Professional Identity and Practice: Benefits, Expectations, and Evaluation

This document discusses the importance of ongoing professional development for different stakeholders, examines the skills and competencies expected by employers in the travel and tourism industry, evaluates personal skills and competencies as a hospitality manager, and explores various learning theories and approaches in professional identity and practice.

Professional Identity
and Practice

INTRODUCTION
Professional Identity and Practice can be explained as the process which allows the person
to develop their skills and knowledge in order to accomplish the goals and target within the
specific time period. In present scenario, an individual performs number of work and in order to
reach out to their satisfaction level and for the professional identify and practice can be effective
because it will simply allow to improve to the overall living standard of a person. In context of
the file, TUI Group has been opted which deals in the section of Travel and Tourism. Entity was
incorporated in the year 1923 where it’s headquarter is located in Hanover, Germany. This
respective file will contain some of the important information such as on-going professional
development as self-directed learning to enhance professional identify. Along with this, own
skills and competences will be focused including development approaches.
LO1
P1. Examine Key benefits of on-going professional development for different stakeholders
In present scenario, ongoing professional development process is one of the most crucial
process for any of the student or any of the other stakeholders. It simply allows to bring
improvement with product and services which are essential for any of the business entity. In
context of the service industry it is necessary for them to take the help of ongoing development
process because it is the only way through which they can take lead within the market by giving
competition to rivalry firms. In context of TUI Group, there are number of stakeholders who can
be benefitted from the ongoing development process. Some of the benefit that any of the
stakeholder can get are discussed in context of stakeholders.
Employer: This are the people within the entity who has the responsibility to take crucial
decision on a daily basis which can allow TUI Group to perform better within the market
(Mwalongo, 2011). As company conduct some of the ongoing process due to which the benefit
that employer of the company gets are:
 Ongoing personal development program will allow them to improve the brand image of
the organisation which is necessary in current scenario.
 They will be able to hire experienced workforce which is a basic necessity for any of the
entity.

 As employee will engage themselves within the ongoing process which will allow to
develop higher opportunity for an organisation.
Employees: This are the person who has the most important role within the business
organisation. As company like TUI Group focus on ongoing development process due to which
employee can get various benefits and those benefits are mentioned below:
 Employee will be able to achieve higher level of satisfaction level which is necessary in
current scenario.
 The most important thing is that their CV can be improved though which chances of
getting promotion increases automatically (Avalos, 2011).
 There will be higher opportunity for them to specific role through which higher income
can be generated.
P2. Investigation of Professional Employer Expectations of Skills and Competencies
In any of the organisation, employer have certain expectation from their employee because
that simply relates with the outcome of the company which is necessary in present scenario.
Similarly, TUI Group also have some of the expectation from their employees so that they can
contribute towards the organisation in accomplishing the goals and target within specific time
period. Some of the skills and competencies for which management of TUI Group is looking for
is mentioned below:
Skills: Creative Thinking & Initiative: In any of the business organisation, their employer have
the expectation and in the same manner employer of TUI Group has the expectation from
their employees that that they must be creative thinking. It is necessary because it will
allow them to attract more number of customers and even organisation will be able to
take some of those decision through which they can represent themselves differently
within the market. Use of Technologies: Modern world requires different types of technologies which can
make their work easy and fast to perform (Hadar and Brody, 2013). In context of TUI
Group, management is willing that their employer must be able to handle some of the
technologies like system software, and other technologies which has been installed within

the organisation. It is because customers will get higher level of satisfaction whenever
they will within the premises of Hotel. Confidence: It is necessary with the organisation like TUI Group that their employee
must have confidence while performing any of the business activity. It is necessary
because it will allow them to deal with any of the customer or party in an effective
manner which is crucial in current scenario.
Competencies: Teamwork: It is necessary for any of the organisation that their employee must be able to
work within the team because it simply allow them to perform better and even work can
be completed in short time period as well. Similarly, employer of TUI Group expect that
their employee must be able to perform their work by forming the team because it will
help them to reduce the chances of errors which is necessary in current scenario.
 Work Ethically: For the purpose of growth of an business organisation, it is expected by
employer that their employee will be able to work ethically which is necessary in current
scenario. In context of TUI Group, their employee should be able to take responsibility
where they must be able to work fairly within the organisation and also deal in decent
manner with customer because that directly allows them to accomplish their goals and
target (Olsen, 2015).
In short, this are some of the basic skills and competencies which are expected within the
employee of TUI group by their employer. Even company have focus on this respective
parameter at the time of hiring any of the employees within the entity.
LO2
P3. Critically evaluation of own skills and competencies
Looking at the given scenario, as a Hospitality Manager within the premises of TUI Group,
it becomes mandatory for me to evaluate each and every capability that I hold. It is necessary
because it will provide me the appropriate way that how any of the work is required to be done in
appropriate manner. Although, I am capable of performing my work in a systematic manner but
still there are some of skills which is required because that will directly allow me to perform

