Benefits of Professional Development for Different Stakeholders

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................4
Examine the key benefits of on-going professional development for different stakeholders
within a specific organisation.................................................................................................4
Investigate professional employer expectations of skills and competencies within a specific
organisational context ............................................................................................................5
LO 2.................................................................................................................................................6
Assess own skills, competencies and the different learning and development approaches...6
Review a range of learning theories and approaches used for personal and professional
development processes...........................................................................................................8
LO 3.................................................................................................................................................9
Construct a development plan to enhance chosen skills and competencies within a specific
work context ..........................................................................................................................9
LO 4...............................................................................................................................................11
Undertake a job interview for a suitable service industry role.............................................11
Review key strengths and weaknesses of an applied interview process..............................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Professional identity is a complex term which is sometimes referred as personal identity,
professional identity or professionalism which describes the way practitioners perceives
themselves as the member of selected profession in which they demonstrate their skills,
knowledge, expertise and abilities. Each and every profession is associated with a set of beliefs,
values, attitude and understanding than an individual posses which give them a unique identity.
Therefore, Professional identity is the way one communicates and interacts with others, way of
thinking, relationship they build and maintain with others and the way they perceive themselves
within an occupational context and what impact their occupational activities have over society
(Avalos-Rivera, 2020). In the context of Hospitality industry there are common set of beliefs and
attitudes which an employer and employees posses, that is being warm and welcome to their
guests. Holiday Inn is a subsidiary brand of Intercontinental group, founded in 1952,
headquartered at Denham, United Kingdom. Below mentioned report covers the importance of
professional development, assessment of skills and competencies, development of professional
plans and transferable skills for a job application.

LO 1
Examine the key benefits of on-going professional development for different stakeholders within
a specific organisation
Overall prosperity and growth of an organisation and an individual completely depends
on the on going professional development of the employee working in an organisation which
aims at enhancing the skills and competencies essential to survive in a competitive environment.
On going professional development is also known as CPD (continuing professional
development ) which is designed and formulated by the companies so as to strengthen the skills
and expertise of their workforce to work effectively and efficiently (Skinner, Leavey and Rothi,
2021). Holiday Inn is a subsidiary brand of Intercontinental group, which develops interactive,
independent or participation based learning programmes which aims to develop a technical and
non-technical skills so as to provide knowledge and expertise to their work force in developing a
positive attitude resulting in formation of professional identity.
On the other hand, Self-directed learning is a method or process where an individual took
a charge of his learning process and is accountable for the learning outcomes. With the help of
self-assessment an individual conducts a detailed analysis of need for learning a skill, identify
the objective of learning such as what role does it play at work, finding and selecting out the
strategies for learning, and methods of evaluating the overall performance and learning
outcomes. With the help of these two programmes employers and employees of Holiday Inn gets
significant advantage in several ways :
Employers (Holiday Inn) Employees
It is imperative for Hospitality industry to
retain skilled and talented workforce because
giant hotels like Holiday Inn spends a lot on
employee training and development
programmes designed with the purpose of
making them more productive and
competitive (Meldgaard Hansen and Kamp,
2018). Therefore CPD helps employers in
retaining talented workforce.
With the help of on going professional
development and self directed learning
programmes employees of Holiday Inn
enhance their capabilities to a certain extent
that help them in matching the set standards
of hospitality industry. With the help of
enhanced skills and competencies employees
are capable of delivering professional and
quality services to clients, customer and