Professional Identity and Practice

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Examining key benefits of on going professional development for distinct stakeholders in
the company............................................................................................................................1
P2. Investigation of professional employer expectations of skills as well as competencies
within the context to organisation..........................................................................................3
TASK 2............................................................................................................................................4
P3. Assessment of abilities, skills and competences for particular job role...........................4
P4. Review range of learning theories as well as approaches that are used for personal along
with professional development processes..............................................................................5
TASK 3............................................................................................................................................6
P5. Constructing development plan for enhancing selected skills and competencies in specific
work........................................................................................................................................6
TASK 4............................................................................................................................................8
P6. Undertaking job interview for suitable service industry role...........................................8
P7. Review of strengths and weaknesses of applied interview process...............................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Professional is termed to be a person who is executing practices independently through
using own knowledge base, skills along with competences appropriates to earn daily livelihood.
Professional identity refers to viewpoint of an individual who is serving as professor in domain
of expertise having high expectations for applying particular knowledge together with skills.
Similarly, professional practice is said to use of knowledge and experience of particular
professor in different fields. To gain insights about professional identity and practice, Hugo Boss
is selected that is luxury fashion which is located in Metzingen, Germany which is centrally
attraction of the nation population. It was established by Hugo Boss in the year 1924. It has
around 14600 employees that work for producing work clothing, shirts, jackets, raincoats and
sportswear (Hugo Boss, 2020). Along with this, the company also supply them across the globe.
The assignment covers importance of on-going professional development, expected skills and
competences of professional employer. Further, it also includes assessment of abilities, skills and
competences of specific job role, review of various learning theories or approaches that are used
for personal as well as professional development processes, construction of development plan to
enhance skills and competences, a job interview and review of key strengths along with
weakness of applied process of interview.
TASK 1
P1. Examining key benefits of on going professional development for distinct stakeholders in the
company
Ongoing professional development is defined as the aspect in which an individual takes part to
improve the level of knowledge as well as skills that are associated with professional lives. It can
be any activity in form of formal or informal which assists in developing and maintaining
competences that helps personally and professionally throughout entire career (Brown, 2016).
Moreover, it involves a process to uplift levels related to skills, competence and many more
through interactive, independent along with participation based learning. The individual that are
engaged in the development process requires to keep records related to their attained knowledge
as well as progress that are made for reflection of own learning. In present era, all companies
carry out effective CPD so that its manpower retain reliable set of huge quality, knowledge
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together with relevant skills throughout the professional life. In case with Hugo Boss, the
importance for carrying out continuous professional development is as follows;
 Continuous professional development ensures that all the capabilities of manpower of the
company are kept at pace with existing standards of others that works in same sector
(Bukor, 2015).
 Ongoing professional development enhances existing abilities of employees of Hugo
Boss to learn in regular and quick manner so that they become better independent person.
 Continuous professional development assist organisational people to stay interested as
well as motivated through experiencing new things and applying them in real life.
An organisation has different stakeholders and the main are employers and employees.
Following are the benefits of continuous professional development to employees and employers
of Hugo Boss:
Benefits of CPD for employees Benefits of CPD for employers
CPD refines the skills and intellects of
employees of Hugo Boss which assist in
plugging any type of plugging gaps.
CPD helps organisational employers to
increase level of confidence within their
professionals as well as personal life.
CPD opens pathways for employees of the
company to make progresses in their career and
redirects to achieve higher salaries along with
better job security.
CPD helps employers of Hugo Boss to
advance their management and leadership
knowledge in their profession aspects.
CPD promotes independence of organisational
employees when they engage themselves in
various learning activities as well as follow own
plans.
CPD improves sense of understanding of
employers through which they can build and
maintain healthy relations with employees
and solve their queries or grievances on time
(Cruess, Cruess and Steinert, 2016).
CRD also demonstrates ambitiousness,
dedication and aptitude toward self improvement
among existing or prospective employees.
CPD provides wide number of opportunities
to employers to develop their professional
career and also strengths backbone of entity.
CPD helps employees to keep their academic
together with practical qualifications up to date.
CPD assist employers of company to align
training to that of goals of business.
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