effectively and take competitive advantage within the market. Below, evaluation of my own
skills and competencies has been discussed so that effective decision can be taken for attaining
better results.
 Use of Technology: On a daily basis, technologies are changing which is very much
important in current scenario for performing any of the working an easiest manner. In this
particular area I would like to rate myself 8 of 10 because I have different types of
knowledge that how any of the technology is required to be used. Even I have the
knowledge in this respective field due to which I can easily guide my subordinates as
well that how they can improve their technical skill which is very much important in
currnet scenario.
 Willingness to learn and adopt: In this respective I can rate myself as 6 out of 10. It is
because I have an interest to learn something new on a daily basis which is very much
important. I know that skill I need to bring some of the improvement in this respective
area so that future goals can be accomplished (Cruess, Cruess and Steinert, 2016). Also, it
allows to bring some of the changes which is very much important as working in the post
of Hospitality Manager. My willingness to learn and adopt something new on a daily
basis can be helpful for the organisation like TUI Group which has been performing well
within the current market.
 Positive Attitude: Talking about this respective field I will rate 9 out of 10. It is because
I have seen myself having a positive attitude towards my work and even I receive
positive feedbacks as well from my sub ordinates because of the way I guide them. It is
one of those area which has been allowing me to accomplish my goals.
In context of the Hospitality Manager within the TUI Group, I have discussed some of the
important points which has been discussed below:
 Problem solving: It is necessary that any of the person working on the post of Manger
must have the capability to solve any of the issue which arises within the business entity.
In present scenario, I will rate myself as 7 out of 10 in this respective area. It is because
still there are some of the area where I am unable to solve some of the problems. But,
most of the time I find them through which organisation don’t have to face any of the
problem.

 Leadership: It is one of the area where I can easily rate myself 9 out of 10. It is because I
think that I am able to guide my subordinates that how they are needed to work in any of
the situation. This types of skill will allow me to perform my work within the premises of
TUI Group.
Personal SWOT Analysis
Strengths Weaknesses
 I have a great leadership skill which is
required to work within any of the top
level position within the organisation.
 I always like to show positive attitude
towards my work which is necessary
at present scenario (Hammond, Cross
and Moore, 2016).
 Making decision as per the
requirement of situation is one of the
area where I lack some times.
 Listing to the point of subordinate is
another area where I still need to
work.
Opportunities Threats
 If I can focus towards my work and
analyse different past situation then
there is huge possibility that I can
make effective decision.
 Not giving major focus towards
subordinates idea and view may create
issues for me.
Belbin Team Theory
It is one of the theory which can allow the organisation like TUI Group to form effective
team as per the requirement of organisation which will certainly have a great impact upon overall
result. This theory suggests about number of roles and that is Coordinator, completer, team
worker, researcher and many more. If all of this role can be performed by the specific person
then there is huge possibility that company like TUI Group can take huge lead within the market.
P4. Range of Learning Theories and Approaches
In present scenario, organisation or an individual can take the help of different approach
through which they can improve overall purpose of learning. Below, some of the approaches has
been discussed.

 Cognitive Approach: It is among one of the knowledge which is based on its retention
that how long an individual can retain their knowledge and idea. In context of TUI
Group, it can be one of the approach which they can easily adopt and it will be beneficial
as well for them because it will simply allow them to distribute roles and responsibility
which is essential in current scenario.
 The Humanist approach- One of the learning approach which is totally based on
experience that and individual holds is known as humanist approach. If company like
TUI Group adopt this respective approach, then their employees will be able to use their
past experience through which they target can be accomplished easily.
Although, company can take the help of number of approach but still they must be able to use
learning theory so that performance can enhance further. Below, there is a discussion about VAK
learning style which effective in current scenario.
VAK Learning Style: It is the learning theory which emphasis on the technique which people
likes use for the purpose of learning and growing within the market. In this theory, there are
different approach which people uses for the purpose of learning something new and that has
been discussed below.
 Visual- This is among one of the approach through which any of the people will be able
to learn something new with the help of video. In context of TUI Group, they will be
able to use this strategy for ensuring that their employees are able to understand that how
they are required work within the premises of a company (Harden and Loving, 2019).
 Auditory- The way of learning something new were it is necessary to ensure that
audience is able to get the point which management of TUI Group wants to make clear.
 Kinesthetic- This types of learning are realistic because people like to see that take
practical example as a source of learning. This particular approach can be effective for
the organisation like TUI Group
Although, this are some of the effective way through which any of the people can get
opportunity to learn something new but TUI can also take the help of Formal training where
company will focus on improving the overall performance. In addition, on the job training is
another option where organisation will train employee as per their requirement.

CONCLUSION
From the above discussion, it can be concluded that any of the ongoing development process
can be effective for the company because it directly or indirectly allow them to perform well.
Secondly, it is necessary for them to ensure that any of person must have different types of skills
and competencies because that directly allow them to take the help of learning approach and
theories.
REFERENCES
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administration and personal use. International Journal of Education and development
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Avalos, B., 2011. Teacher professional development in Teaching and Teacher Education over
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Hammond, R., Cross, V. and Moore, A., 2016. The construction of professional identity by
physiotherapists: a qualitative study. Physiotherapy. 102(1). pp.71-77.
Hadar, L. L. and Brody, D. L., 2013. The interaction between group processes and personal
professional trajectories in a professional development community for teacher
educators.Journal of Teacher Education. 64(2). pp.145-161.
Olsen, B., 2015.Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
Cruess, R. L., Cruess, S. R. and Steinert, Y. eds., 2016. Teaching medical professionalism:
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Harden, S. B. and Loving, K., 2019. Outreach and engagement staff and communities of
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