Professional Identity And Practice INTRODUCTION

Professional Identity And Practice INTRODUCTION 1 TASK 11 P1 Key benefits of ongoing professionaldevelopmentfordifferent stakeholders within a specific organisation 1 P2 Research of professionalemployerexpectationsofskillsand competencies within a particular firm's context 2 TASK 24 P3) Evaluation of own skills, competences and abilities for a particular job role.4 5 P4) Range of learning theories and approaches used for personal and professional development 5 TASK 36 P5 Construction of development plan to enhance skills and competencies within

Professional Identity
And Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Key benefits of ongoing professional development for different stakeholders within a
specific organisation...............................................................................................................1
P2 Research of professional employer expectations of skills and competencies within a
particular firm's context..........................................................................................................2
TASK 2............................................................................................................................................4
P3) Evaluation of own skills, competences and abilities for a particular job role...............4
.........................................................................................................................................................5
P4) Range of learning theories and approaches used for personal and professional
development...........................................................................................................................5
TASK 3............................................................................................................................................6
P5 Construction of development plan to enhance skills and competencies within the
organisation ...........................................................................................................................6
TASK 4............................................................................................................................................7
P6) What is Job interview for a appropriate service industry role.........................................7
P7) Identify strengths and weaknesses of the job interview.................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Professional identity is formulated by individuals for themselves by using their own
attitudes, belief, values, experiences and motives. This assist them to determine themselves at
professional level by presenting their skills and competences in front of others in the market
place. In the era of 21st century, in order to accomplish career goals, it is very essential for all the
individuals to acquire professional qualities in the cut throat competitive world. Ledbury is the
business association which is selected for this report. In UK it is one of the largest restaurant.
This report covers different importance of on going professional development, self directed
learning, assessment of own skills and professional identity and career opportunities and
formulation of professional development plan. Additionally, transferable skills for a job
application is also covered under this report (Marañón and Pera, 2015).
TASK 1
P1 Key benefits of ongoing professional development for different stakeholders within a specific
organisation
Overview of the company:
Ledbury restaurants holds Michelin stars which is situated in United Kingdom. Business
associates head chef is Brett Graham and the company was established in the year 2005. This
organization deals in foods and Beverages across the nation. It was founded by Nigel Platts
Martin. Enterprise main motto is to deliver best quality products to the customers so that they
think to visit the place again and again.
PD( Professional development) is very important for all the business entities as it results
in upgrading staff members productivity level which directly assist in attaining organisational
goals and objectives. Here, in context to Ledbury there are different benefits which are explained
as follows :
Advantages or benefits to employees:
The staff members who are working for the Ledbury restaurants there are numerous
benefits of on going professional development which are discussed as:
Increased employability: in the era of 21st century, continuous professional development
is benefiting the staff members in getting employability opportunities at their working premises.
It directly or indirectly aid them to grow and flourish in their career growth. However, PD assist
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the workers to work effectively and efficiently in order to meet the desired goals on time. As
well as help to build a positive image at workplace which will be advantageous for them in the
near future carrier growth (Wald, 2015).
Personal satisfaction: In an organization on going professional development (PD) assist
in providing personal satisfaction to the employees in order to get good career opportunities. By
doing so it helps them to accomplish their career goals in the cut throat competitive world. In
this competitive world Ledbury workers are encouraged timely so that skilled staff members can
retained in the company for longer time duration.
Advantages or Benefits to employers: In today's world on continuous basis professional
development (PD) is conducted within the business enterprise as it provides distinguished
benefits or advantages to employers in the competitive world. Here, Ledbury benefits of
employers are discussed as follows:
Employee engagement through development opportunities: In the world of neck to
neck competition Professional development (PD) assist to satisfy workers which is beneficial for
the administration in order to raise their involvement in the operational activities. However, the
employees of Ledbury restaurants actively take part in continuous development programs due to
which productivity outcomes raised in positive way. Additionally, this is beneficial for employer
as it is highly involved in achieving long term business goals and objectives in the market
place.
Skilled workforce: To be successful in the curt throat competitive world professional
development aid employees to upgrade their skill so that they can contribute in accomplishment
of organisational goals on the given time duration in the market place. However, the top level
management of Ledbury restaurants motivates workers to voluntary participate in on going
professional development sessions so that their skills can be improved and nourished.
