Professional Identity and Practice

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1) Understand all the benefits of on going professional development for various stakeholders
in an industry..........................................................................................................................1
P2) Investigating professional employer expectations of competence and skills in an business
associates. ..............................................................................................................................2
An investigation of critical evaluation of own skills and competence for a job role. ..........3
LO2..................................................................................................................................................4
P3) Self evaluation of own abilities and competence for a job role. .....................................4
P4) Range of approaches and learning theories used for professional and personal
development processes...........................................................................................................6
LO3..................................................................................................................................................7
P5) Frame a PDP to uplift the competence and skills within a particular area. ....................7
LO4................................................................................................................................................10
P6) Conduct a job interview for a suitable service industry role. .......................................10
P7) Review the strengths and weaknesses of the interview held. .......................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Professional identity and practices can be explained as a important for single in
personality with main aim to upgrade prolonged term job development. It Includes various
competence, skills and potential to search out certain steps to overcome any kind of problems in
the near future. In today's world professional practices is very important to raise personal exposer
more higher towards the defined goals and objectives. Thomas cook Is a leading UK based travel
and Tourism. Thomas Cook Ltd. is the founder of the this organization. Firm services certain
services of subsidiaries is Thomas Cook Insurance Services Ltd. and many more. It serves
certain distinguished services to it's customers like, Visa, passport, Travel Insurance,
International and domestic Holidays etc. This report includes meaning of on continuous
professional development also focus on critical understanding on own skills and competence in
response to define a job role (Brooks, 2016). It also highlights process of interview and PDP so
that own skills and competence can be overcome. Critical evaluation will be done on
distinguished learning theories and approaches.
LO1
P1)
Continuous development process is a huge concept, by which individual career growth
can be developed by enhancing various abilities, skills and potentials for effective presentation.
In other words it can be explained as Continuous process is a way to search path to potential
needs and acquire it for single along with securing it's full fledged career path. Self learning and
on-going learning both are related conception which aims towards motivating skills, data and
knowledge. In case of continuous learning certain skills and competence can be adopted either
on the job or as a course. Whereas, self directed learning is a oriented process, in that individual
learn things by their inner motivation or by self efforts within the set time duration. In travel and
tourism continuous development is important to solve customers issues as to manage customers
emerging needs. On- going development role is to focus towards uplifting individuals skills and
competence for longer time duration. Additionally. Self directed learning has been contributing
to develop person's ability and competence accordingly so, that set goals can be achieved by
potential people and productive outcomes can be seen as well (Bukor, 2015). Along with needs,
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benefits and roles this need to search out in both employer and employees which is discussed as
follows:
Employer's: On going development is essential for a person as to fulfill enterprise
demands and employer's curiosity towards net income so that development and expansion be
done in the global market. Employer is one who is hungry about an worker who carries certain
capabilities, traits and power to achieve the set goals of business in the near future. Stakeholders
has keen interest in continuous development process for an individuals. If the existing
employee's is more concentrated towards their own development skills and competence, it will
turn out to be advantages for stakeholders interest to hold back with an business for more coming
years.
Employees: Continuous development process is very helpful to search out an single
from learning so as to succeed in career growth and development. Also asses the improvement
based act for self grandness and evaluation. The main welfare of the this is finding out mission
and vision so, that sharing to business career growth and expansion can be done smoothly.
Voluntary initiative will proves to be effective in terms of business perspectives.
I am good in communication skills and problem solving skills which is needed for the
post of Training and development administrator in an organization. Having good communication
skills will help in interact with the employees easily. By this I will be able to provide them best
training. Having the skills and competencies like problem solving will me help in solving the
grievances of the employees easily. By this I will be able to retain workers for longer time
duration in the working premises.
P2)
Employer expectations are raising at a tremendous scale in context of employee's
abilities, skills and competence so that responsibilities of job can be fulfilled effectively (Carrillo
and Vilar, 2015). Due to the continuous increasing functions and operations aspects the demand
of employer for it's employee's skills and capabilities are touching the sky. Employer not only
have higher level of expectations from it's employee's as well wants additional and basic skills
such as analytical,communication and negotiation so that job roles can be performed more
effectively and efficiently. In case of Thomas Cook, the job role of a person is training and
development executive. In this the person needs to perform training and development activities
like agreeing employees to attend training sessions as well prepare training programmes as a blue
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print as well as assisting manger in their work throughout the session. Before appearing for the
interview round, It is very important for an individual to examine it's own skills, capabilities and
abilities in order to give complete satisfaction to the interviewer for the job vacant. Critical
examination is needed to create skills into professional zone and satisfy employer expectations
and demands over time duration. Individual should go for evaluating own competence and skills
as well as deep study should be done for the specific job role (Cruess and Steinert, 2016). The
skills and competence required for the job role as a person needs to be aware about it.
