Professional Identity and Practice | Assignment

PROFESSIONAL IDENTITY AND
PRACTICE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
Importance of ongoing professional development and self-directed learning ...........................1
LO 2.................................................................................................................................................3
SWOT Analysis for HR Manager...............................................................................................3
Learning theories to explain personal and professional development process...........................5
LO 3.................................................................................................................................................6
Professional Development Plan .................................................................................................6
Learning and development theory for understanding the development plan .............................8
Comprehensive Development Plan.............................................................................................9
LO 4...............................................................................................................................................10
Prepare a job interview in a controlled environment................................................................10
Key strengths and weaknesses of the job interview process ....................................................11
Critical reflection......................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Professional identity can be termed as one's own practices which can be created through
the attitude and professional skills that can be developed by an individual. Professional
development at the work place helps in defining the culture and structure of the Hilton hotel.
This study is based on the professional development in the Hilton hotel. This report will help in
identifying the skills and understanding that develops the importance of in-going professional
development and self directed learnings that enhance the career opportunities in Hotel. It will
also help in accessing own skills and competences along with different approaches techniques
that will help in enhancing the professional development of the employees. This research will
also help in designing the professional development plan of the Hilton hotel. This study will also
provide various range of service industries and transferable skills that preparing a job
application.
LO1
Importance of ongoing professional development and self-directed learning
Continues professional development is important because it ensures the constant growth and
development of the employees in order to acquire the skills and knowledge of the business.
Also, self-directed learning can be defined as the process in which individual takes initiative for
diagnosing their learning needs. Employees of the Hilton hotel possess growth and Because of its
continuity in development and growth, it can be termed as ongoing process that always increases
throughout the journey of one's professional career. The employees generally performs the tasks
in which they are more. Although, it has been a major problem advancement of technology
always increases the skills' gap that need to be properly adopted by the staff members of Hilton
hotel. Various importance of self directed learning and Continues professional development of
the employees in Hilton hotel are elaborated below
Increase Retention
In many organisations where managers are cutting their cost for various opportunities like
training, in this era where all the employees are comfortable with their daily duties. Managers of
Hilton hotel are promoting the training campaigns for their employees to improve the skills and
updated use of technology. So this company also provides rewards and recognition to the staff

members for their good work which also helps them to acquire self-directed learning which
contributes towards the professional development.
Builds confidence and credibility
When employees believes in their good performance then it develops the sense of
confidence and credibility in their attitude. This motivates them to learn more skills and
knowledge. Providing training to the staff members of the Hilton hotel provides various career
opportunities and helps them in development of professional growth within the company.
Makes succession plan easy
Professional development plans are great tool that builds future leaders and supervisors
for Hilton hotel. Managers of the hotel believes in promoting their existing employees rather
them hiring the leaders from outside. Promotional activities makes staff members believe that
they can have a long career in Hilton organisation. This motivates the staff members and also
providing the timely trainings helps them to reduce the knowledge gap[s that are inevitable with
turnover and outside hiring.
Improves efficiency
Professional development not only offers set of new skills but also allows the staff
members to learn various new concepts in trainings. Proper and timely professional development
can also help in gaining new skills that will help them to approach their new profiles for job.
CPD helps in increasing the interests of the employees towards learning new techniques for
performing the operations of the Hilton hotel so it also builds the self-directed learning among
individual.
Recognise staff members
Professional development helps in changing the monotony of every day work and it also
provides the energy to develop a creative idea among workers of the Hilton hotel. This builds the
interest among employees in order to perform other new tasks. This helps them to improve their
perspectives and ideas that leads to the greater productivity and efficiency of the Hilton hotel. It
directly forces them to contribute towards self- directed learnings.
CPD ensures updated skills and knowledge