P2 Research of professional employer expectations of skills and competencies within a particular
firm's context
In the 21st century while recruiting new participants in the administration employers
expect different skills and competencies from employees side (Cruess and Steinert,2016). It is
done to make sure that selected nominee will be able to accomplish their set goals related to job
profile in the market. Whereas, employers of Ledbury restaurants also make some several
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expectations from their staff members and accordingly set standards for them. Here, some of
them are described as:
Standards set by employer for employees:
Importance of projecting the brand image: Brand image is one of the crucial standards
which are set by employers for their employees. In this case it is mandatory for them to
understand the importance of projecting the brand image in front of customers in the market
place. However, in order to achieve the designed standard of company it is the responsibility of
the staff members to symbolize the restaurant appropriately in front of them.
Personal presentation and appearance: It another set of standards which is framed by
employer for the employees. However, in Ledbury, the formulated set standard for staff members
is to follow proper dress code as well as make their appearance general so that customers feels
to communicate and interact with them while visiting the place. Moreover, this assist in
bringing seriousness while performing jobs duties.
The expected skills at work place: while working in an business firm respective skills are
excepted from the staff members such as hard and soft skills. Which aid them to work effectively
and efficiently in the work place. Here, such types skills are explained as follows:
Hard skills: These are also known as technical skills as it may change according to job
roles. Some of them are knowledge of accounting, programming, statistical analysis, application
of technology, maths, foreign languages, cooking etc. All these qualities changes with the job
role according to their requirements (Bukor, 2015). For example, for food and beverage manager
it is very important to have cooking skills so that all the staff members can work under
professional guidance.
Soft skills: These are basic requirements of a job role which are required to be fulfilled
by employees. Different types of soft skills such as self confidence, communication, delegation,
creative thinking and networking are major requirements of all the employees and these qualities
are expected by employers. Main reason behind it is that, it helps workforce to fulfil all the needs
of their job role.
As discussed above all soft and hard skills are required by employer in their employees
so that productive outcomes can be achieved within the company.
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TASK 2
P3) Evaluation of own skills, competences and abilities for a particular job role.
To be successful in the career growth it is important to measure or asses own skills so
that if needed improvements can be done accordingly. By doing it can be analysed that weather
staff members will be able to meet expectations of employer or not. However, I am interested to
work on the post of canteen manager and for this job profile distinguished qualities and skills
are needed by me (Sabanciogullari and Dogan, 2015). With the help of skills audit I can examine
all my skills respectively. Here, my audit skills are as follows:
Skills Good Average Bad
Conflict management ✔
Cooking skills ✔
Management abilities ✔
Decision maker ✔
Coordination skills ✔
Innovative thinking ✔
Communication skills ✔
As a canteen manager I need to have several skills like, decision making, communication,
coordination, management, cooking, etc. all of them are closely examined by me with the help
of personal skill audit in above table. Moreover it has assist me to determine my strengths and
weaknesses for that SWOT analysis of my own skills are done which are explained as follows:
Strengths Weaknesses
 My cooking skills are good so it aid me
to handle the issues related to cooking
in the company. Due to which healthy
and quality food are served to the
 My weak point is that I am not able to
take right decision in adverse
conditions. Due to which I am not able
to mange the business activities in
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customers.
 I am good in coordinating people in
order to accomplish gaols and
objectives of the firm on due to time.
effective manner.
 My communication skills is not fluent
due to which I am not able to convince
staff members to perform effectively
and efficiently under work pressure.
 My weak conflict management abilities
are also negative aspects of my due to
which problems can be raised for me in
the near future.
Opportunities Threats
 In order to enrich my skills and abilities
I will remain in contact with the
superiors and seniors in the company.
 To improve my skills professional
training is a technique by which my
abilities can be improved on continuous
basis.
 As I lack behind in many skills it
restrict me from growing in the career.
 Lacking in conflict management and
decision making demotivate me to
perform better in the organization.
P4) Range of learning theories and approaches used for personal and professional development
In the today's world the importance of personal and professional development of Ledbury
restaurant can be better understood by using some of the learning approaches like, behaviourism
approach, social learning theory, cognitivism etc. are explained as:
Social learning theory: In this particular theory people learn by observing others'
behaviour, attitude in the market place. However, It explains behaviour of a person on the basis
of behavioural, cognitive and environmental influence. Additionally, the canteen manager of
Ledbury can work parallel with its employees in order to make them understand obligations and
duties regarding the job role (Jackson, 2016).
