Understanding Professional Identity Development

The assignment provided is a detailed analysis of professional identity development in different contexts. It highlights the significance of understanding individual learning styles, which can be utilised for developing skills and increasing knowledge. The resources listed include books, journals, and research papers that provide insights into professional identity development and its relationship with learning styles.

: Professional Identity &
Practice

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK A ..........................................................................................................................................3
P1 Key benefits of on-going Professional development within Marriott hotel .......................3
P2. Identifying the skills as well as competencies expected by employer in context of specific
Job role. ......................................................................................................................................5
TASK B ..........................................................................................................................................7
P3. Assessing own skills as well as abilities and core competencies for specific Job role. .......7
P4 Range of learning theories as well as approaches utilised for personal and professional
development ...............................................................................................................................8
TASK C ..........................................................................................................................................9
P5, Developing Personal development plan ...............................................................................9
P6, Undertaking Job interview for Job role of manager .........................................................12
P7, Identifying key strengths as well as weakness of applied interview procedure................13
CONCLUSION .............................................................................................................................14
REFERENCES .............................................................................................................................15

INTRODUCTION
Professional identity can be defined as the set of beliefs about an individual professional.
role. Such type of identity is created through an individual belief, experience, motives .
Professional identity have direct as well a significant effect on individual behaviour t workplace.
Continuous learning plays an important role in supporting an individual in enhancing their
professional identity. It also assist people in fostering their personal as well as professional
growth. Personal identity is the factor which makes an individual different from other people at
workplace.
The present report have focus on identifying the key benefits of on-going professional
development for different stakeholders in context of Marriott hotel. It is basically a Global
company operating business in hospitality sector. Study will emphasize on highlighting the
different skills set which is requited by an individual for performing specific job role in an
organisation. It will also include the different learning theories which can be utilised by an
individual for professional development.
TASK A
P1 Key benefits of on-going Professional development within Marriott hotel
Overview of Organisation
Marriott is an international company operating business in hospitality sector. An
organisation manages as well as franchises a broad portfolio of hotels as well as lodging
facilities. Business entity is among one of the largest hotel chain in the world. Marriott hotel has
its properties in more than 127 countries which provides firm an ease in distribution of Products
as well as services. Total 177000 employees are working in an organisation.
Benefit of ongoing professional development to employer In Marriott hotel are :
Increase retention : Continuous professional development assists an employer in developing a
team of highly skilled as well as talented workforce. In addition to this, it supports an
organisation in providing a high level of job satisfaction to employees which is very much
essential in order to reduce employee turnover rate (Brekke and Anastas, 2019). In context of
Marriott hotel, business entity has low staff turnover rate as compared to other companies in an

industry, this has been possible through providing workers with ongoing continuous
development opportunities.
Maintaining engagement: An ongoing continuous professional development assist an employer
in ensuring the engagement of employees in their work. Manager in Marriott Hotel has provided
workers with an on-going professional development opportunity, result of which is high
engagement of employees in different activities. In other words, continuous professional
development promotes greater work engagement from the workforce and general commitment to
job roles
Increasing productivity as well as satisfaction : In context of Marriott hotel, workers in an
enterprise feel supported as well as inspired at work, this factor has positive effect on their
performance. In addition to this, Management in an organisation has provided proper training to
employees which has provided workers with high level of satisfaction. It has also leaded to the
increase in level of confidence among employees which has lead to the improvement in their
performance. On simple words, continuous professional development equips employees to
perform their role in better way which further lead to the increase in productivity as well as
working efficiency of firm. In addition to this, continuous professional development or training
instils and reinforces brand culture in order to increase employee loyalty and retention which has
direct effect of productivity of firm (Boylan, Coldwell and Jordan, 2018).
Saving of costs : Continuous professional development assist an employer in saving the training
as well as recruitment costs. In context of Marriott hotel, an enterprise can make money by
hiring team of experts for providing In-house training to workers.
Benefit of continuous professional development to employees in Marriott hotel.
Increase in knowledge as well as development of skills. Continuous professional development
enables employees to increase their skills as well as knowledge about the business. In context of
Marriott hotel, continuous professional development opportunity provided by company has
allowed workers to get themselves aware about business strategies as well as plans. It has
assisted them in identifying their roles as well as responsibilities towards organisation (Zhao,
and Ko, 2018.).
Building confidence: Continuous professional development assist employees in increasing their
confidence related to performing specific work in an enterprise.

