Professional Identity and Practice

This document discusses the importance of ongoing professional development for different stakeholders, examines the expectations of professional employers regarding skills and competencies, evaluates the author's own skills and competencies, and provides a professional development plan. It also includes a job interview for the hospitality sector.

PROFESSIONAL
IDENTITY AND
PRACTICE
Contents

INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Examine Key benefits of on-going professional development for different stakeholders....3
P2. Investigation of Professional Employer Expectations of Skills and Competencies..............4
TASK 2............................................................................................................................................5
P3. Critically evaluation of own skills and competencies...........................................................5
P4. Range of Learning Theories and Approaches........................................................................7
TASK 3............................................................................................................................................8
P5. Construction of a professional development plan to enhance chosen skills and competences
within a specific work context.....................................................................................................8
TASK 4............................................................................................................................................9
P6. Job interview for hospitality sectors......................................................................................9
P7. Key strengths and weaknesses of the job interview process...............................................10
CONCLUSION..............................................................................................................................11
REFERNCES.................................................................................................................................12

INTRODUCTION
Professional identity and practices might be characterized as an action accomplished for a
specific calling. There are sure aptitudes and learning capacities required for individual and
calling reason so as to execute jobs and obligations in an ideal manner. An individual need to
gain fundamental abilities and take part in professional advancement programs in order to hold
their employability inside an association. Such skills help an individual in ascertaining the goals
and objectives which he has set for himself with respect to his career. These skills and
knowledge would give required education to him in that field; this would enable the person in
getting a command into the skills. The current task an example of Hilton Hotel which is
occupied with giving cordiality administrations to the individuals of UK and across around the
world. It was set up by Conrad Hilton in the year 1919 and from that point to now such
association has more than 570 Hilton hotels and resorts properties in 85 countries and regions.
The venture examines the job of on-going professional improvement in an association and desire
for manager in worry of abilities and skills. The undertaking additionally portrays the scope of
learning speculations and approaches alongside a professional advancement plan. An all around
created prospective employee meeting to enlist aptitudes people are likewise referenced under
this report.
TASK 1
P1. Examine Key benefits of on-going professional development for different stakeholders
Ongoing development is extremely fundamental in an association as it guarantees nonstop
improvement in items, forms just as frameworks of an organization. It is basic to be embraced by
administration industry association to guarantee a maintainable development in the market and
predictable business execution. There are different partners who are profited by Hilton's ongoing
professional development (Clark, 2014). Key advantages for these partners are examined
beneath:
Employer
This substance incorporates Board individuals, supervisors, investors, and so on., who handle top
administration of Hilton. These elements experience a considerable amount benefits because of
ongoing developments in the organization. Advantages for bosses are referenced underneath:
 Employers inside Hilton could viably spare their preparation costs brought about for
development of workers as ongoing development practices would guarantee the
equivalent.
Ongoing professional development permits them to viably coordinate different HR works inside
the organization like Performance Management (Cullen, 2012).
Employees:

As an emotionally supportive network for Hilton, ongoing professional development guarantees
different advantages for representatives too. The advantages are examined as under.
 It improves future open doors for workers as they routinely grow new abilities and fitness
required for a smooth and steady profession development.
 This practice additionally sufficiently bolster these representatives in be effective in their
activity jobs which builds their activity fulfillment and urges them to achieve better
results.
Purchaser:
These are the explanation behind presence of an association and ongoing professional
development has certain advantages related with them as well. These advantages are as under:
Ongoing professional development guarantees better assistance quality to clients through which,
they will in general experience comfort just as better help from the association (Eteläpelto and et.
al.,2014).
 This additionally guarantees unconstrained tending to of clients' issues and successful
after deals administrations which is regularly valued by these people. In this manner, they
will in general connect with themselves with the organization for such predictable and
improved standards.
P2. Investigation of Professional Employer Expectations of Skills and Competencies
Professional Employers inside Hilton have certain desires from their workers which is basic to
guarantee predictable business execution and reliable development of the association.
Examination of these aptitudes and capabilities is referenced underneath:
Abilities:
Communication: As businesses in a help industry association like Hilton, they anticipate that the
representatives should have relational abilities. This is on the grounds that it is fundamental to
manage differing clients and tending to their need viably which could guarantee better strategic
policies (Goldie, 2012).
Problem-Solving: Employers at Hilton will in general agent obligations and duty and expect that
their workers viably perform at their best in these jobs. To guarantee this, it is a lot of expected
of them to unravel complex circumstances properly to make a smooth running of tasks certain.
Competencies:
Commercial Awareness: Employers expect workers of Hilton to know about new patterns for
consumer loyalty and actualize the equivalent viably inside the organization. Moreover, they

