Professional Identity and Practice in Hilton Hotels & Resorts

Professional Identity and Practice INTRODUCTION 1 Overview of the chosen Organization 1 MAIN BODY1 Expectation of employer regarding the skills and competencies for specific role in Hilton Hotels & Resorts1 Importance and benefits of the undertaking ongoing professional developmentand personal development and enhancement of career prospects 2 Different leaning theories and approaches used for the personal and professional development 3 An audit of abilities, skills and competencies by using self-evaluation models4 The Best development approaches to enhance the professional and personal development 5 Construction of professional development plan (

Professional Identity and
Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
Overview of the chosen Organization..........................................................................................1
MAIN BODY...................................................................................................................................1
Expectation of employer regarding the skills and competencies for specific role in Hilton
Hotels & Resorts..........................................................................................................................1
Importance and benefits of the undertaking ongoing professional and personal development
and enhancement of career prospects..........................................................................................2
Different leaning theories and approaches used for the personal and professional development
......................................................................................................................................................3
An audit of abilities, skills and competencies by using self-evaluation models..........................4
The Best development approaches to enhance the professional and personal development.......5
Construction of professional development plan (PDP)...............................................................6
Plan and undertake a job interview for Operations manager.......................................................8
Evaluation of job interview process.............................................................................................9
Make a reflection evaluating the job interview process assessing challenges and
recommendations.......................................................................................................................10
Assess your own abilities during the interview process and critically analyses........................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11

INTRODUCTION
Professional identity is a term which is being used in the context of professional
perception of individuals regarding their jobs and its roles. It is becoming important with the
increasing employment opportunities and employment progression (Roulston, Cleak and
Vreugdenhil, 2018).
Present report will highlight the importance and benefits of ongoing professional
development and self directed learning. It will tell about the expectations of employers regarding
skills and competencies. It will analysis the skills, abilities and competencies. It will demonstrate
the learning theories and approaches. It will construct a development plan. It will undertake the
interview and will assess the strengths and weaknesses of the applied interview process.
Overview of the chosen Organization
Hilton Hotels & Resorts is a multinational company with its presence all over the world.
It was founded by Conrad Hilton in year 1919 and has around 586 hotels all over the world with
2,15,263 rooms. Its parent company is Hilton Worldwide. Hilton Hotels & Resorts are
considered to be most leading company in Hospitality industry in today's time.
MAIN BODY
Expectation of employer regarding the skills and competencies for specific role in Hilton Hotels
& Resorts
Specific Role – OPERATIONS MANAGER
Operations manager is a key employee of any organisation who supervises, manages and
controls the entire operations. He looks upon the work of human resources, food service, finance,
public relations, sales, security of the guests and housekeeping services of the hotels and resorts.
Employer of the Hilton Hotels & Resorts expected some skills and competences which
should be in operations manager. These skills and competencies are as follows -
Communication Skills
It is one of the most important skill which an employer of the organisation will expect
from its employees. Operations manager of the organisation must have communication skills
because with the help of this skill, he will be able to create co-ordination between all the
activities of the Hilton Hotels & Resorts (Patrick and et.al., 2017).
Management Skills
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Operations manager's one of the most important role is to planning, organising hotel
activities, hiring employees, control their performance and give employees rewards which
require exceptional management skills (Wald, 2015).
Teamwork Skills
Operations manager must have to work with teams as well as individual. He need to co-
ordinate between various departmental objectives in order to achieve hotels and resorts'
objectives. Thus, for this, employer of the company expects an effective teamwork skills in the
operations manager.
Customer Relationship Skills
For the successful service satisfaction, it is an important for operations' manager to build
good relationship with their customers and to carry out the role, employer expect from him to
have a good customer relationship skills so that he can take care of the customers and build
goodwill for the Hilton Hotels & Resorts.
Importance and benefits of the undertaking ongoing professional and personal development and
enhancement of career prospects
Ongoing professional and personal development (PPD)
It is also known as Continuing professional and personal development. It is a process
through which company track and analysis the skills, knowledge and experience which are gain
by employees personally and professionally during work. It is done on the document with the
purpose of recording.
Importance of Ongoing professional and personal development (PPD)
It is becoming important for both employees and companies. It ensures that employees
learn skills and gain knowledge as is essential for the carry out the specific job roles effectively.
It also helps in ensuring that employees continuously contribute to the team and organisation
which need its skills and knowledge to be relevant and upgrade (Webb, 2017).