An inquiry of critical judgement of self skills and competence for a job role.
Job Role Nature Competence and Skills
Training and development
administrator.
The nature of this specific role
involves lengthy process,
which mains at focusing
training and development
sessions to both the employee's
including new and existing
employee's. The major role of
this programmes to conduct
regular practices along with
having two way
communication with
distinguished people in the
company. Meanwhile
evaluating the performance of
the person during the training
programmes, to understand the
need of development in the
coming years.
The individual who will be
selected or hired for the post
vacant needs to have certain
skills and competence like
effective communication
skills, ability to convince
employees for any topic,
remain calm and patience
during pressure of work. The
hired candidate for the job role
is has assessed and found that
candidate feels a bit hesitation
will communicating with the
staff members also inaccuracy
can be seen during work
pressure at the floor which is
essential at the time of training
process. This kinds of skills
are designed, framed or
identify to have in employer's
knowledge level (Hou, 2015).
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It can be said that by proper strategic execution and planning it is must to overcome the
barriers of abilities, capabilities, skills and competence through evaluation. Assessing own
competence and skills is a critical task as this needs to be framed properly, before deciding to
design a professional development plan.
LO2
P3)
Self studying own skills, abilities and competence is essential to formulate person for the
outlined job role. It concern to searching skills in the weaknesses is at a higher level and guides
which needs to be overcomed through practices on regular basis. In other word it can be stated
that skills assessment and competence is done to better understand the present skills level which
is more and which one is less in an person. When the skills weakness are found it needs to focus
on which strategy which is used to overcome this weaknesses. This a kind of evaluation which is
done or carried out by the family members, family, peer etc. who is a deep observer to evaluate
the skills (ackson, 2016). In Thomas Cook industry, I am happy for the job role of a training and
development executive. Before entering into the sector of training and development executive
role, It is very important to self asses my abilities and competence so that justice can be done
with the job role assigned to me. In this, ranking supported tools will be best suitable to rank
your own abilities, skills and competence. So that we can be aware which skills needs to
improved so that justice can be done in future training and development executive job role.
Table formate will be designed to examine the skills and search out ways in future
development of exposure. In this competence and skills will be evaluated on rating scale of 1-4
Serial No. Competence
and skills
1 2 3 4
1 Interpersonal
skills
1.1 Negotiation X
1.2 Problem X
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solving
1.3 Listening
skills
X
1.4 Verbal
communicatin
g
X
1.5 Decision
making
X
2 Intervention
skills
2.1 Training/
education
X
2.2 counselling X
2.3 Group
facilitation
X
2.4 Empathic
relationship
X
2.5 Conflict
managements
X
What are skills and competence are find out: From the table table format it can be
concluded that I am good in building group condition as well as build healthy long empathic
relations to others (Kearney-Nunnery, 2015). These are some of the key skills and competence
of my new job role and as I have this skills and competence will help me in my training and
development executive post.
What are the skills for professional development: From the above table it can be
concluded that lack of conflict management, inadequate verbal communications and improper
counselling are some of the weaknesses which has been calculated from the above ranks. To
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perform well in the business all this skills need to be improved so that effective outcomes can be
seen.
From the given table formate it can be calculated that deficiency of verbal
communications, conflict management, inaccurate counselling and deficiency of trouble solving
are certain of the weak point that needs to improved with the due time (Marañón and Pera,
2015). I need to personnel work on the skills so that upliftment of knowledge can be done as well
as communication skills can be better to led a impelling counselling at the platform of ranting
activity.
P4)
When the requirements of desired skills and competence are identified for training and
improvement job role then various approaches and theories are search out to develop this skills
in more effective way. According to my own point of view professional and personal
development is essential to gave new and creative way to explore career for future. In
professional and personal development pro active steps and effective learning is necessary to fill
the gaps of skills which are, empathic relationships, counselling and chaos handling in that
particularly I am very weak. There are many learning theories and approaches by which this
weakness can be fulfilled with time duration (Novakovich and Shaw, 2017). Here, are some of
the approaches and learning theories which are discussed below:
Behaviourist approach: Behaviourist approach is supported on learning that includes
all the leading parts or beliefs in which repetition of the work is composed with the structured
feedback from the facilitator. On the other hand, positive feedbacks motivates continuously to
perform best and reinforce success. While the negative feedback spirit repetition of an mistake or
unwanted behaviour. The best way to optimum utilize this behavioural approaches is to learn and
develop skills and competence by clear thoughts or mind sets about the behavioural objectives
which helps in future to meet the desired goals.
