Professional Identity and Practice

Professional Identity and Practice

INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
TASK 1............................................................................................................................................1
P1. Evaluate the key benefits of on-going professional development for stakeholders within
organization.................................................................................................................................1
P2. Investigate the expected employers skills and competencies within organization................2
TASK 2............................................................................................................................................3
P3. Assess own abilities, skills and competencies for specific job role......................................3
P4. Review the range of learning theories and approaches which are used for professional
development.................................................................................................................................4
TASK 3............................................................................................................................................6
P5. Produce a development plan to improve individual skills and ability in specific job context
.....................................................................................................................................................6
TASK 4............................................................................................................................................8
P6. Undertake a job interview for any service industry...............................................................8
P7. Review the key strengths and weaknesses of job interview process...................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Professional identity refers to the individual attributes, beliefs, values, intentions and
perspectives etc. Development of a professional identity within circumstances of marginalized
cultural identification creates a complex challenge (Bowen, 2018). Organization is capable of
professional development through improving the current skills of the employee. For a deeper
understanding of this concept, Hilton Hotel & Resort picked. This evaluation includes the
following topics including the significance of ongoing professional development, evaluation of
one's own skills, abilities and capability through the use of different learning methods. This also
includes the career learning program to enhance their skills and better explain the method of
hiring employees or show the performance of people during the interview process.
MAIN BODY
TASK 1
P1. Evaluate the key benefits of on-going professional development for stakeholders within
organization
Overview:
Hilton Hotels & Resorts also known as Hilton Hotels which is a multinational chain of
hospitality industry (García-Martínez and Tadeu, 2018). The organization originally was
founded by Conrad Hilton. There have already been 586 hotels in 85 countries around the world
covering six continents, and 215,623 rooms, since around December 31, 2018. That includes 66
residences with 20,264 bedrooms acquired or rented, 276 with 119,594 rooms owned, and 244
with 75,765 rooms privately owned and operated.
Benefits of on-going professional development:
Continued professional development is a dynamic process of tracking and promoting the
skills, abilities and knowledge those subscribers through formal and informal way of working,
even beyond initial training (Brooks, 2018). This is a directory about what people experience and
learn to apply afterwards. The ongoing cycle of career development permits individuals to
control their own development continuously. The goal is to help someone to document, evaluate
and discuss what they're learning from. It has some benefits which are as follow:
 Trained personnel: Ongoing professional growth is endurance and training that helps
the organization to enhance its workers' talents, capacities and companies. It helps to
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build skills for hotel workers and further assists the managers of Hilton Hotel to carrying
out daily basis operations and maintenance practices. Trained staff seeks to achieve
business priorities and targets by delivering quality resources to customers.
 Employee’s ability to interact: It will increase employee participation through the aid of
career learning services, which can help maximize productivity and performance
(Fernández-Balboa and González-Calvo, 2018). It also helps in improving individual
confidence and productivity along with overall performance.
 Encourage team members: As employees, the numerous learning and training programs
are applied to improve their expertise and skills. And the hotel employees are able to
work safely or effectively. Ongoing professional growth enables the Hilton Hotel
managers to encourage their staff to fulfil their mission or increase productivity and fulfil
company's goals.
P2. Investigate the expected employers skills and competencies within organization
There are other skills as well that a worker need who was working in a hospitality sector.
Skills are required depending upon the specific position and Hilton’s manager considers the
appropriate Hospitality Manager Position capabilities:
 Soft skills are characteristics of personality and interpersonal skills which define the
connections between a person and others (Avidov-Ungar and Forkosh-Baruch, 2018). Soft
skills are seen as an addition to hard-working experience that refers to the technical
capability of a person.
 Hard skills, such as writing, practicing arithmetic, accessing computer programs, dispute
solving, critical thinking, capable of learning and observable.
 Customer support expertise would be in persons and then have the ability to understand
customer desires or will with this knowledge, and therefore allow the employee to optimize
customer interaction by utilizing these expertises.
In the background of Hilton Hotel, the senior management required some different skills for
Hospitality Manager Role and some of them are as follow:
 Effectively communicate: These are the most useful practices for communicating with
clients in the job of Hospitality Manager (Burns and Cruikshanks, 2018). Therefore contact
is important to assess the desires and expectations of guests as they arrive at the hotel. The
management team of Hilton Hotel will make sure that this knowledge base is in Hospitality
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