should likewise know about powerful arrangements of the organization and are required to cling
to them all through their commitment with the organization.
Teamwork: Another competency expected inside workers of Hilton is collaboration. Each
assignment inside the association requires these people to fill in as a group to successfully
achieve wanted outcomes. Along these lines, it is significant for them to create group ascribes so
as to keep up congruity inside the association and set up solid workplace (Izadinia, 2013). While
working into teams, the behavior of the team members should be every much empathic and
understanding. They must work into a single team where all their work is divided and allotted to
every person. The members should listens to another person and agree upon other person
opinions and viewpoints. In a team the communication level should be every much transparent
so that it eliminates the duplication and confusion of work.
Every one of these aptitudes and abilities are unquestionable requirements in workers of Hilton.
Moreover, these properties are likewise significant as they would set powerful boundaries for
new expected workers to be recruited inside the association.
TASK 2
P3. Critically evaluation of own skills and competencies
According to the given circumstance, as a HR official at Hilton hotel it is imperative for me to
assess my capacities and abilities in an ideal way. This will help me in continuing my jobs and
duties in a legitimate manner. In this regard, I need a few abilities that will causes me in
increasing upper hand over adversary rivals in an invaluable way. Assessment completed for my
capabilities and aptitudes are referenced underneath:
Joint effort and Cooperation: I am extremely extraordinary in sorting out and partaking with
my subordinates. In light of this I am prepared to handle some confusing conditions in solitude
commitments. I am prepared to complete my endeavors with associates inside the distributed
schedule opening (Jackson, 2016). In stress with coordinated effort and cooperation I rate myself
7out of 10, as I am prepared to handle and finish my assignments with my partners on time.
Furthermore, I am constantly stressed over contribution support to my subordinates from my
side.
• Willingness to learn and receive: In stress with the eagerness to learn and embrace I rate
myself 7 out of 10. In view of my own examination, I saw that I am intrigued to learn and
receive new things in stress with development. This licenses me bolster well at my employments
and obligations as Human Resource Officer. Hilton Hotels by and large makes change and
adjustment in the game plans along frameworks as a result of which I need to learn, embrace and
execute as showed by developing systems. My eagerness to learn and embrace empowers me to
help in the working environment of Hilton Hotels.

• Positive Attitude: In this regard, I will rate myself as 9 out of 10. This is on the grounds
that I am an extremely certain while playing out my work because of which I gets a great deal of
positive remarks because of which I effectively acquire positive results even in troublesome
circumstances.
For my skills as a HR official in prestigious Hilton hotel, I have referenced a few focuses that are
examined beneath:
Problem illuminating: for this situation, I will rate myself 8 out of 10 (Johnson and et. al.,2012).
This is on the grounds that I am acceptable in discovering answers for various issues an issues
without getting extremely focused. This competency causes me in supporting a positive domain
at my work environment.
Leadership: Leadership refers to the degree towards which a person can influence another person
or a group of persons to head into the direction at which the leader wants them to head. A leader
should have the many qualities, some of them includes empathic, confident, honest, a good
listener who listens to the opinions and ideas for other people, good communicator, frame
mission and vision for the people or for the company and the so forth. A leadership quality is a
must to inculcate in a human being. In setting of authority, I will give myself 6 out of 10 as I am
not competent in driving and affecting individuals in a legitimate way which shows that I require
a few upgrades in these abilities.
Customer Service: For this, I rate myself as 9out of 10. This is because of the way that I have
great correspondence and relational aptitudes that encourages me in understanding the
necessities and prerequisites of clients in a legitimate way (Marañón and Pera, 2015).
Personal Skill Audit
Learning Skills Target Proficiency Existing Proficiency
Aptitudes:
Inspirational Attitude
Eagerness to learn
Cooperation
10 9
10 8
10 7
Abilities:
Team Handling
Target Proficiency Existing Proficiency
10 6