Benefits to the employees and employers from Ongoing professional and personal
development (PPD)
BENEFITS TO THE EMPLOYEE
Motivation: When an employee gains new experience through the development of skills and
acquire knowledge, it will make their work easily and make them expert which motivate them.
Satisfaction: When employee becomes expert in their work, they do their work effectively which
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make them satisfied. They become efficient also because of high personal and professional
satisfaction.
BENEFITS TO THE EMPLOYER
Skilled Workforce : Employer gets skilled workforce due to development of personal and
professional aspects of his employees which improve the efficiencies of the organisation.
Employee Engagement : Due to personal and professional satisfaction, employees retain in the
organisation for long term which make employer availability of engaged employees.
Enhancement of career prospects through ongoing professional and personal development
(PPD)
Ongoing PPD is a process which includes following steps such as set the goals for
employee, determine the strategies and outcomes for achievement of goals, evaluate the
strategies and monitor the progression of employee's career (Mentis and et.al., 2016). Through
the ongoing professional and personal development, employees are able to learn new skills and
acquire knowledge through training, attending meetings, observing superiors and practicing
those skills and knowledge which lead to achievement of goals which enhance the career
prospects of the employees.
Different leaning theories and approaches used for the personal and professional development
LEARNING THEORY AND APPROACH
For the personal and professional development of employees, employer uses Gagne's
Instructional Design Theory in which nine instructional events are follows. These 9 instructional
events are such as -
Gain attention
In this process, employer will gain their employees' attention for the purpose of
motivating them and encourage them to actively participate in the learning activities (Roulston,
Cleak and Vreugdenhil, 2018)
Informing objective
After gaining their attention, employers will provide them learning objectives so that
employees can understand the reason behind the learning process and apply them in their work.
Stimulating recall of prior learning
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In this process, employers will provide them new theories and knowledge by linking
them with old theories and knowledge so that employees can easily understand the present
theories and acquire knowledge.
Presenting the stimulus
Employers will present new information regarding working styles by using strategies and
developing skills in the employees. Also, with the demonstrations, employers must provide
explanations.
Providing learning guidance
Here employer will provide guidance to the employees about how to develop skills, apply
theories and knowledge in their work in order to improve the efficiencies.
Eliciting performance
Here employers will encourage employees to apply acquired skills, abilities and
knowledge in their performance in order to ensure that employees actually learn it or not.
Providing feedback
In this process, employer will provide immediate feedback to the employees regarding
their performance in order to improvement and make corrections.
Assessing performance
After that employer will analysis the performance of the employees by various
assessment methods such as written tests, role plays, short essays, oral questionnaires and short
questionnaires etc. (Novakovich, Miah and Shaw, 2017).
Enhancing retention and transfer
After assessment of performance of employees, employer provide promotion and transfer
opportunities to them in order to enhance the retention of the employees in the organization.
An audit of abilities, skills and competencies by using self-evaluation models
Following 2 self evaluation models are being used by Operations manager for the
auditing and evaluation of their own abilities, skills and competencies -
PERSONAL SWOT ANALYSIS
Swot analysis of Operations Manager
Strengths Weaknesses
Well educated post graduation degree Teamwork Skills
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Communication Skills
Management Skills
Opportunities Threats
Computer Skills
Technical Skills
Chances to communicate with experienced
managers
Lack of experience
Competitions from other managers
PERSONALITY TRAIT ASSESSMENT -
Operations manager will use OCEAN model for the evaluation of the 5 big personality
traits. According to the OCEAN model, these 5 personality traits are such as -
Openness
It refers to the experiencing of trying and learning new things and enjoy them. Operations
manager has this trait (Cruess, Cruess and Steinert, 2016).
Conscientiousness
It refers to the self discipline, being organized and act in acceptable ways. Operations
manager has this trait.
Extraversion
It refers to the trait which tell the tendency of being introvert and extrovert of the
individual. Operation manager is introvert.
Agreeableness
It refers to the extent to which individual are ready to get along with the other people.
Operations manager has this trait.
Neuroticism
It is also known as Emotional Stability, which is related to the understanding of another's
emotions. Operations manager has this trait.
The Best development approaches to enhance the professional and personal development
There are various development approaches through which operations manager can
improve themselves in order to enhance the professional and personal development. These
development approaches are as follows -
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Coaching and mentoring
In coaching and mentoring, there are 2 parties involves – one are coach and mentor.
