplishedin ordertoascertainboth personalandprofessional development for the future durationoftime.Social based learning style is most importantwaytosolve among different entity and alsoledlonglive Practicalfunctioning, classroomtask,case studysolution, undertakingaptitude test, reasoning are some ofvaluableresources, which can be helpful to attainproblemsolving skills. 1.7 month Thepotentialto solvecritical problemswould berise,witha resultofsuch practices or fully- fledgedwork. Also, an ability to pursuecritical decisionmaking canalsoberise withan potential toaccomplish definedand targetedgoals being achieved.
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relationships. Learning Objective 4 P6 Undertake a job interview for a suitable service industry role Job interview process is necessary step which is focused towards hiring the most suitable candidate for given job requirements. Preparing the job interview is also one most critical situation, which needs to be handled in order to gain suitable results and outcomes for longer existence of the person (Huston, 2013). In Thomas Cook, candidate has been chosen for role of training & development executive, who is shortlisted after an initial screening process. For hiring candidate, there will be complete analysis of job interview process and along with knowledge over its strength and weakness to improve it further.The interview for hiring person for job role of T&D executive is as follows: Mock interview: This is a conversation between A as a interviewer and B as a interviewee. B: May I come in sir ? A: Ya..Sure A: Have a seat ? B Thank you A: First of all be relax and calm, then I will start your interview ? B: ready Sir A: OK. Telling me something about yourself ? B: My name is Jeff carry..................................... A: What motivates you for this job role ? B: Sir. I like interacting with people and sharing information is my passion. This has led about an interest in this job role. A: How of you considered yourself for this job ? B: Sir, my previous experience is lies under this role, in which I have prepared training module and prepared time table for an entire training sessions. This has brought a passionate interest in my matter of interest. A: What is your salary expectation ? B: As per my profile, my expectation is 15000 pounds per annum.
A: Nice to meet you Jeff. We will inform you back B: Thank you Strengths:The major positive about this interview is interviewee presence of confidence and power of motivation and excitement for this job role. Also, time management was enough to continue and complete this interview in given period of time. Weakness:The major was lack of transparency on behalf of interviewee, as he was short of documents, which is critical to hire him. CV was not properly aligned. Curriculum vitae Name: Jeff Carry Email:Jeff.123@gmail.com Age: 24 Years Profile:Charismatic personality looking for work opportunity in training & development sector to give development to different candidate person. Big responsibility will be overwhelming and responsive. Skills:Communication skills, power of analytical thinking along with problem solving. Knowledge:Master of business administration with specialisation in HR department or field of interest. Experience/training:I have internship experience of 3 months in Albion tours in training planning and induction. Language:English and French Traits:Polished personality, immense behaviour and cherish attitude. P7 Review key strengths and weaknesses of an applied interview process Well.. In my experience, interview was amazing and interviewer was knowledgable and there was clear one to one interaction which has led communication in an effective manner. I was experienced level of confidence in my personality along with increased motivation to be appear for future interview process and scenario building. Also, my abilities was on the top and as it was my first interviews, as I gained positive, as like primary experience future based exposure to be appear in more interview in search of right opportunity or in similar sector of job profile. Apart from strengths, I also experienced some challenges such as verbal transaction, due to breaks while talking with interviewer and also realised that I was feeling little nervous, as it
was my first interview. I am taking it as positive learning for future facing such process to crack it with desired outcomes.
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CONCLUSION From the above report, it has been concluded that professional practice & identity majorly required in context of personal development of a person. This involves development through identifying own skills and competencies, in case, there is any major which is required to be solved in given period of time. Critical evaluation of self skills and competencies has become important to developing any kind of shortcoming related to specific skills, competencies and abilities. Along with this, PDP has been resulted into suggestion towards overcoming any skills and competencies based shortcoming into an individual personality or exposure. Lastly, theories related to learning has been resulted into development of person's knowledge and information.