Maintenance of professional standards: Continuous professional development assists an
individual in making sure that professional standard of their qualifications and registrations is
maintained.
Showcase of achievement: Continuous professional development enables an individual to show
case their achievement. In context of Marriott hotel, training provided by management in an
organisation has assisted employees in increasing their ability to cope up as well as adjust to
changes.
P2. Identifying the skills as well as competencies expected by employer in context of specific
Job role.
Unique skills set are required for performing different roles within an organisation. Skills
as well as core competencies which are expected by employer which is to be posses by an
individual performing Job role of Manager and Head chef. In context of Marriott hotel an
individual applying for the job role of manager required to posses following skills set and
core competencies :
Manager is a person who has responsibility of controlling as well as administrating the
business activities or people within an organisation.
Adaptability: In context of Marriott hotel, employer expects that an individual applying for the
job role of manager should have ability to bring positive change at workplace. In addition to this,
they also expect that a person hire for Job role should have high potential to adjust themselves in
new environment (Shields, Brown and Plimmer, 2015).
Ability to work in a team : Employer in Marriott hotel expects that an individual appointed for
job of manager in a hotel should have ability to work with team and manage people at work
place.
In addition to above skills an additional interpersonal abilities required for performing
the job role of manager in hotel include:
Communication : In context of Marriott hotel, an individual applying for the job role of manager
is required to have an effective communication skills, which is very much important in order to
provide customer with high level of satisfaction to customers.
Leadership skills: It is very much important for an individual performing role of manager in
hotel to have leadership skills. It is an ability which is require
Person specification for Manager in Marriott hotel

Skills and Core competencies
 Leadership skills
 Adaptability
 Communication skills
 Customer focus
 Knowledge about techniques for managing business
 Time management skills
 Problem solving skills
 Self motivation
 Good personality

Experience: Three year of working experience in relevant field.
REFERENCE
Skills set and competencies required by person applying for Job role of head chef in
Marriott hotel.
Quantification : NV Q level in preparation of food.
Diploma in hotel management
Experience:Minimum four years of experience in relevant field.
Skills and abilities:
 An effective verbal communication skill
 Ability to work under pressure
 Basic knowledge about technology used for purpose of cooking.
 Time management skills

 Ability to work in team
TASK B
P3. Assessing own skills as well as abilities and core competencies for specific Job role.
Swot analysis is considered to be as one of the best technique which can be utilised by an
individual for assessing their own skills and knowledge in context of specific Job role. I am
interested in applying for the job role of manager in Marriott hotel, theretofore I am conducting
Swot analysis for identifying the skill gap.
Strength :
 I have good writing skills.
 I Posses friendly as well as supportive
behaviour.
 I have good personality.
 I am self motivated.
 I lean things quickly.
Weakness :
 Lack of experience.
 Lack of an effective oral
communication skill.
 I am depended on other in context of
decision making.
 Lack of an effective time management
skill
 Lack of technical knowledge.
Opportunities:
 I have an opportunity to enhance my
skills by attending the training
programs or seminars.
 I have an opportunity to get a chance to
work on reputed and good hotel.
Threats:
 Increase in competition .
 Changes in regulation related specific
career or education.
 I also have threat that lack of few skills
can create hindrance or hurdles in my
personal as well as professional growth.

As role of manager, there are some hard and soft skills that they must have. Hard skills
involving financial forecasting, computer programming, proficiency of foreign languages. Sift
skills involve communication, leadership, team work and time management. Both are skills are
essential to play role of manager in the Marriott hotel.
In order to that, communication skill is soft ability which aid to build interaction and
relationship with employees in the hotel. On other side, lack of time management skill that occur
barrier to complete the tasks. In relation to that, self motivation skill will aid to high working in
the organization.
P4 Range of learning theories as well as approaches utilised for personal and professional
development
Management in Marriott hotel need to develop the understanding about different learning
theories, as this will assist them in assessing the learning style of employees working in an
organisation. IT is very much crucial for manager in Marriott hotel to understand that each and
every person has different learning style as well as capabilities, as this tactic will assist them in
designing an appropriate training program for workers. Different learning theories as well as
approaches are :
Honey Mumford learning theory
It is the hypothesis which is inspired by Kolbs learning style model. As per the Honey
Mumford learning theory, there are basically four learning styles these are :
Activist: An individual with such Learning style prefer to learn by performing the activities
themselves. It is considered to be as an effective learning style, as enables person to gain the
practical experience. In addition to this, Activist learning style also assists an individual in
increasing their confidence related to performing specific set of activities (Kim and Bae, 2017).
I Prefer this learning style, as I perceive that activist learning style allows an individual to gain
expertise in particular task. I also think that activist learning style suits my personality. In also
perceive that by learning through performing activities is best as it enables an individual to retain
the knowledge for long time.