Continues professional development improves the skills and understanding of the
employees. It seeks them to introduce more new techniques in order to improve the operational
efficiency of the Hilton hotel. Increased skills and knowledge also helps them in improved
knowledge regarding the updated technology of the business and it motivates the employees to
peruse more skills which can be determined as a self-directed learning.
Different stockholders are included in promoting the professional environment in the
company such human resource team of the Hilton hotel, learning and development team within
the company and managers of Hotel etc.
Professional employer within Hilton hotel expects to develop the dynamic employees
who can handle all the job profiles. In order to make the dynamic employee in hotel manager
need to train such employees. So on-going professional development helps in perusing the
updated knowledge and skills to contribute towards the sustainability of the hotel.
Manager of the Hilton hotel is searching for the job profile of Food and beverage Deputy-
manager to judge the quality of nutrients within the food produced in the hotel. So according to
my knowledge and concepts as I have a 4 years of experience as working in food and beverage
department. I can be able to predict the value of nutrients and quality of food which is required
by customers. Employer's expectation is to check the quality of food produced by the employees
and correct them in maintaining the accurate nutritional value in eatables. So I have lot of
knowledge in checking the nutrients such as quantity of fats, vitamins and minerals used in food.
On the other hand I have not worked this but after taking proper trainings I will be able to match
the expectations of the employer.
LO 2
SWOT Analysis for HR Manager
SWOT Analysis is a scanning tool to understand the strengths and weaknesses along with
giving insights on the possible threats and budding opportunities for the overall development of
an individual. In regard to this, I am going to assess my competencies and skills to comprehend
the overall progression at professional level as a Human Resource Manager.
STRENGTHS
 Confident and quick decision maker
WEAKNESSES
 Needs to be more resilient for

that helps in smooth running of
operational activities
 Good interpersonal skills to make
networking strong
 Can work under pressure and is
problem solver
 Team building skills are appreciative as
support in understanding the needs of
people around me
overcoming the challenges in proper
manner
 Workaholic and do not fix my schedule
while working and it tends to overtime
 Impatient and this result in negative
effects on the overall environment at
workplace
 Overpowering which leads towards
discomfort while working in group
OPPORTUNITIES
 Can explore and learn new concepts
and technologies for self-growth
 Improving the technical skills by
adopting training modules
 Learning new models, software etc.
with respect to other department to give
proper training and maintain the
workplace's environment
 Using available resources and
technologies for optimizing the
company's resources
THREATS
 Competition in the market for the same
position can take place as hospitality
sector is one of the most competitive
industries
 Lagging behind in the knowledge
department as compared to
subordinates and colleagues
 Inefficiency in solving conflicts and
problems at workplace would affect the
surroundings and might led to
communication gaps
 Weak employees' engagement can lead
to questionable remarks on complete
overview of the job role

Learning theories to explain personal and professional development process
Learning theories assist individuals to analyse and identify their shortcomings and paved
the path of self-improvement by retaining and recalling the knowledge principles in promoting
learning for complete growth at professional level. With respect to the same, there are mainly
three learning theories that are useful and consists of behaviourism, cognitivism and
constructivism (Trede, Macklin and Bridges, 2012).
Behaviourism- This theory has the ideology that existence of knowledge is external and is
independent of any factors. It is a systematic approach that infers on the understanding aspects of
human and the relationship with others. Along with, this shed light on the stimulus-response
behavioural quotient that states the significance of communication for learning through
observations and experimental research. However, it is a theoretical viewpoint which is adopted
by professionals to improve their creative thinking along with problem solving abilities.
Cognitivism- It is one of the effective learning theories that define the mental ability of an
individual for their development and growth. This is essential in assessing the reasoning and
logical factor for proper evaluation of functions and concepts through several factors like
retention power, good memory, thinking ability and more. Moreover, it is imperative for
professionals to understand and build relationships using the changes in their attitude or
behaviour in positive manner. Hereby, professionals must use this for improving sensations in
relation to the environment and give undivided attention through emphasising on intelligence,
language and thought process.
Constructivism- It is that type in which the focus is on the philosophical perception of
knowledge. Furthermore, it is mainly related to developing one's own understanding and
viewpoints by practically implementing the knowledge through experience and reflection.
Consequently, this theory affects the direct execution of the principles adopted by humans. In
regard to this theory, professionals must be able to recognise and acquire the opinions, ideas etc.
for doing their jobs and fulfilling the expectations in the best possible manner. Also, it leads to
the self discovery and help in bringing radical changes that would be based on social learning
through active participation.

Hereby, the most appropriate developmental approach to develop personal and
professional skills for HR Manager is Constructivism. This has laid the foundation of reviewing
the personal satisfaction through collaborative and self-guided emotion. It has further proved
beneficial as it accelerates the learning ability of individuals through proper and constructive
channels that foster progression at steady rate.
LO 3
Professional Development Plan
It is the plan to understand the importance of improvement process in bringing effective
changes to grow and achieve objectives in appropriate manner.
Activities/skills Resources Time frame Importance
Resilience By interacting with
inner circle to get
Within six weeks, I
can practice by facing
This would assist in
gaining insights to
Illustration 1: Theories of learning
(Source:Kelly, 2012)

