Professional Identity and Practice

PROFESSIONAL
IDENTITY AND
PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Examination of key benefits of ongoing professional development................................1
P2. Investigation of professional employer expectations.......................................................2
TASK 2............................................................................................................................................3
P3. Assessment of own abilities, skills and competencies.....................................................3
P4. Reviewing a range of learning theories and approaches used for personal and professional
development...........................................................................................................................6
TASK 3............................................................................................................................................7
P5. Construction of a development plan.................................................................................7
TASK 4..........................................................................................................................................10
P6. Undertake a job interview for suitable service industry role.........................................10
P7. Reviewing key strengths and weaknesses of applied interview process........................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Personal and Professional Development is an effective area of practice which is associated
with ensuring effective improvement within certain set of skills in order to secure a prominent
and desirable place within a desirable job role. Furthermore, it is an imperative aspect for people
as it helps them in appropriately and effectively assessing their strengths and weaknesses in
terms of the particular job role (Marañón and Pera, 2015). In addition to this, it would also help
these individuals in enhancing and developing several skills and competencies which ensures
their professional growth and development. In this relation, the report below is based on
Rosewood Hotel, which is one of the most prominent hotel branches in the United Kingdom. In
this context, the report is divided into two parts, where the first part is associated with
exploration of importance of on-going professional development and self directed learning, along
with a detailed assessment of one’s own skills and competencies and different types of learning
and development approaches. Furthermore, the second part of the report covers a brief
professional development plan, along with demonstration of a range of service industry and
transferable skills for a job application.
TASK 1
P1. Examination of key benefits of ongoing professional development
Ongoing professional development refers to a continuous improvement within the skills
and competency of employees of a company. Moreover, it is a necessary element which
enhances the performance level of the firm which allows them to gain a competitive edge within
the markets in which they serve. Furthermore, within hospitality industry, it is quite crucial for
the enterprises to focus on ongoing professional development to ensure customer satisfaction as
well as enhanced image domestically as well as internationally (Clarke and et. al., 2015).
However, ongoing development has several benefits to different stakeholders of Rosewood
Hotel, such as the employers of the company as well as the employees. Hence, advantages of this
type of development are explained in context of both these entities below:
Benefits to Employees:
 Job Satisfaction Level: One of the most crucial benefits which employees would be
receiving through ongoing development is the satisfaction level within the job. For
instance, within a hospitality organisation, ongoing development would help the
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employees in increasing skills such as communication, management and so forth, which
would provide them personal satisfaction and a sense of learning.
 Productivity: Each employee requires being better and contributing within the job role
they play. Hence, ongoing development would ensure that the weaknesses of employees
are eradicated and strengths and further competencies are induced, which help them
become more productive at the workplace and accomplish their personal agendas as well
(Wald and et. al., 2015).
Benefits to Employers:
 Skilled Workforce: A major benefit of ongoing development which employers
experience is a skilled and competent workforce. This allows the firm to further increase
their performance amongst customers and enhance the sustainability in the sector.
 Competitive Advantage: This benefit for the employers of Rosewood Hotel is associated
with a prominent edge over competitors in the marketplace. This is because consistency
is facilitated in the firm, which allows employees to constantly provide better results, as a
result, higher customer satisfaction and better competitive advantage.
P2. Investigation of professional employer expectations
A managerial position within hospitality industry is highly crucial, as it requires individuals
to completely and effectively plan, organise and execute the operations, functions and resources
of the organisation. Hence, in this context, employers of organisations such as Rosewood Hotel
have several expectations from aspiring managers for the company in relation to several skills
and competencies. Hence, some of the prominent capabilities expected by employers are
explored in detail below:
Skills Communication Skills:
One of the most imperative and necessary skills which is expected by employers within
Rosewood Hotel is communication skills. Managers within the hotel are required to deal with a
number of customers each day, even those which are not affiliated with the languages like
English. Moreover, they are also required to provide clear and precise instructions to
subordinates, which is a key requirement of the hotel. This, it becomes one of the key
expectations of the employers within Rosewood Hotel (Edwards, 2015).
 Problem Solving Skills:
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