Theorist: Learners with theorist learning style are most interested in developing the
understanding about the theory behind action. I consider Theorist as another best learning style,
as it enables an individual to get depth knowledge about the subject which is very much
important in order to perform specific task in appropriate manner.
Pragmatists: These are the learners those who are much interested in putting their learning into
practice person with pragmatists learning style experiments with techniques as well as theories.
Reflectors: Learners with this learning style learn things by observing the activities surrounding
them. I perceive that reflector learning style is perfect for the children but ineffective for
professional learning (Kim and Bae, 2017).
VAK learning theory :
As per this hypothesis, People prefer to learn things in one of the three ways these are :
Visually: It is very much essential for manager in Marriott hotel to develop the understanding
that there might be few workers in an organisation those who might prefer to gain information or
knowledge by seeing the diagrams, graphs etc. Some employees might learn top perform task by
seeing the demonstration of the same. I prefer this learning method, as it provides an individual
on assessing the techniques which are used by other person for completing the specific activity.
Auditory: Few individual gain knowledge just by listening to other.
Kinaesthetic: It is the type of learning method, on which an individual learn by touching ,
feeling the things. Kinetic learning method is basically used for people with special kind of
disabilities such as listening or eyesight problem. This learning takes places by students carrying
out physical activities instead of listening to lecture.
Social learning theory :
It is the hypothesis which is based on the assumption that new behaviour can be acquired
by observing as well as imitating others. This theory also states that an individual behaviour at
workplace can be influenced by social factors. Social learning theory, states that learning is
cognitive procedure which take place in social context (Nghia and My Duyen, 2018). It is also
based on the assumptions that learning can occur purely through observation as well as clear
instruction. In context of Marriott hotel, it is required by management in an organisation to
develop the procedure of reinforcement or rewards, as this strategy will assist them in positively
influencing people to learn (Williams, Guglietti and Haney, 2018).

TASK C
P5, Developing Personal development plan
As above I have conducted the Swot analysis from which I have analysed that I need to
develop few more skills as well as core competencies in order to work as manager in Marriott
hotel. Therefore, considering my weakness I have prepared the personal development plan in
order to improve my abilities as well as core competencies.
Smart objectives for job role of manager :
 To built up a positive working environment for keeping high motivation levels.
 To Decrease in time to resolve issues faced by customers.
Skills required to
be developed
Activities to be
performed
Resources
required
Time scale Criterion for
assessment
Oral
communication
skills
I will attend
language as well
as personality
development
classes.
I will also read
books as well as
use internet in
order to learn
English grammar.
Books, internet,
support of tutor.
6 months Feedback from
tutor
Self-assessment
Increase in
decision making
power
I will seek
Support from
supervisor .
I will attend
training,
Support from
supervisor
Eight months Self -assessment

seminars, worship
to increase my
knowledge about
field, as I
perceive that
which is very
much essential to
increase
confidence level
as well as
increase decision
making power.
Time
management
skills
I will seek
support from
leaders.
I will set short as
well as long term
goals for myself.
I will prepare
schedule every
day.
I will also prepare
lost of priorities
tasks.
Seek support
from leaders.
Stationery such as
Pen , notebook
etc.
Six months Feedback from
leader
Technical skill as
well as
knowledge
I will seek
support from
technical team.
Seek support
from technical
team.
Eight months Feedback from
technical team.

Knowledge about
the guidelines
related to the food
and safety
I will attend
seminar.
I will use internet
and read books
Books and
internet
Six months Self assessment
CV
Professional summary
I have been engaged with hospitality management sector for more than a decade. O am pleased
to offer different skills as well as knowledge which can be applied for driving organisation
towards success.
Core Qualification :
Certification in principle of hospitality management.
Skills
 Team leading skills
 Knowledge about all aspect of industry Including food and safety
 Customer service experience
Experience
Four years of experience in relevant field.
References
P6, Undertaking Job interview for Job role of manager
Interview can be referred to as formal meeting which is conducted for assessing the skills
as well as knowledge of an individual in order to find whether they are suitable for specific job
role or not. There are basically three types of interview these are structure as well as unstructured
and panel . A structured interview is also recognised to be as formal interview procedure where
interviewer ask job related questions to the candidate. In unstructured interview procedures,