Another is learner. Coach and mentor shares their skills, knowledge and experience to the learner
and motivate them to adopt the required skills and abilities for the personal and professional
development.
On the job training
It is one of the main approach to enhance the professional and personal development in
which employers offers job to the employees and they learn required skills, abilities and
knowledge by doing their jobs within the organization.
Job rotation
In this approach, employer rotate employees from one job roles to another job roles for
short term periods. In this process of job rotation, employees learn skills and gain some
knowledge from doing different kinds of jobs (Marañón and Pera, 2015).
Construction of professional development plan (PDP)
Professional development plan for Operations Manager
Current Skills And
Competencies Used
In Personal And
Professional Plan
Goals For Personal
And Professional
Development Plan
Activities (Use
SMART targets)
Indicate How You
Have Monitored
Your Progress,
Underpinning
Learning And
Development Theory
Evaluate The
Effectiveness Of
Your Personal
Development Plan
Teamwork Skills Specific –
Development of
Teamwork skills in
order to manage
teams, its members
and their activities.
Measurable –
Development of
teamwork skill can be
measure by the co-
Through the Honey &
Mumford learning
theory, Operations
manager will have the
experience by lacking
of teamwork skills
through not able to
manage team and not
able to manage
conflicts between
Evaluation of the
effectiveness of
development of
teamwork skill can be
done through The
Katzenbach and Smith
model in which teams
are view as the
following aspects such
as collective work
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ordination between
members and increase
in the productivity of
the team.
Achievable – Yes, it is
achievable.
Relevant – It is
relevant because it will
help in
accomplishment of
organizational and
personal goals.
Time Bound – It is
targeted to be achieve
within 3 months (Wald
and et.al., 2015).
members and not able
to achieve short term
goals. This will lead
manager to reviewing
and analyzing its skills
and abilities to manage
team and its members.
This will lead manager
to think about how to
develop teamwork
skills and team
management skills in
order to achieve the
objective. It also
involves planning for
the future by
identifying new ideas
and applying them so
that manager will
never be fail in
managing teams, team
members and its
activities.
products, performance
results and personal
growth. The purpose
behind this model in
order to evaluate the
following skills which
is considered to be
improvement of team
work skills. These
skills are commitment,
complementary and
accountability.
Lack of Extroversion Specific – To become
extrovert from
introvert in order to
exchange ideas and
thoughts easily.
Measurable – It can
be measure by the
friendliness in nature.
Through the
behavioral learning
theory, operations
manager can become
extrovert and can
easily exchange ideas,
thoughts and views
with another.
Evaluation of the
effectiveness of
development of
extroversion
personality can be
done through taking
ownership. In this,
manager has to
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Achievable – Yes, it
can be achieve by the
operations manager.
Relevant – It is
relevant because it will
help manager to build
good relationship with
its employees and
customers which is
essential.
Time Bound - It is
targeted to be achieve
within 3 months.
Operations manager
has to observe the
behavior of an
extrovert people and
try to understand their
behavior by analyzing
them. After that
manager will apply
them on their behavior
and do practices till
then he is not able to
achieve the goals.
After that he will
communicate with
new people and
analysis his own
behavior in order to
evaluate the extent to
which he become
extrovert.
communicate with
other manager and
discuss the problems.
Also, they have to
solve the problems by
discussing and
exchanging ideas with
each others. If
manager is able to
easily exchange its
own thoughts and
ideas and become
friendly with their
people. It will be said
that manager is able to
effectively achieve
their goal. Like this,
this development plan
will be evaluate
(Patrick and et.al.,
2017).
Plan and undertake a job interview for Operations manager
Plan of a job interview for Operations Manager
Plan of a job interview for operations manager required following steps which are as
follows -
Interviewer will know about the required skills and knowledge in the candidates who will
apply for this job position. Along with that, he will also know about the roles and responsibilities
of the job position so that he can analysis the required skills and accordingly select the suitable
candidates. He will also review the candidates' resumes and accordingly shortlist the resume.
Also, he will plan the location where he will take interview. He will also decide the time and
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questions for the candidates. Also, he will decide the standards through which he can assess the
interviewees (Patrick and et.al., 2017).
Undertake a job interview for Operations Manager
Question 1 – Tell me about yourself.
Question 2 – Where do you see yourself in next 5 years ?
Question 3 – What are the roles and responsibilities of Operations managers in the organization ?
Question 4 – How an operations manager will handle all departmental activities and conflicts ?
Question 5 – What are the required skills which make the successful path for this position ?