perspective. Along, I
could refer to self help
books, magazines and
journals to gain
knowledge
critical situations with
more practicality and
understanding
segregate the
challenges associated
with any emergency or
critical situation.
Moreover, it helps to
lay the foundation of
coming back to being
normal by
understanding the pros
and cons effectively.
Patience Level By joining meditation
or yoga classes for
relaxation purpose.
Along with,
understanding the
person's situation by
communicating and
clearing the queries
and dilemmas. This
would indirectly
increase my active and
empathetic listening
abilities. Along with, I
try to withhold my
feelings and outbursts
by being focused.
I need four weeks
duration to improve
the patience level
It will help in
maintenance and
management of
business environment
through proper
channels. Sudden
outbursts could
hamper and bring
negativity and it can be
minimised by
controlling it
Workaholic approach By making schedule
and maintaining to do
list. Along with, avoid
procrastination by
I need two weeks
period to bring this
balance
One needs to have this
work-life balance for
enhancing the quality
of lifestyle and

prioritizing the
responsibilities.
Furthermore, there
must be clear
distinction between the
time allotted or
deadlines so that
planning or developing
a plan could take
place.
maintaining the
relationships in loner
terms. Moreover, it
assists in having
personal time which is
necessary for entire
body and mind to
prevail sanity.
Learning and development theory for understanding the development plan
Kolbe's Learning Process is one of the learning and development theories that can be
underpinned to clearly demonstrate the significance of its key-points in managing the job as a
HR Manager at Hotel Hilton. This model has been categorised into four types such as diverger,
assimilator, con-verger and accommodator. Personally, I feel that diverger and assimilator are
the roles that must be promoted and adopted in my department for fulfilling the expectations and
demands of the employers of my hotel. This would lay an understanding as diverger provides a
concrete reflective approach in collecting the data and information and assist in eliminating the
conflicts. Moreover, the assimilator reflects on the reasoning and logical aspects to bring a sense
of control in an organizational context.
In regard to the above theory, it is essential to propose the utilities of qualities and
attitude components through incorporating the above mentioned categories for proper running of
work at Hotel Hilton. Since hotel industry is always on toes and does not sleep, thus it is
understandable that some constant changes must be implemented to reap benefits. Along with,
there must be emphasis on employees' engagement through consistent efforts and transparent
communication channel (Mellin, Hunt and Nichols, 2011). Lastly, this would be beneficial in
reviewing of one's experience and concluding it through an active planning for better outcomes
in terms of profit generation and revenue management.

Comprehensive Development Plan
SMART is a one way stop that emphasis on the improvisation procedure to bring a
structured monitoring and supervision to achieve the objectives (Wald and et.al., 2015).
Specific: This sets the target of improving the skills or those areas that need to be improved. In
my case, these are resilience, patience level and workaholic approach.
Measurable: These are measurable as a specific time-frame would push the forward button in
initiating the project properly.
Attainable: It shed light on the accomplishment aspect to reach the desired goal that have been
pre-defined in the specific step.
Realistic: These are based in real time and can be achieved with dedication and utmost sincerity.
Timely:These specified targets are time-restricted and are related with the tracking to know the
progress and overall analysis.
Illustration 2: Components of Kolbe's Learning Process
(Source:McLeod, 2017)

LO 4
Prepare a job interview in a controlled environment
Job Interview has been conducted for the post of Food and Beverages Deputy Manager in Hotel
Hilton. The interview round is direct one to one interaction between the HR manager and the
candidates.
Questionnaire:
1. Give a brief introduction about yourself.
2. What is your biggest strength?
3. What are your weaknesses
4. How did you know about this vacancy?
5. Why should we hire you?
6. How will you contribute in our organization in the F&B department?
7. Where do you see yourself in 5 years?
8. What are your expectations from this profile in terms of responsibilities?
9. Why did you leave your last job?
10. Do you any queries.
Illustration 3: Components of SMART Goals
(Source:SMART Goals, 2018)

