Professional Identity and Practice

This report discusses the benefits of ongoing professional development for stakeholders in an organizational context. It explores the professional skills and competencies expected by employers, and assesses the abilities, skills, and competencies required for a specific job role. The report also covers different learning theories and approaches used for personal and professional development processes.

Professional Identity and
Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Benefits of on-going and constant professional development for different stakeholders
within an organisational context.............................................................................................1
P2 Investigation of professional skills and competencies expected by employer within a
specific organisational context...............................................................................................3
TASK 2............................................................................................................................................4
P3 Assessment of own abilities, skills and competencies for a specific job role...................4
P4 Different learning theories and approaches used for personal and professional development
processes.................................................................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Personal development is defined as a continuous process of acquiring and learning new
skills that further allowed executing a task in effective manner. This can be developed with the
assistance of observing behaviour of other individual and training process. The Peninsula hotels
operate their services in hospitality industry (Kunrath, Cash and Kleinsmann, 2020). This hotel
provides wide range of exceptional and luxury facilities to their customers of world class quality.
In this report formative discussion has been made on constant and on-going professional
development benefits for stakeholders in an organisation. In addition to this report include
investigation of competencies as well as professional skills that are expected by an employer.
Along with this report include SWOT analysis and diverse range of learning approaches as well
as theories.
TASK 1
P1 Benefits of on-going and constant professional development for different stakeholders within
an organisational context.
On-going professional development is termed as documenting each and every skill that is
required to be acquired by an employee in order to make significant improvement in their future
employability. It provide different type of benefits to stakeholder. With the use of on-going
professional development respective hotel aim towards offerings diverse range of benefits to
different stakeholders which is further been defined below:
Employers:
Skilled Workforce:
By taking assistance of ongoing professional development respective hotel can enhance
competencies and skills of their workforce through which task can be accomplished in more
optimise manner (Cleak, Heaslop and Tonge, 2020). In addition to this it also help in the
development of front desk executive efficiency through which they can provide customers with
best quality services and facilities.
Updated Knowledge levels:
With the assistant of professional development employees can make update in their
knowledge by enhancing the level of skill and knowledge. In terms with respective hotel front
desk executive with the assistance of professional development can enhance their knowledge in
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terms with essential trends that are prevailing in hospitality industry and can further serve
visitors better.
Competitive advantage:
On-going professional development helps in improving skill and knowledge of
workforce who are the primary source of revenue generation for respective Hotel. It further
entity to ensure more competitive advantage in hospitality sector.
Employees:
Motivation:
By making additional efforts, in order to maximize skills of employees in enhancing
motivational level among them that facilitates sense of belongingness in them. Professional
development process help front desk executive in respective hotel to have more loyalty towards
serving customers better, that enhance company market image in respective industrial place.
Job satisfaction:
By offering professional development the Peninsula aim towards enhancing skill and
knowledge level among employees that further facilitate them to conduct their task in efficient
manner. It not only increase efficiency of task but also enhance job satisfaction among front desk
executive that further aid in fostering positive workplace environment.
Improved employability:
With the assistance of on-going professional development respective Hotel adds
significant skills and values in employees that enhance their future job opportunities. Thus, it has
been evaluated that by taking use of diverse range of training front desk executive enhance their
employability in effective way.
Customers:
It has been evaluated that on-going professional development facilitate employees to
work with more efficient skills and knowledge through which they provide better service quality
to consumers. In context with respective Hotel by providing ongoing professional development
skills entity aims to increase work efficiency of employees that make them to understand need
and demand of consumer rights with the assistance of communication skill that further provide
satisfaction to consumers.
Government:
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By offering different type of on-going professional development training, entity increase
employee’s efficiency that further provide quality services to customers and lead them towards
increasing in entity image in international market place. It enhances tourism activity from all
around the world that further increase revenue generation capability of company in respective
industrial sector that enhance government revenue generation probability.
P2 Investigation of professional skills and competencies expected by employer within a specific
organisational context.
In order to perform front desk manager job in the Peninsula Hotel expected diverse range
of competencies and professional skills.
Communicationskills:
It is most essential skills that are required to be possessed by front desk manager as they
are responsible to undertake direct conversation with guest and visitors (Goh and Okumus,
2020). In this with having strong communication skills they can create good impression on first
hand that influence consumer interest towards hotel services and facilities and further increase
entity brand image.
Problem-solving and creative thinking:
In order to perform the job role of front office manager the Peninsula Hotel seeks for
front desk manager who is having problem solving and creative thinking skill in order to
effectively handle different type of issues and concern in effective manner and ensure that guest
does not get disappointed in any way as it further that towards decreasing organisational
goodwill.
Language proficiency:
It is one of the crucial needs of the Peninsula Hotel from front desk manager as they have
direct conversation with guest in order to welcome them who arrive from different locations.