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From this learning theories and approaches, relevant learning style is also equally
important. Here, social learning styles mostly adopted to welcome opposite to get include in the
process of learning. This type of learning theories is used to brings empathic relationships.
Whereas, logical and verbal learning style can help;s to upgrade or enrich verbal
communications and improves problem solving quality into their professional personality.
LO3
P5)
Professional development blueprint is a type of document consisting of goals,
competence and necessary skills which helps to improve continuous improvement in their career
development. As well as objectives of staff members are accomplished to meet the set targets on
timer in the coming years. According to me skills like, lack of conflict management, problem
solving, inaccuracy in communication has been pointed out as an major weak point which
requires immediate solutions to overcome this weaknesses (Pennington and Richards, 2016). For
training and development role professional and personal development plan is designed which is
explained as follows:
SWOT analysis
Strengths:
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Illustration 1:
Cognitive approach to learning
(Source: Cognitive approach to learning, 2018)

 I am good in conflict management. With the help of this skill I am able to retain potential
employees in the working premises for longer time duration.
 Negotiation skill is my strength due to which I am able to motivate employees to
perform better.
 I am good listener. This strength has helped me to build healthy relation with the co-
workers .
Weaknesses:
 I lack behind in communication skill due to which I am unable to transfer relevant
information to the employees. It results in unproductive outcomes.
 Problem solving skill is my weak point due to which I am unable to take best decision in
the adverse condition.
 Conflict management is another loop hole in me. Lacking behind in this skill create lot of
problem in front of me because I am unable to resolve their grievances on time. Due to
which employee turn out ratio is raising.
Skills:Verbal communication
Activities which are to be carried out: To resolve the issues related to the skills
different activities like, speaking in front of public gathering, live music conserts, and dialogues
speaking can be effective idea to improve verbal communication with each other.
Resources: Reading material and good sound system is needed for public gathering so,
that openly verbal two way communications can take place with the desired scenario.
Time duration: 2 months
Improvements needed: The outcomes will be appreciated with the raising
communication strategies and utilizing them at the optimum levels over the period of time.
Skills: Problem solving
Activities which are to be carried out: Problem can be solved by conducting various
activities bases on business creation along with playing games like sudoku is the effective way
to builds or make strong problem solving ability as well as by solving tricky long case study also
helps to widens the knowledge level to problem solving abilities. This will hep to develop both
personal and professional development abilities in the coming future. Here, social based
learning style is the best and suitable way to resolve the problem among distinguished entity.
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Resources: Case study solutions, practical functioning, classrooms tasks. Aptitude tasks,
reasoning etc. are some of the resources which can be helpful to resolve the problem solving
skills.
Time duration: 1.5 months
Improvements needed: The ability to solve the problems which would be emerged due
to this practices. Whereas, the ability to pursue critical decision making can also be increased
with the potential to meet the set goals on time (Pihl-, 2015).
Skills: Conflict management
Activities which are to be carried out: For the job role training and development
conflict management skill is must to measure performance of teams or groups by focusing on
real life scenario, performing activities and practical simulation are some of the activities by
which conflict management will be gained (Sabanciogullari and Dogan, 2015). Apart from this
regular or continuous concentration is needed along with anger ans anxiety control to meet the
desired task through which conflicts can be handled.
Resources: The major and the most effective resources are effective presentation,
reading books, writing articles, participate in team work, writing on blogs etc.
Time duration: 2.5 month
Improvements needed: By the given practices, it turned out to be the most effective
conflict solutions for me to enrich my personality at a wider level. Also, practices will assists me
to overcome any kind of shortages in my exposure and growth.
LO4
P6) Conduct a job interview for a suitable service industry role.
Job interview procedure is important to select or hire a right candidate at a right place
with all the skills and capabilities required for the job role. Framing the questions for the
different interview rounds is also one of the most difficult and challenging task performed by the
interviewer. In this case, interview handles different scenario in order to gain appropriate
candidate for the vacant post as well as to succeeded to get a positive outcomes by the end of the
interview. In Thomas Cook candidate has been appointed for the post of training and
development executives, who are shortlisted after the first round of the interview (Seemiller and
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Priest, 2015). The process of interview to hire right candidate for the vacant executive post is
explained as follows:
Mock Interview: The conversation is between X as a interviewer and Y as a Interviewee.
Y: Sir, may I come in?
X:Yes, come in.
Y: Thank you.
X: have your seat.