Examination Capabilities 10 9
Competencies
Customer Service
Administration
Critical thinking
Target Proficiency Existing Proficiency
10 9
10 6
10 8
P4. Range of Learning Theories and Approaches
For a particular activity job like HR Officer, it is essential to survey different learning
speculations just as approaches which are of most extreme significance to exceed expectations
the given activity job. These methodologies and speculations are assessed underneath:
Learning Theories:
 Cognitivism: This hypothesis depends on internal mental exercises and gives accentuation
on different mental procedures like knowing, memory and critical thinking (Salifu and
Agbenyega, 2016). This is a fundamental hypothesis to be followed in a help industry
association which requires dynamic grain capacities and viable dynamic.
 Constructivism: According to this hypothesis, learning is a functioning just as useful
procedure. Self abstract portrayals are built by people of target real factors. Representatives
through this methodology could learn different ideas, strategies and procedures through
speculation of condition just as close to home encounters.
Learning Approaches:
 Kolb’s Learning Cycle: This approach chips away at four successful phases of learning. The
primary stage is tied in with experiencing another experience. At that point the subsequent
stage requires the student to watch the involvement with terms of deciding irregularities
among understanding and experience. Third step calls for plan of unique ideas, i.e., new
thought or alterations. In conclusion, students apply these thoughts successfully.
VARK Learning Style: According to this hypothesis, there are a few different ways to
successfully order learning styles which could assist students with learning in a suitable and best
way. This hypothesis worries upon four essential learning styles. Visual Learning, Audio
Learning, Reading/Writing Learning and Kinetics (Sutherland and Markauskaite, 2012). Polls
are driven down and as per its score; it is decide the sort of style most appropriate for the student
to get a handle on new ideas and techniques.
All these learning speculations and approaches are very powerful for a person to learn and
successfully improve their psychological capacities. Be that as it may, for my job as a HR

Officer, the most proper learning hypothesis is Constructivism Theory as it would assist me with
improving my insight through close to home understanding. In addition, it would likewise permit
me to test the speculation through different social arrangements. With respect to learning
approach, VARK learning style is by all accounts the most able methodology as it adequately
sets down procedures to pass judgment on the most proper learning style which would assist me
with exceeding expectations my job later on (Tracey and Hutchinson, 2018).
TASK 3
P5. Construction of a professional development plan to enhance chosen skills and competences
within a specific work context.
The PDP which I have decided and plan for myself is described as below:
Target Action to achieve Evidence of
completion
Target date
To oversee solid
relations with clients
and subordinates by
figuring an
inspirational mentality.
By actualizing and
embracing new
aptitudes related with
this in a convenient
way.
Clients trusting and
esteeming my words.
In 65 working days
More enthusiasm in
learning and receiving
new abilities.
Perusing new books,
diaries and magazines
By refreshing my
insight about
organization and its
guidelines.
In 85 working days
Spurring more myself
for work.
Set myself up to
achieve all the
undertakings on time
this is being given by
the high specialists
through doling out
errands to
subordinates.
Finishing allocated
work in a convenient
way.
In 100 working days

TASK 4
P6. Job interview for hospitality sectors
Job interview is characterized as a technique wherein distinctive number of components which
are indispensable for the execution and advancement of job related obligations and jobs. In such
manner, a job portfolio s arranged in regard with Hilton hotel which is referenced underneath:
Job Portfolio
Organisation: Hilton Hotels
Division: HR Officer
Job Title: Hospitality Industry
Job Location: Britos, Maryland, U.S
Working conditions : 7 Hours
Job Summary
Hilton Hotel is a famous hotel in friendliness division and going to recruit a person for the post
of HR office. Association needs somebody who can keep up numerous work and continue a
positive conduct with customers.
Role
 Hire able workers
 Formulating a suitable competency maps for effective working
 Assuring needs of customers and building a solid connection with them in an ideal way.
PERSON SPECIFICATION
Organisation: Hilton Hotel
Job Title : HR Officer
Qualification – MBA from recognised university
Essential Criteria:
 Salary exchange
 Good relational abilities

 Able to deal with client needs and wants properly
Desirable criteria:
 Above three years of involvement with friendliness area.
 Fast student with exact dynamic limit.
CURICULAM VITAE
Curriculum Vitae
Name: Daniel jones
Address : 16th lane, United Kingdom
Phone No. – 4548546856
Profile outline: MBA in showcasing with 3 years' involvement with friendliness area. I wish to
work for a firm where I can build up my profession alongside improvement of aptitudes and
information.
Specialisation:
 Capable in pay exchange
 Providing fulfillment to customers by dealing with their wants and necessities.
Educational qualification: -
 Bachelors in Human resource Masters in Business Administration.
Declaration: I affirm that previously mentioned subtleties are precise about me and as per the
degrees and endorsement which I have gotten structure my college.
Date : 6 April 2019
Place : United Kingdom
These are a portion of the means which are connected with the job interview forms that
must be trailed by the director in Hilton hotel. This will profit the organization in selecting right
applicants which can oversee work even in troublesome and evolving circumstances. This will
continue a positive workplace inside organization.
P7. Key strengths and weaknesses of the job interview process
Strengths or qualities of Job interview process