Thus, it is essential for front desk manager to have proficiency in different languages in order to
satisfy consumers.
Use of technology and computer literacy:
Technology proves to be beneficial in number of ways respective entity as they are
looking forward for a front desk manager who is having efficient knowledge of software and
other technological skill in order to perform operations in more effective manner (Bagheri,
Ebrahimi and Abbasi, 2020). The Peninsula Hotel seeks for the front desk professional who are
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having advanced level skill and basic computer skill in order to effectively manage entity
database software and further enhance work efficiency.
Team Leading Skills:
It is an essential skill that allow front desk professional to develop and maintain other
employees work according to company goals and objectives (Modica, Gursoy and Zenga, 2020).
With the assistance of team developing skills accomplishment of various tasks can be done in
more efficient manner. In context with the Peninsula Hotel entity is looking for front desk
professional who is having proper knowledge of team development skills in order to enhance
service quality of hotel in hospitality industrial segment.
TASK 2
P3 Assessment of own abilities, skills and competencies for a specific job role.
Personal Skills Audit: Personal skill audit is defined as a procedure of undertaking
comparison between current skill in strength in order to evaluate competencies and skills that
require in order conducting a specific role (Gregory and Austin, 2020). Mentioned below my
personal skills audit is being done for front desk manager job role in The Peninsula Hotel.
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Guidance
1- Bad, 2- Not bad, 3- Average, 4- Good, 5-Excellent
As per according to the above mentioned personal skill audit, it has been identified by me
that with the development and improvement of different type of skills I can effectively undertake
the job role of front desk manager in respective hotel. With assistance of personal audit I can
take use of SWOT analysis in order to effectively evaluate and identify the areas in which I
required to undertake development to conduct front desk manager job efficiently in the Peninsula
Hotel.
SWOT Analysis:
Strength Weakness
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 I am having efficient solution oriented
approach that acts as one of the most
essential skill for me through which I
can aspire to become front desk
manager.
 I am having good form of
communication skill and excellent
computer skill that are require for the
job role of front desk manager.
 Major effective weakness of me is that
I am having lack of confidence and
inefficiency in other languages
comparatively to English.
 I am not that much familiar to database
software application that has been
utilised by entity.
Opportunity Threats
 By enhancing my level of cultural
awareness and understanding I can
maximize the chances of seeking the
job opportunity of front desk manager.
 I am having decent form of team
development skills that are essential for
front desk executive job in order to
manage team in effective manner.
 Inefficiency in software understanding
and technology innovation can act as a
major threat for me.
 Inefficiency in other languages play
key threat factor that is required for me
to mitigate in order to seek opportunity
of front desk executive role.
Team roles:
It has been evaluated in terms with belbin Team role that I people-oriented role in my
current team in which I have responsibility to effectively ensure, co-ordinate and make
cooperation among team members. With the assistance of this role I have developed essential
team working skills as well as behaviour. This role is having significant importance in front desk
manager job description as in that this role it is require having responsibility to motivate and
manage team in order to provide high quality services to consumers.
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P4 Different learning theories and approaches used for personal and professional development
processes.
Learning Approaches: With the assistance of learning approaches individual can
effectively understand and determine learning process that further differentiate from one person
to another. There are mainly three different form of learning approaches through which an
individual can develop their personal and professional aspects.
Behaviourist approach:
In this learner is actually required to acquire knowledge by making respond to some sort
of stimulus (Glucina, Farvid and Holt, 2020). This approach can be used to ensure professional
development in terms with the Peninsula Hotel in which trainer offer repetitive task environment
as well as feedbacks to effectively facilitate learning process.
Cognitive approach:
Cognitive approach is mainly based upon mental application to effectively retain as well
as understand information and concept in order to allocate more knowledge that can further be
applied in terms with hospitality industry to provide maximum satisfaction to consumers.
Humanist approach:
Humanistic approach is mainly based upon individual explanation of experience which is
one of the most important processes of development as well as learning. For assistance, if an
individual face consumer disappointed experience then its allows them to take proper
understanding from this in order to ensure that they respond effectively to consumers as per
according to their mood and different situations.
Kolb’s learning cycle:
By applying Kolb planning cycle in the procedure of professional and personal
development the Peninsula Hotel can provide training process to their employees in more
effective way. In addition to test has been evaluated with the assistance of four different type of
status in kolb planning cycle understanding of training process can be effectively enhanced.
Concrete Experience:
This is mainly defined as an experience of new situation and evaluation of an issue. This
stage can be applied in the Peninsula Hotel in which they are facilitate to evaluate issues and
problems that are prevailing in existing business processes in order to further overcome them in
effective manner to enhance the job proficiency.