generally open ended questions are asked by interviewer (Meldgaard Hansen and Kamp, 2018.).
In panel interview procedure, employer gather the opinions from other members before making
any decisions related to hiring of candidate for specific job role.
I have decided to conduct the formal interview process for interviewing the candidates.
The questions which I have designed in order to judge the skills as well as knowledge of an
individual related to the job profile of hotel manager are :
 Do you have prior experience working in same field?
 What is your management style?
 What is your decision making procedure?
 How you will deal with worker who is not meeting expectation ?
 Do you consider yourself to be as organised person ?
 Are you risk taker ?
P7, Identifying key strengths as well as weakness of applied interview procedure.
Formal interview procedure is basically a face to face meeting between employer as well
as prospective candidates. It is considered to be as a traditional technique of interviewing.
Formal interview is also considered to be as standardized method of evaluating the skills as well
as knowledge of candidates by asking pre-determined set of questions focused on potential,
knowledge required for performing specific job role (Mooney and Jameson, 2018.).
Key strength of formal interview procedure are :
Effectiveness: It is a formal interview procedure which can assist an employer in gathering the
relevant information which can be helpful in making the decision related to hiring candidate for
specific job role.
Easy to replicate: A formal interview procedure are easy to replicate, as fixed questions are
utilised by employer for interview the different candidates.
Quick to conduct: The biggest strength of formal interview is that it is can be conducted fairly as
well as quickly. In addition to this, employer can interview more number of employees within
specific period. It also means that large sample can be obtained which can be beneficial in terms
of finding the suitable candidate for specific job role.
Fairness : Formal interview process is considered to be as an effective method of interviewing
candidates, as it helps both candidates and employee in ensuring the fairness in interview

process. In addition to this, major strength of formal interview process is that all the candidates
those who have applied for the job are treated objectively as questions asked by employer are
based on requirement of Job (Loo, 2018).
Key weakness of formal interview procedure are :
Limited assessment : It minimises an employer ability to assess the personal qualification .
Personality and knowledge posses by candidate.
Lack of detail: By conducting the structured interview procedure, an employer can not gather
much detailed information about the candidate.
High chances of leak of questions : As in formal interview procedure, same set of questions are
asked by employer to all candidates, leak of questions can lead to the wrong judgement by
employer.
CONCLUSION
From the above report it has been summarised that personal identity can be developed
through learning. It has also been concluded from the assignment that continuous learning is very
much important in order to foster personal and professional growth. The other fact which has
been found during the study is that Formal interview procedure is more appropriate as compared
to informal interview process. It has also been concluded from the assignment that Continuous
professional development is beneficial for both employer and employees. The other thing which
has been found that each and every person has different learning style.
The different learning style has been suggested which can be utilised by an individual for
developing skills as well as increasing knowledge.

REFERENCES
Books and Journals:
Williams, A., Guglietti, M.V. and Haney, S., 2018. Journalism students’ professional identity in
the making: Implications for education and practice. Journalism, 19(6), pp.820-836.
Park, J.J. and Schallert, D.L., 2018. Talking, reading, and writing like an educational
psychologist: The role of discourse practices in graduate students' professional identity
development. Learning, Culture and Social Interaction.
Cruess, S.R., Cruess, R.L. and Steinert, Y., 2018. Supporting the development of a professional
identity: General principles. Medical Teacher, pp.1-9.
Zhu, J. and Zhu, G., 2018. Understanding student teachers’ professional identity transformation
through metaphor: an international perspective. Journal of Education for Teaching, 44(4),
pp.500-504.
Brekke, J.S. and Anastas, J.W. eds., 2019. Shaping a Science of Social Work: Professional
Knowledge and Identity. Oxford University PressLoo, S., 2018. Further Education,
Professional and Occupational Pedagogy: Knowledge and Experiences. Routledge., USA.
Boylan, M., Coldwell, M., Maxwell, B. and Jordan, J., 2018. Rethinking models of professional
learning as tools: a conceptual analysis to inform research and practice. Professional
development in education, 44(1), pp.120-139.Mooney, S. and Jameson, S., 2018. The
career constructions of hospitality students: A rocky road. Hospitality & Society, 8(1),
pp.45-67.
Zhao, Y. and Ko, J., 2018. Workplace learning in the professional development of vocational
education teachers. Studia paedagogica, 23(2), pp.43-58.
Shields, J., Brown, M. and Plimmer, G., 2015. Managing employee performance & reward:
Concepts, practices, strategies. Cambridge University Press.
Kim, D.O. and Bae, J., 2017. Employment relations and HRM in South Korea. Routledge.
Nghia, T.L.H. and My Duyen, N.T., 2018. Internship-related learning outcomes and their
influential factors: The case of Vietnamese tourism and hospitality students. Education+
Training, 60(1), pp.69-81.

Meldgaard Hansen, A. and Kamp, A., 2018. From carers to trainers: Professional identity and
body work in rehabilitative eldercare. Gender, Work & Organization, 25(1), pp.63-76.
Mooney, S. and Jameson, S., 2018. The career constructions of hospitality students: A rocky
road. Hospitality & Society, 8(1), pp.45-67.
Loo, S., 2018. Further Education, Professional and Occupational Pedagogy: Knowledge and
Experiences. Routledge.