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Cognitive approach: Here, in this case, modern approach is normally carried out to
examine behaviour of individuals in the competitive market place. Whereas, in Ledbury the top
level management main purpose is to investigate psychological factors which are negatively
impacting on the skills of staff due to which productivity level decreased.
Behaviourism approach: In an organization this particular learning approach aid in
studying the changes in behaviour that are generally caused by person's direct experience.
Whereas, behaviourism approach depends upon the behaviour which can be changed according
to the needs and demands of the situation.
TASK 3
P5 Construction of development plan to enhance skills and competencies within the organisation
Professional development plan is a formal document in which skills and competences are
described in proper manner so that necessary steps can be taken to improve them. I was able to
understand my weak points by adopting this PDP (Professional development plan) on daily basis.
It aid me to better examine my certain skills and analysed several measures which can be taken
by me to overcome them in my career. This table of Professional development plan which
involves skills which I need to flourish with time duration which is explained as follows:
Skills &
Competencies
Goals Activities for
improving skills
Effectiveness of PDP
Decision maker 4 months In order to improve
my decision making
skill I will evaluate the
situation effectively
and try to understand
the perception of
various people. Out of
the pool of viewpoints
the best will be my
decision (Olausson,
2017).
As and when by
decision making
power will be strong I
will be able to take
right decision in the
organization. The
rapid growth in my
skills and abilities will
assist me to grow in
my career.
Communication skills 8 months To enrich my Gradually as my skills
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communication skills I
will attend many
seminars and
participants in debts as
well as watch video
so that accordingly
skills can be improved
on daily basis.
related to
communication will be
raised then I can
convince employees to
work in effective
manner so that
objectives can be
achieved in due time.
Conflict management
skills
5 months To upgrade my
conflict management
skills I will spend
quality time with the
top level management
and seniors so that I
can evaluate how they
mange conflicts
among staff members.
As my conflict
management skills will
be improved I will be
able to retain skilled
and potential workers
in the firm due to
which productivity can
be incensed
respectively.
TASK 4
P6) What is Job interview for a appropriate service industry role.
Job interview be defined as the procedure by which participants can be recruited in an
business associates in the competitive market place. In order to complete the process of interview
there are many set of questions which the applicant need to answer in corrective order (Brooks,
2016). In Ledbury restaurant there is post vacant for chef which need to be fulfilled so that
smooth working of the canteen can be carried out. In order to occupy the vacant post interview
will be conducted in which interested applicants will be able to grab the position.
Job specification: It can be defined as complete summary of the job which the
participant will carry put in the organization. Here, Job specification includes detailed
information and qualification required for the post vacant. For Ledbury restaurant job
specifications are explained below:
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Company Name: Ledbury
Post: Canteen manager
Education : MBA (Finance)
Recruiting Criteria:
 Effective managerial skills for handling team properly
 Accountable to ensure the efficient services to the customer
 Able to design unique tactics in order to promote products.
 Able to convince customers for the services.
Desired Criteria:
 3 Years work experiences in hotel industry.
 Fluency and effective communication skills.
 Eye catching personality.
 Good knowledge regarding modern technological gadgets (Brooks, 2016).
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CURICULAM VITAE (CV)
Cv contains all the past experience related to working with some additional information
which is very helpful during the time of interview. However, it is one of the best way by which
organisation is able to select the appropriate staff member within administration. So, for this
particular purpose job role within Ledbury restaurant, applications for canteen manager is
submitted in the enterprise (Sweet and Moberg, 2015).
CURICULAM VITAE
Name: John Merry
Address: 42/ City green, UK
Contact number:8875342578
Work experience: I hold the work experience of two years in Ronald Plaza as assistant
manager in canteen department. I am passionately looking forward to join the organisation like
Ledbury restaurant as this platform provides better working opportunities where skills can be
used in effective manner. In this organization employee’s success is the main motive which can
be easily fulfilled by working in this particular firm.
Specialisation:
 Good knowledge of IT.
 Quick decision maker in adverse conditions
Qualification:
 MBA (Finance)
Declaration:I her by declare that all the information mentioned above are true.