Fundamental preferred position of this job interview method is that it allows the candidates and
possibility to carryout required upgrades by learning structure their mix-ups which have they
performed during interview (Trede, Macklin and Bridges, 2012). By this the mix-ups can be
redressed and the presentation of representatives can be improved in a significant way. In Hilton
hotel, this procedure will be efficient and this will help in choosing the correct applicant in
briefest timeframe. Higher specialists and administrator in organization poses various types of
inquiries to the competitors because of which their expert and scholastic information can be
recognized in an ideal way. In addition, this procedure will help in supporting appositive
connection among interviewer and applicant. By this, job interview procedure will profit Hilton
hotel in accomplishing their authoritative methods in a legitimate way. By conducting the
interviews the employer or the HR people would get to know about the actual personality of that
candidate. From interview the HR would know about the degree of truth he has written in his
CV, has he inculcates the same skills and experience which he has shown into the letter or he just
has faked it.
Weaknesses or threat points of job interview
A fundamental shortcoming related with this representative enrolling process is that various
types of inquiries are posed to the applicants by the interviewer because of which they fell
anxious. These outcomes in their diminished degree of exhibitions. Different shortcoming is that
the administration n Hilton hotel have upgraded the timeframe for the interview procedure,
because of this numerous competitors unfit to focus appropriately. Another shortcoming is that;
this procedure requires substantial venture because of which incomes of organization can get
affected. Conducting an interview rounds are a very much headache for the HR department as
they first need to sent the invitations to the people so that they can come over to attend it. Then
they need to conduct the rounds among which they have to select the required number of
candidates for the job which they believe can be an asset for the organization. It is generally a
long and hectic process for the HR people (Willetts and Clarke, 2014). Also it can usually be
possible that the HR people also won’t be able to find the candidates for which they are looking
for.
CONCLUSION
From the report discuss above, the leadership skills or the personal skills which an
individual needs to generate into himself are mentioned. Every individual has a dream set for
him. In which he makes plan about how he going to achieve that dream. And to achieve that
stage he needs to get knowledge and skills which are considered mandatory to have. The report
talks of leadership style and the evaluation of own skills and knowledge with respect to the
market need. In the report the ongoing need to acquire the professional skills also mentioned and
how it can benefits the other stakeholders like employer, employee, and customers and so on.

REFERNCES
Books and Journals
Clark, P. G., 2014. Narrative in interprofessional education and practice: implications for
professional identity, provider–patient communication and teamwork. Journal of
Interprofessional Care. 28(1). pp.34-39.
Cullen, F., 2012. An investigation in culinary life and professional identity in practice during
internship.
Eteläpelto, A. and et. al.,2014. Identity and agency in professional learning. InInternational
handbook of research in professional and practice-based learning (pp. 645-672).
Springer, Dordrecht.
Goldie, J., 2012. The formation of professional identity in medical students: considerations for
educators. Medical teacher. 34(9). pp.e641-e648.
Goldie, J., 2012. The formation of professional identity in medical students: considerations for
educators. Medical teacher. 34(9). pp.e641-e648.
Izadinia, M., 2013. A review of research on student teachers' professional identity. British
Educational Research Journal. 39(4). pp.694-713.
Jackson, D., 2016. Re-conceptualising graduate employability: The importance of pre-
professional identity. Higher Education Research & Development. 35(5). pp.925-939.
Johnson, M., and et. al.,2012. Professional identity and nursing: contemporary theoretical
developments and future research challenges. International nursing review. 59(4).
pp.562-569.
Marañón, A. A. and Pera, M. P. I., 2015. Theory and practice in the construction of professional
identity in nursing students: A qualitative study. Nurse Education Today. 35(7).
pp.859-863.
Salifu, I. and Agbenyega, J. S., 2016. Teacher motivation and identity formation: Issues affecting
professional practice. MIER Journal of Educational Studies, Trends and
Practices. 3(1).
Sutherland, L. and Markauskaite, L., 2012. Examining the role of authenticity in supporting the
development of professional identity: an example from teacher education. Higher
Education. 64(6). pp.747-766.
Tracey, M. W. and Hutchinson, A., 2018. Reflection and professional identity development in
design education.International Journal of Technology and Design Education. 28(1).
pp.263-285.
Trede, F., Macklin, R. and Bridges, D., 2012. Professional identity development: a review of the
higher education literature. Studies in Higher Education. 37(3). pp.365-384.
Willetts, G. and Clarke, D., 2014. Constructing nurses’ professional identity through social
identity theory.International Journal of Nursing Practice. 20(2). pp.164-169.