logo

Professional Identity and Practice - PDF

   

Added on  2020-10-23

15 Pages4448 Words108 Views
Professional Identity andPractice

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1.M1. The key benefits of on-going professional development for different stakeholders......1P2. Investigating professional employer expectations of skill and competencies......................2TASK 2............................................................................................................................................3P3. Abilities, skills and competences for a specific job role. .....................................................3D1. Critical evaluation of skills and competencies to meet the employer expectation ofprofessional skills required for employment...............................................................................4P4. A range of learning theories and approaches used for personal and professionaldevelopment processes................................................................................................................4M2. Skills and competences and the most appropriate developmental approach to developpersonal and professional skills..................................................................................................5TASK 3............................................................................................................................................6P5. Development plan to enhance chosen skills and competencies ...........................................6M3. Detailed development plan that applies underpinning learning and development theory...7D2. Comprehensive development plan that sets out clear and achievable targets, strategies andoutcomes of learning and training...............................................................................................8TASK 4............................................................................................................................................8P6. Job interview for a suitable service industry role.................................................................8M4. Job interview process and the obstacles and challenges to overcome...............................10P7. Key strengths and weakness of an applied interview process............................................10D3. Detailed and coherent critical reflection of an interview process and own abilities duringthis process................................................................................................................................11CONCLUSION..............................................................................................................................12REFRENCES.................................................................................................................................13

INTRODUCTIONThe professional identity of an employee is created by its values, beliefs, motivation,learning capability etc. which when implemented define individual's current and anticipatedprofessional life. To develop profession life, the importance of self learning has increased morebecause it allows an individual to enhance skills of its own. This report includes Hotel Russellwhich is based at Russell Square, Bloomsbury, London. This is a historic five star hotel whichhave rich and luxury flavour in touch. As a trainee HR manager of hotel Russell, this reportincludes importance of ongoing professional development and self directed learning to enhanceprofessional identity and career opportunities. Skills, competences and the different learning anddevelopment approaches of a manager at hotel are discussed. Apart from that, a professionaldevelopment plan is also discussed in the context of work. In the end, a range of service industryand transferable skills for a job application are also demonstrated.TASK 1P1.M1. The key benefits of on-going professional development for different stakeholdersOn going professional development is an art of development of an individual within oroutside the organization (Brownlee, K., Halverson, G. and Chassie, A., 2015). This type ofdevelopment can include training provided by organization or learning from the experience. Thestakeholders of Hotel Russell include the employee and the employer. Therefore the benefit ofon-going professional development on the employees and employers are as follows:BenefitsEmployee retention:In today's modern business environment organizations are moving around to cut the costof ongoing training and professional development. Hotel Russell can increase its image with thehelp of providing different opportunities of training and development. This will increaseemployee retention and they will feel important for the organization. Hence results in theincrease in working efficiency of the employees. This benefits Hotel Russell in increasing itsproductivity also.Making of succession planning easier:Hotel Russell should not hire employees from outside for the specific post of leaders.They should prepare their employees for their development towards the organization. The1

employees hired outside the company will take time and cost to understand the scenario. But theemployee who is promoted to that post already in touch with the on-going scene of organization.This will help not only in the development of employees but also it helps in increasing the faithof employee and employers.ImportanceKeep knowledge up-to-date:Continuous professional development helps an employee and employer to keepthemselves up to date with the current knowledge (Bukor, E., 2015). Te current knowledge couldinclude new trends and technologies which are updating on a continuous basis. This will help theemployee to make it happening with the changes so that it will never face any issue in futurewhile implementing that technology in Hotel Russell. The employer will found to be easy whenits employees are already aware of knowledge.Advancement in career:The ongoing professional development allows an employee to accept the challenges. Thismotivates it to handle the tough situations so that it will become used to with it. This allows theemployee to manage, lead, coach and mentor others. All these responsibilities make the career ofemployee full of opportunities and thus it will get advanced. The employer will find theemployee who is motivated, experienced and hard-working within the workplace of company.P2. Investigating professional employer expectations of skill and competenciesThe skills and competencies of an HR professional are necessary for the upliftment of anorganization. In case of Hotel Russell, the skills and competencies required by an HRprofessional are stated as follows.Personal Presentation:It is one of the important skill which should be in the HR professional. This skill requiredto the representation of an HR professional in front of the employees, leaders and othersstakeholders (Chang, E., 2015). The presentation of HR should be formal and ethical so that itcan attract the stakeholders. The attraction allows the listeners to listen carefully. In HotelRussell, the dress code of HR manager should be well enough. The formal and ethical dress codeof manager display the responsibility and seriousness of manager. Personal Skills:2

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Professional Identity and Practice : Professional Skills
|11
|3017
|387

Professional Identity & Practice: Assignment
|17
|5441
|29

(solved) Professional Identity and Practice- Assignment
|14
|3897
|143

Professional Identity and Practice Assignment - Hilton Hotel
|12
|3394
|398

Professional Identity and Practice (GB)
|13
|3920
|410

Professional Identity and Practice
|18
|5506
|60