Professional Identity Concept PDF

Added on - 21 Feb 2021

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Professional Identity and Practice1
ContentsINTRODUCTION...........................................................................................................................3PART A...........................................................................................................................................3P2 Investigate professional employer expectations of skills and competencies within a specificorganizational..............................................................................................................................3PART B...........................................................................................................................................5P3 Assess own abilities, skills and competencies for specific Marketing Manager....................5P4 Review a range of learning theories and approaches used for personal and professionaldevelopment processes................................................................................................................5P5 Construct a development plan to enhance chosen skills and competencies within work......6PART C...........................................................................................................................................9P6 Undertake a job interview for suitable service industry for Marketing Manager posting......9P7 Review key strengths and weaknesses of an applied interview process..............................11Easier for correction on speech..................................................................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................132
INTRODUCTIONProfessional identity and practices are the concept which describes that how perceiveourselves within the occupational and also communicate with others. On the other hand,Professional practice refer to conduct the work from the particular profession which require thetime interval of training or development. Marks and Spencer is multinational retailer whichprovide high quality of products and services. It was founded in 1884 by Michael Marks,currently it has 959 stores across the UK and also including 615 sell food items.This report will discuss about the benefits of on-going professional development forvarious type of stakeholder within Marks and Spencer. Furthermore, it will investigate theprofessional employer expectation of competencies and skills within Marks and Spencer. Thisreport will describe the own abilities, competencies and skills of specific job role for particularposting. Moreover, it will review the wide range of learning theories and approaches that can usefor professional development process. At last, it will construct the development plan according tothe skill and competencies. This assignment will determine the weakness and strength of appliedprocess of job.PART AP1 key Benefits of on-going professional development for different stakeholders within a Marksand Spencer.On-going professional development is a process of developing personal skills, knowledge andalso maintain the documentation in business. Many professionals are participants in the on-goingprofessional development process to improve the capability and enhance their career inprofessional fields. It has required the professional qualification which operates in otherprofessions to handle the overall operations and functions. In Marks and Spencer, Manager hasprovided the opportunities for business to increase the profitability and productivity in marketplace. They are planning an effective strategy to conduct on-going professional developmentwhere all investors and other participate to improve the skill and knowledge. It is beneficial fororganization to increase the demand of product and service in marketplace. There are somecommon benefits of on -going development for multiple stakeholders.Increase Retention-It is the important benefits of on-going professional developmentwhen Marks and Spencer are cutting the price of opportunities such as training and development.they always promoting and offering the professional development so that they can improve their3
skill or knowledge. It helps to understand the requirement of customer and provide the facilitiesand services according to the demand. This type of option will help the employee and they takecare about the career progression which are interested in keep improve at long term achievement.Make succession planning-It is great tool for the purpose of future enhancement whereleader may use this type of planning for business succession. Marks and Spencer is hiring outsidethe enterprises and promoting from within the great deals to show their employee. They canbenefit for long career development. It will decrease the knowledge gap that inevitable withturnover.Build confidence and credibility-The professional development training provide theopportunities which allows the staff to build and improve their confidence level at workplace. Italways helps to build the credibility as they continue to gain new skill sets and certificates. It isnecessary part of business when the employee can build their confidence and putting efforts inthe business growth and development.Recognise staff-On going professional development can improve to break up into thedifferent work and also reenergize their employee or apply the creativity of staff members. It isproviding the professional development to gain more knowledge perspectives which cantranslate into the specific approach in their jobs.P2 Investigate professional employer expectations of skills and competencies within a specificorganizational.Marks and Spencer look for the hire people those who has skills and knowledge to success thecompany. The organization has a more expectations of their staff members for putting someefforts in the business process to increase profit rate in global market (Williams, Guglietti andHaney, 2018). There are some common skills and competencies of employer’s expectations.Skills:Problem Solving-it is the most important skill require for business which help to maintain theiroperations and functions.It ability to solve the problem which are highly valuable for companiesand demand from the new candidates (Horton and deAraujo, 2018).Marks and Spencer also givemore importance those who has a problem solving skill to get satisfaction.4
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