Key strengths and weaknesses of the job interview process
The process was direct and was based on one to one interaction. Here, the ulterior
purpose was to hire the best candidates with elimination methodology on the questionnaire
criteria and the quality of their responses. Here, the main strengths can be defined as the
potentiality of candidates to contribute towards the hotel in profitable manner (Wiens, 2017). It
determined the qualifications required by the owners in clear and coherent way. Moreover, there
were few obstacles that were faced that inhibited the rate of interview process.
Strengths: Candidates were made comfortable by giving the best facilities and were treated like
assets to make a lasting impression and thus, they interacted in formal yet simplified manner.
This direct interview gave us an upper hand in assessing the candidates on their body language
and overall appearance. It helped to understand the loopholes effectively in terms of dodging any
question or repeating words that shows sign of nervousness etc.
Weaknesses:This interview type is the most common types and thus, the candidates come with
lot of practice in handling the questions. It leads to ambiguity and confusion about the
candidates' reliability and honesty. Moreover, it shows the nervousness and other such negative
emotions clearly that sometimes aid in analysing about their personalities. This weakness
parameter is restricted due to more viability in attending the candidates at each individual level.
Along with this, there were few more obstacles that occurred on the interview day. Many
candidates complained about the inconvenience that was caused due to confusion on the entry for
interviewing process. Additionally, few candidates came without documentation and thus it
hampered the entire procedure as there were no authenticity attached with their answers and
again questioned on the validity component. There were people from various nationalities and
ascents who found it difficult to understand the signboards and other instructions plus filling up
the forms before their scheduled interview time.
Critical reflection
As a Human Resource Manger, I fulfilled my responsibilities with great responsibility
and evaluated all the candidates in professional manner. I was not biased and did not gave

importance to appearance. Moreover, I verified their answers with the help of their application,
documents and referrals that the candidates submitted during the process.
On personal level, I believe that interview process is a good head start to select seekers
for any job role as it gives a first hand experience in understanding the person's views and
demeanour properly without any partiality as compared to other processes. However, there are
few cons as arrangements must be done beforehand to avoid any delay or conflicts(Rivera,
2012). Along with, there must be emphasis on completion of interview in specified time duration
but sometimes it is not possible to do it as different candidates require different timelines.
CONCLUSION
From the above study it has been concluded that promoting continues professional
development in business helps in sustainability and growth of the company. This study had also
created a clear understanding about identifying the skills and competencies of the Hilton hotel
which helps the manager in creating new strategies and plans in order to improve the knowledge
and skills of the employees regarding the operational efficiency. This study has also designed a
professional development plan of the Hilton hotel that helps in building new skills and
knowledge among the employees of the company. This will also help in demonstrating the
various service industries and adoption of the transferable skills that new job profile. The report
had also created a clear understanding about the application of various professional development
roles that helps the company in improving the working culture and structure of the organisation.

REFERENCES
Books and Journals
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.
Wald, H.S. and et.al., 2015. Professional identity formation in medical education for humanistic,
resilient physicians: pedagogic strategies for bridging theory to practice. Academic
Medicine.90(6). pp.753-760.
Mellin, E.A., Hunt, B. and Nichols, L.M., 2011. Counselor professional identity: Findings and
implications for counseling and interprofessional collaboration. Journal of Counseling &
Development.89(2). pp.140-147.
Rivera, L.A., 2012. Hiring as cultural matching: The case of elite professional service
firms. American sociological review.77(6). pp.999-1022.
Wiens, A.N., 2017.The interview: Research on its anatomy and structure. Routledge.
Kheir, N. and Wilbur, K., 2018. Continuing Professional Development and Self-Learning for
Pharmacists. In Pharmacy Education in the Twenty First Century and Beyond (pp. 191-
200).
Hubbard, P., 2018. Technology and Professional Development. The TESOL Encyclopedia of
English Language Teaching, pp.1-6.
Beauchamp, G., Burden, K. and Abbinett, E., 2015. Teachers learning to use the iPad in
Scotland and Wales: a new model of professional development. Journal of education for
teaching. 41(2). pp.161-179.
Todd, J. and Hibbert, D., 2017. Professional learning through a focus on task design: responding
to historical scholarship and students' interests. Revista Electrónica Interuniversitaria de
Formación del Profesorado. 20(3). pp.15-31.
Jiang, N., Sumintono, B., Perera, C.J., Harris, A. and Jones, M.S., 2018. Training preparation
and the professional development of principals in Henan Province, China: formal and informal
learning. Asia Pacific Education Review. 19(1). pp.41-51.
Online
Kelly,J., 2012. Learning theories. [Online]. Available
through:<http://thepeakperformancecenter.com/educational-learning/learning/theories/>.
McLeod, S., 2017. Experimental Learning Cycle. [Online]. Available
through:<https://www.simplypsychology.org/learning-kolb.html>.
SMART Goals, 2018. [Online]. Available through:<https://www.toolshero.com/time-
management/smart-goals/>.