Professional Identity and Practice

Running head: PROFESSIONAL IDENTITY AND PRACTICE
PROFESSIONAL IDENTITY AND PRACTICE
Name of the Student
Name of the University
Author Note

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Table of Contents
Learning outcome 1 and 2...............................................................................................................2
Professional development: Skills, competencies, learning and development.................................2
Introduction..................................................................................................................................2
Background..............................................................................................................................2
Hotel overview.........................................................................................................................2
Expected skills and competencies...............................................................................................2
Evaluation of benefits and importance........................................................................................3
Review of learning theories.........................................................................................................4
Critical evaluation of personal abilities.......................................................................................5
Best developmental approaches to enhance professional development......................................6
Conclusion...................................................................................................................................6
Learning outcome 3.........................................................................................................................7
Development plan within specific work context.........................................................................7
Development plan for Skill enhancement, strategies and objectives......................................7
Learning and developmental theories......................................................................................8
Expected Outcomes...............................................................................................................10
Learning outcome 4.......................................................................................................................12
Transferable skills for job application.......................................................................................12
Job Interview.........................................................................................................................12

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SWOT analysis......................................................................................................................16
Reflection on Interview.........................................................................................................18
Bibliography..................................................................................................................................19

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Learning outcome 1 and 2
Professional development: Skills, competencies, learning and development
Introduction
Background
The focus of this part of the study is to analyze, evaluate and generate subsequent
findings concerning the various aspects related to the job roles of a trainee HR officer. The study
is being carried out in order to form a written development plan for the enhancement of personal
skills. Subsequently, this can provide a framework for better management of job roles.
Hotel overview
The hotel being considered is the five star Ned Hotel in London. The hotel was started
with the help of Nick Jones, the founder of Soho House and Co. The hotel is owned and
managed by the Soho House and Co with the Sydell group as a partner. The company runs 37
hotels and restaurants across the world along with 18 members club with bedrooms. The hotel
overlooks the St. Paul’s cathedral. The hotel has 250 bedrooms that range from intimate to large
suits (Thened.com 2018). All the rooms of the hotel have access to the Ned’s club that is on the
ground floor. However, only the large, grand heritage and heritage rooms and suites have access
to the clubs both upstairs and downstairs. The hotel offers memberships and is complete with
Gym, Spa, swimming pools and many other important areas.
Expected skills and competencies
The required skills for the job role of an HR coordinator are confidence towards being an
independent worker, flexibility and effective levels of communication. However, these are only
the required skills as the roles and demands of the job are much greater (Ricci 2010). In the Ned

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hotel the requirements for a HR officer are diverse. This is because the Ned hotel in London has
various types of service divisions. They are mainly the spa, restaurants, grooming and bedrooms.
The hotels needs to recruit differently skilled people for its rooms and suits, restaurants,
grooming and spa facilities, events and meetings and clubs. Hence, the roles of the HR
department becomes much more important considering the facilities that are offered by the Ned
hotel.The HR officer need to attend important meetings for the HR manager. The various events
that the Ned hosts throughout the year also needs to be coordinated by the HR officer. It becomes
much important that the HR officer helps in the maintenance of important data. The payroll and
the absence data for the Ned need to be maintained along with the employee statistics. The hotel
also organizes food festivals for the staffs and staff parties at times. The major part of the
responsibility at these times needs to be taken by the HR officer (Lo, Macky and Pio 2015). An
important part of the job of the HR officer at Ned is to resolve the conflict issues that may take
place between the management and the workers. This needs to be done in regards to all the
different divisional areas of the Ned Hotel in London.
Evaluation of benefits and importance
The Ned Hotels in London is one of the most important accommodation organizations in
the city and the country. The benefits that can be derived from being a trainee HR officer in the
organization can greatly influence the future developmental prospects of a person. Being a
trainee HR officer in the Ned means that a person will be exposed to the organizational aspects
that concerns the large accommodation enterprises. The professional aspects will be greatly
enhanced as at the initial stage of the career, the person will get to know all the significant
factors that affect employee management in large enterprises. The Ned is one of the most
significant five star hotels in London and after a certain time working for such an organization

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can greatly increase the confidence required to work independently. The significant criteria for
self-development and organizational perception will be essentially generated through working
for the organization. Working for the Ned will mean that as an HR officer, a large number of
people in significant organizational positions. This will help in the effective acquiring of
knowledge from these people. Working for a large enterprise such as the Ned will mean that as a
professional one is ready for the future endeavors in the HR field (Thened.com 2018). More
importantly, the very foundations for a successful career in the organization itself will be
established if excellent levels of performance can be provided. Personal development requires
much more than simply understanding the work. It requires the better perception of the
organizational processes that an individual has to be a part of to effectively development of
career (Pantho and Tiantong 2015).
Review of learning theories
Learning theories help in the process of personal and professional development.
Throughout the process of the training there can be various theories that can be applied in the
given scenario. The theory given by Kolb, states that knowledge is the result of experience that is
transformed (Kolb 2014). The theory is based on the realistic assumption that learning is best
generated through a process rather than outcomes. It focuses more on the experiences that are
gathered rather than theoretical or perception based knowledge gathering. The knowledge
gathered is hence a crucial aspect of generating adaptation to the environment where people will
engage as professionals. This is the theory that can be greatly applied to this case. This can
greatly explain the holistic process that actually ends in the positive development of individuals.
These learning theories can provide better results for any trainee. In case of the trainee HR
officer this process can bear greater results as the hospitality industry functions largely in