Date-
Place-
Interview Questions:
Interviewer: Good morning John, how are you?
Interviewee: Good morning sir, I am good sir.
Interviewer: Why do you want to join this company?
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Interviewee: I want to be a part of this organization as it is the best place where I can use all my
abilities and skills in order to grow the business internationally in the market.
Interviewer: Why should I hire you John?
Interviewee: I hold skills and abilities which a canteen manger is required to manage it
effectively in the organization. As I have two years of working experience it will benefit the firm
in positive way.
Interviewer: How much your are excepting salary for this post?
Interviewee: $ 50,000 sir.
Interviewer:It was nice talking to you John, the feedback will be given to by a call.
Interviewee: Thank your sir, I am looking forward for a positive response.
Interviewer: Thank you
Interviewee: OK sir, thank you
P7) Identify strengths and weaknesses of the job interview.
Interview conducted for the above post which is canteen manager in Ledbury restaurant
was a structured interview. Whereas, the strength and weakness has been investigated from the
interview which is mentioned as:
Strength:
 This type of interview are easy to pass as it includes basic questions which the applicant
can answer easily with full confident. However, by performing this Ledbury restaurant
was able to perform the reliability test much effectively.
 The interview questions which are in structured formate are much quicker to conduct .
Ledbury restaurant is able to select right candidate for the vacancy a this formate made
the work easier.
Weaknesses:
 Interview set of formate is rigid in nature due to which many times inappropriate
participants are hired in the enterprise. Which directly leads to decease in productivity
level in the competitive world.
 Another major weakness of this interview is that there is lack of information as it involve
only close ended question in which respondents provide very limited answers that make
it difficult to predict the capability of applicant (Broadhead, 2017).
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CONCLUSION
From the above it can be concluded that Professional identity plays a vital role in
individuals career growth and development. Moreover, skills and competences should match
with the employers expectations so that chances of selection increase accordingly. Professional
development plan is designed in order to known the area of improvement in the given time
duration. As well as various learning theories and approaches are adopted for personal and
professional development in the market so that best outcomes can be achieved.
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REFERENCES
Books and journals
Marañón, A. A. and Pera, M. P. I., 2015. Theory and practice in the construction of professional
identity in nursing students: A qualitative study. Nurse Education Today. 35(7). pp.859-
863.
Wald, H. S., 2015. Professional identity (trans) formation in medical education: reflection,
relationship, resilience. Academic Medicine.90(6). pp.701-706.
Cruess, R. L., Cruess, S. R. and Steinert, Y., 2016. Amending Miller’s pyramid to include
professional identity formation. Academic Medicine. 91(2). pp.180-185.
Bukor, E., 2015. Exploring teacher identity from a holistic perspective: Reconstructing and
reconnecting personal and professional selves. Teachers and teaching. 21(3). pp.305-
327.
Sabanciogullari, S. and Dogan, S., 2015. Relationship between job satisfaction, professional
identity and intention to leave the profession among nurses in Turkey. Journal of
nursing management. 23(8). pp.1076-1085.
Jackson, D., 2016. Re-conceptualising graduate employability: the importance of pre-
professional identity. Higher Education Research & Development. 35(5). pp.925-939.
Brooks, C., 2016. Teacher subject identity in professional practice: Teaching with a professional
compass. Routledge.
Brooks, C., 2016. Teacher subject identity in professional practice: Teaching with a professional
compass. Routledge.
Sweet, J. J., Benson, L. M., Nelson, N. W. and Moberg, P. J., 2015. The American Academy of
Clinical Neuropsychology, National Academy of Neuropsychology, and Society for
Clinical Neuropsychology (APA Division 40) 2015 TCN professional practice and
‘salary survey’: Professional practices, beliefs, and incomes of US
neuropsychologists. The Clinical Neuropsychologist. 29(8). pp.1069-1162.
Sherwood, M. and O’Donnell, P., 2018. Once a journalist, always a journalist? Industry
restructure, job loss and professional identity. Journalism Studies.19(7). pp.1021-1038.
Broadhead, R. S., 2017. The private lives and professional identity of medical students.
Routledge.
Olausson, U., 2017. The reinvented journalist: The discursive construction of professional
identity on Twitter. Digital Journalism. 5(1). pp.61-81.
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