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Reflection:
This is one of the most important stages by facilitating which entity can make their
employees reply back from different experiences that they have encountered in order to properly
undertake understanding from them. With the assistance of this, front desk executive and other
employees can identify essential aspects that they encounter in order to identify the issues and
problems to understand the root cause and further implement strategies to identify the actual
cause.
Abstract Conceptualisation:
It is defined as coming up with unique and new concept as well as ideas through which
work force of the Peninsula Hotel can effectively encourage undertaking diverse range of
solution in order to enhance the professional development process effectiveness.
Experimentation:
This mainly defined as an application as well as experimentation of new concept and
ideas.
By applying kolb planning cycle in the Peninsula Hotel entity can effectively increase personal
and professional development procedure in organisation through which they can enhance
competency and skill of employees.
Development Options:
Formal Training:
In order to effectively develop qualities and skills of front desk manager with the
assistance of formal training procedure and module their competency can be enhanced. With the
help of this entity can further increase workplace efficiency through which they can effectively
serve customers in best effective manner (Armitage-Chan, 2020). By taking assistance of formal
training measure front desk executive manager can play their role in efficient way.
On-the-job training:
With the assistance of different type of on the job training methods like feedback from
superiors along with other effective measure front desk professional can make significant
improvement in the professional development procedure and can further perform their job role in
more effective manner.
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CONCLUSION
As per the above mentioned report it has been concluded that on-going professional
development provide wide range of benefits to organisation along with stakeholders. In this it
has been evaluated that there are different type of competencies and professional skills that an
employer seeks in order to perform role in respective organisation. Constant professional
development provides diverse range of benefits through which overall efficiency of entity can be
increased. In addition to the swot analysis facilitate to evaluate individual strength, weakness,
opportunities and threats through which they can undertake different learning approaches in
theories in order to overcome them in effective manner and conduct their operations in a more
efficient way.
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REFERENCES
Books and Journals
Kunrath, K., Cash, P. and Kleinsmann, M., 2020. Social-and self-perception of designers’
professional identity. Journal of Engineering Design, 31(2), pp.100-126.
Armitage-Chan, E., 2020. Best practice in supporting professional identity formation: use of a
professional Reasoning framework. Journal of Veterinary Medical Education, 47(2),
pp.125-136.
Glucina, T.T., Krägeloh, C.U., Farvid, P. and Holt, K., 2020. Moving towards a contemporary
chiropractic professional identity. Complementary therapies in clinical practice, 39,
p.101105.
Gregory, P. and Austin, Z., 2020. Professional identity formation: The experience of regulated
pharmacy technicians in Ontario. Canadian Pharmacists Journal/Revue des Pharmaciens
du Canada, 153(1), pp.46-51.
Sawatsky, A.P., Santivasi, W.L., Nordhues, H.C., Vaa, B.E., Ratelle, J.T., Beckman, T.J. and
Hafferty, F.W., 2020. Autonomy and professional identity formation in residency
training: A qualitative study. Medical Education.
Sonnenschein, K., 2020. Professional Socialization and Career Development of Chinese
International Tourism and Hospitality Students and Graduates: A Revised Framework.
In Socialization in Higher Education and the Early Career (pp. 161-174). Springer,
Cham.
ALSUWAIDI, M.S., 2020. THE EMPLOYABILITY OF QATARI CITIZENS IN THE
HOSPITALITY SECTOR: CURRENT CHALLENGES AND FUTURE PROSPECTS.
Galbraith, J., 2020. Homelessness Workers Negotiating the Relationship between Identity and
Practice: How Gender, Age and Background Influence Worker-Service User
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Kloutsiniotis, P.V. and Mihail, D.M., 2020. High performance work systems in the tourism and
hospitality industry: a critical review. International Journal of Contemporary Hospitality
Management.
Modica, P.D., Altinay, L., Farmaki, A., Gursoy, D. and Zenga, M., 2020. Consumer perceptions
towards sustainable supply chain practices in the hospitality industry. Current Issues in
Tourism, 23(3), pp.358-375.
Farrell, T.S., 2020. Professional development through reflective practice for English-medium
instruction (EMI) teachers. International Journal of Bilingual Education and
Bilingualism, 23(3), pp.277-286.
Bagheri, M., Baum, T., Ebrahimi, A. and Abbasi, A., 2020. Talent Management in the Tourism
and Hospitality Industry: Evidence from Iran. Anatolia, pp.1-11.
Goh, E. and Okumus, F., 2020. Avoiding the hospitality workforce bubble: Strategies to attract
and retain generation Z talent in the hospitality workforce. Tourism Management
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Cleak, H., KR, A., Heaslop, G. and Tonge, A., 2020. Challenges to the development of a health
care practice model for hospital social work in India. Social Work in Health Care, 59(2),
pp.122-137.
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