Professional Identity and Practice

PROFESSIONAL IDENTITY
AND PRACTICE

TABLE OF CONTENTS
TABLE OF CONTENTS.................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK A...........................................................................................................................................1
P 1 Benefits of ongoing professional development for various stakeholders within Hilton.......1
P 2 Investigation of competencies and skills expected by employer for specific job roles within
Hilton...........................................................................................................................................2
P3 Analyse own skills, abilities for specific job role ..................................................................4
P4 Different learning theories and approaches for personal and professional development.......5
D1 Own skills and competencies for waiter................................................................................7
TASK B...........................................................................................................................................8
P5 construct a comprehensive personal development plan that underpins learning and
development theory......................................................................................................................8
P6 Job interview for Chef for Hilton hotel................................................................................10
P7 Strengths and weaknesses of interview process...................................................................11
M3 Provide a detailed development plan ..................................................................................12
M4 Evaluation of job interview process & obstacles & challenges to overcome.....................13
D2 Produce a comprehensive development plan that sets out clear and achievable targets......13
D3 Critical reflection on interview process by identifying own abilities..................................13
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Professional identity can be defined as a description that is used by a person to describe
the way they see themselves in professional context, like a Senior manager working within an
organization will describe themselves as a senior manager as it is their identity. Employees with
different professional identity will use their set of knowledge as per their job description, roles
and responsibilities, it is known as professional practise (Koonce, 2018). In other words
professional practise is a way an employee works in the work place and fulfil their roles and
responsibilities. In order to grow and earn professional credentials it is important for employees
to learn new things, upgrade their professional skills and enhance their knowledge in order to
gain various carrier opportunities and improve or upgrade their professional identity. If an
employee wants to upgrade their professional identity they need to enhance their knowledge,
skills, bring improvement within their work. It can be done through proper training which will
help the employees to enhance their both hard and soft skills. This assignment will lay emphasis
on benefits on ongoing professional development for different stakeholders, skills and
competencies required by employer for various skills, abilities, skills and competences required
for a specific job role, different learning theories and approaches used for personal and
professional development, personal development plan, job interview for a role in hospitality
industry and strengths and weakness of an applied interview process. Organization chosen for
this assignment is Hilton Hotel. It is a global brand that provides hospitality services to their
customers. It is present in more than 85 countries with almost 169,000 employees working with
them.
TASK A
P 1 Benefits of ongoing professional development for various stakeholders within Hilton
Ongoing professional development is also known as continuous profession development
(CPD) which is used for maintaining, documenting as well as developing professional skills
(Humbert, 2017). These skills can be gained wither through training, attending courses etc. CPD
for different stakeholders benefits them in different ways. There are various stakeholders of
Hilton hotel but three of them are the main stakeholders, such as: investors, employees,
managers.
For employees:
1

 Can sharpen employees knowledge as per the requirements of industry in which they are
working
 Develops skills that further helps in creating opportunities for learning something new.
 It also helps them to upgrade their confidentiality and credibility and can showcase their
achievements and abilities.
 It helps them to achieve their carrier objectives and advance within their carriers.
For Employers:
 Managers: It helps them to enhance their skills and abilities that are required to become a
successful manager and can showcase their skills required as a manager. This also helps
the managers to retain employees and increase job satisfaction level within their
employees.
 This helps the employers to focus on updating their employees with proper and adequate
data knowledge.
 Helps them to maintain skilled workforce and helps in maintaining employee satisfaction
 Enhances business reputation
P 2 Investigation of competencies and skills expected by employer for specific job roles within
Hilton
Hilton hotel has various roles within their organization. Each job role has their own
specified skills and competencies. Skills and competencies are required because it helps in
making the job role more specific. Capabilities and skills required for the specific job role. Other
than this it also helps the employees to maintain required set of skills which will also help them
to fulfil their job roles accurately and move ahead within their carriers (Bharwani and Jauhari,
2017). These skills and competencies are defied based on the requirements of the business which
helps the organization in many ways. It helps the business to maintain positive relationship with
their customers by making their staff members skilled enough to maintain this relationship. It
also helps the employees to gain stability within their carriers.
Competencies and skills expected by employer for Chef and waiter positions have been
described below:
 Chef: professional cooking skills, leadership skills, time management, can work under
pressure, team work, should be in uniform and cook wearing apron and chef cap (Collet,
Hine and Du Plessis, 2015).
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