Evaluation of job interview process
I as an operations manager take interview for the job. There is a procedure in which
interview are conducted. The procedure is such as -
Shortlist
I need only 20 suitable candidates but I got 100 Cvs. Thus, I did shortlisted of the Cvs. It
got me an opportunity to choose suitable candidates from various options. It wastes my time as I
took so much time in shortlisted the Cvs.
Screening interview
Next step, I followed was called suitable candidates for the confirmation of interviews. It
leads me to get to know more about the candidates. But due to lack of personalized interview, I
couldn't recognize that which candidates were suitable for me.
Interviews
Next step was to take interviews of the suitable candidates. It helped me to know about
the different personalities of different candidates which made me confused.
Applicant talent assessment
Next step was to assess their talents and personalities through various assessment tests. It
is a long process. Through the assessment, I get to know about their strengths and weaknesses. It
is a long process which required a lot of time which I couldn't give.
Background check
Next step I followed was background check. Due to strong outsourcing network, I get to
know about their background that they are true or not. But sometimes it can be fake as employee
plans perfectly.
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Make a reflection evaluating the job interview process assessing challenges and
recommendations
The interview process go through a process that is consist of different stages. These
stages of interview are important to evaluate and analysis the skills and knowledge of individual
candidate. I have learnt that the process is consists of short listing the candidate, human resource
interview, technical interview and personal interview. I have evaluated that in short listing stage
the candidates are being judged on the different criterion like education, personal and
professional skills which are mentioned in resume or CV of candidate. In this process the
suitable candidate for job are shortlisted and go for the next process. For the next step the
candidate is appeared for the HR interview where the personal information is collected to analyse
the background of candidate. According it is most important to know the personal background to
minimises the chances of future conflicts. This can be improved by looking at the social and
personal profile of person. In the next step the technical skills of person are analysed by the
technical team to check his knowledge about the particular field. And last step of the job
interview is personal interview where thye senior manager or leader communicate with candidate
to make final decision.
This process of the interview can be improved by using different other methods. The
company can also use written test to check efficiency of candidate. The video conferencing also
can be used to improve the number of option for selection. This process can be improved by
using different innovation in process. Interview process also can be improved by creating
positive environment at interview place and candidate should be provided with flexibility to
reduce pressure on them to judge them on their best. The process of interview also can be
improved by increasing involvement of candidate in interview process.
Assess your own abilities during the interview process and critically analyses
In the process of interview I have analysed different personal skills which are good for
my carrier in the future. During the interview I was feeling confident and positive and this help
me to perform better. I have experienced that I was good at communication with the company
officials and this make me to feel more confident and encouraged me to perform better to
impress them. I resized that the technical skills I have, help me a lot to crack their technical
questions. The curiosity and interest in company help me to get more involved in interview.
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CONCLUSION
From the above study, it has been analysis that professional and personal development is
an important aspect for any of the organization. It is prepared for the purpose of analysis of the
strengths and weaknesses of employees and work on the weaknesses of the employees so that
they can achieve their professional and personal goals. It is done by the professional and personal
development plan which is one of the most important document. On the basis of this professional
and personal development plan, employer are able to analysis its employees' career progression
and helps them to developed required skills, abilities and knowledge.
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REFERENCES
Books and Journals
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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.
Mentis, M., and et.al., 2016. Māwhai: Webbing a professional identity through networked
interprofessional communities of practice. Teaching and teacher education. 60. pp.66-
75.
Novakovich, J., Miah, S. and Shaw, S., 2017. Designing curriculum to shape professional social
media skills and identity in virtual communities of practice. Computers &
Education. 104. pp.65-90.
Patrick, A.D., and et.al., 2017, July. Constructing a measure of affect towards professional
practice: What matters for engineers?. In Research in Engineering Education
Symposium, Bogotá, Colombia.
Patrick, A.D., and et.al., 2017, June. A Measure of Affect toward Key Elements of Engineering
Professional Practice. In ASEE annual conference & exposition proceedings.
Roulston, A., Cleak, H. and Vreugdenhil, A., 2018. Promoting readiness to practice: which
learning activities promote competence and professional identity for student social
workers during practice learning?. Journal of Social Work Education. 54(2). pp.364-378.
Wald, H.S., 2015. Professional identity (trans) formation in medical education: reflection,
relationship, resilience. Academic Medicine. 90(6). pp.701-706.
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.
Webb, S.A. ed., 2017. Professional identity and social work. Taylor & Francis.
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