Y: Thank you sir.
X: Are you prepared for the round of interview?
Y: Sure.
X: Tell me something about yourself for 2 minutes?
Y: My name is John.........................................
X: Why should this company hire you?
Y: This organization should hire me for the post as I will practically use all my skills and
abilities to uplift the company in the market.
X: What motivates you to join this job role:
Y: I like interacting with the people around and would like to share information which is my
passion. This pulled me towards this job role.
X: How much salary are you expecting from the company?
Y: As per the job post, I would expect 18000 pounds per annum.
X: Nice to meet you John, we will revert you back
Y: Thank you, have a nice day sir.
Strengths: The positive results about the interview is that interviewee presence was full
of enthusiasm, confidence and time management was enough to complete the interview within
the given time duration (Wald, 2015).
Weaknesses: The main point of weakness was the transparency in my CV (Curriculum
Vitae) which was not clearly and systematically arranged.
Curriculum Vitae
Name:
Email: [e-mail]
Contact number: 987654321
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Profile: Attractive personality looking for work opportunity training and development sector to
provide training sessions to various person. 6 month experience will be responsive and
overwhelming.
Skills: Good problem solver, effective verbal communication and analytical thinking.
Knowledge: Masters of business administration with specialisation in HR department.
Language: English, Japanese
Traits: Immense behaviour, Polished attitude.
P7)
I am had good experience at the time of interview. Face to face interview was quite good
and amazing. The interviewer was smart and was full of knowledge as well as was clear with the
questions which he or she asked to me. Interview was conducted in two way communication in
appropriate manner Also, I was confident regarding my skills and abilities in which I was good .
As it was my first interview my experienced was positive and good. At the time of answering
the questions of the interviewer I felt hesitation while communicating the answer. Also, I was bit
nervous because interviewer was throwing questions back to back. I have taken it as positive
learning for my future interviews so that I can crack them in more better way.
CONCLUSION
From the preceding it can be ended that professional practice and identity is need for
personal development. It can be done by identifying own skills and competence so that
improvements can de done to meet the objective of the sessions. Critical evaluation of
competence and self skills is necessary to develop them within to overcome any kind of
inaccuracy n the job role. PDP plan figured out towards overcoming any capabilities and skills
into an individual personality development. Approaches and learning theories end up into
upliftment of individual knowledge.
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REFERENCES
Books and journals
Brooks, C., 2016. Teacher subject identity in professional practice: Teaching with a professional
compass. Routledge.
Bukor, E., 2015. Exploring teacher identity from a holistic perspective: Reconstructing and
reconnecting personal and professional selves. Teachers and teaching. 21(3). pp.305-
327.
Carrillo, C., Baguley, M. and Vilar, M., 2015. The influence of professional identity on teaching
practice: experiences of four music educators. International Journal of Music
Education. 33(4). pp.451-462.
Cruess, R. L., Cruess, S. R. and Steinert, Y. eds., 2016. Teaching medical professionalism:
supporting the development of a professional identity. Cambridge University Press.
Hou, H., 2015. What makes an online community of practice work? A situated study of Chinese
student teachers’ perceptions of online professional learning. Teaching and Teacher
Education. 46. pp.6-16.
Jackson, D., 2016. Re-conceptualising graduate employability: the importance of pre-
professional identity. Higher Education Research & Development. 35(5). pp.925-939.
Kearney-Nunnery, R., 2015. Advancing Your Career Concepts in Professional Nursing. FA
Davis.
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.
Novakovich, J., Miah, S. and Shaw, S., 2017. Designing curriculum to shape professional social
media skills and identity in virtual communities of practice. Computers &
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Pennington, M. C. and Richards, J. C., 2016. Teacher identity in language teaching: Integrating
personal, contextual, and professional factors. RELC journal. 47(1). pp.5-23.
Pihl-Thingvad, S., 2015. Professional ideals and daily practice in journalism. Journalism.16(3).
pp.392-411.
Sabanciogullari, S. and Dogan, S., 2015. Relationship between job satisfaction, professional
identity and intention to leave the profession among nurses in Turkey. Journal of
nursing management. 23(8). pp.1076-1085.
Seemiller, C. and Priest, K. L., 2015. The Hidden" Who" in Leadership Education:
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Leadership Education, 14(3).
Wald, H. S., 2015. Professional identity (trans) formation in medical education: reflection,
relationship, resilience. Academic Medicine. 90(6). pp.701-706.
Online:
Cognitive approach to learning. 2018. [Online]. Available through:
<https://www.feedbackpanda.com/learning-goals/bloom-taxonomy/>.
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