Table of Contents INTRODUCTION...........................................................................................................................1 TASK A...........................................................................................................................................1 P1 Key benefits of on going professional development..............................................................1 P2 Investigation of professional employer expectations of skills and competences...................2 M1 Importance of ongoing professional development................................................................3 P3 Assessment of own abilities, skills and competences.............................................................3 P4 Reviewing range of learning theories and approaches...........................................................4 M2 Evaluation of own skills and competences............................................................................5 D1 Critical evaluation of own skills............................................................................................5 CONCLUSION................................................................................................................................5 REFERENCES................................................................................................................................6
INTRODUCTION Professional identity can be defined as the concept of an individual which based upon self beliefs, experiences and attributes (Bauer, 2014). Organisation selected for this report is Ledbury Restaurant, established in London, UK. This report covers various topics like importance of on goingprofessionaldevelopmentfordifferentstakeholders,assessmentofownskills, competences etc. TASK A P1 Key benefits of on going professional development Overview of Ledbury Restaurant:It is one of the biggest organisation in hospitality industry of UK. It was founded in year 2005 by Nigel Platts Martin. It is mainly established in London, UK. Ongoing professional development:In Ledbury managers believe that it is very important for all staff members so they create opportunities for them in order to help them to enhance their work quality. Benefits for employees: Personal satisfaction:With the help of ongoing professional development personal satisfactionlevelofstaffmembersatLedburygetenhancedasitresultsin accomplishment of career goals (Demetry, 2017). Enhanced skills:When employees get development opportunities at work place then their skills could be enhanced which can help them to increase their productivity so that they can contribute in achievement of organisational goals. Future employment:Ongoing professional development create opportunities for future employmentforemployeesofLedburybecauseitresultsinenhancedskillsand experience. With the help of it they can attain career growth. Better CV:On going professional development helps to make a better CV of employees in Ledbury as it can be modified with specific skills, experiences and certificates which were acquired during development process. Benefits for employers: 1
Up to date knowledge of employees:Ongoing professional development is beneficial for employers in Ledbury as it results in up to date knowledge of staff members which helps them to complete their work on time with perfection. Skilled workforce:With the help of ongoing professional development employers can acquire skilled workforce which would be beneficial for Ledbury to attain its long term business goals (Köpsén, 2014). Enhanced employee engagement:On going professional development results in high satisfaction level of employees which helps to enhance their engagement level in work. It helpsLedburytoenhanceprofitabilitywithhigherinvolvementofworkforcein operations. Better brand image:Ongoing professional development help to establish a good brand image with better performance of restaurant because when staff members perform their duties appropriately then it helps to set an attractive image in market. P2 Investigation of professional employer expectations of skills and competences Two selected jobs in Ledbury for the purpose of analysing expectations of employers are manager and head chef. Head chef:Employers in Ledbury expect some specific competences and skills from head chef of restaurant. These are controlling and directing food preparation, coordination, cookingskills,constructingmenu,communication,planningorder,appropriatenessof appearance etc. In order to satisfy clients with food of restaurant it is vital for all head chefs to acquire all these qualities so that they can cook food according to their requirements. Manager:In Ledbury employers have some specific requirements for managers and they want that, individual who is willing to work on this profile should fulfil them. Their expectations of skills and competences includes delegation toward work, creative thinking, decision making, customer service, team leading, self confidence, problem solving , cooperating etc. All of them are expected by employers from managers of restaurant (Smith, 2014). Personal presentation for a chef is a long sleeved jacket which are cuffed no further than wrists and it is double breasted. For manager personal presentation is a proper formal suit with a tie. These are very important for organisation as it helps to establish a good image of restaurant in mind of customers that staff members follow professional appearance. It also helps to project 2
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better image of Ledbury because both of them are having good dress code which results in a good mind set of clients regarding restaurant. M1 Importance of ongoing professional development Ongoing professional develop is very important for Ledbury because it is a continuous process of enhancing and maintaining skills of individuals so that they can reach to their career goals. For all the employees such asHead chef and Managerwho are working within the organisation are required to have some specific skills. These are controlling and directing food preparation, cooking skills, constructing menu, communication, delegation toward work, creative thinking, cooperating etc. P3 Assessment of own abilities, skills and competences I am working as a head chef in Ledbury Restaurant and I have used two different methods to conduct my skill assessment. Both methods are as follows: Personal skills audit:With the help of this method individuals can identify their strong and weak skills which helps to make strategies to develop them.Analysis of it is as follows: The above table consist my hard and soft skills. Cooking, constructing menu, planning order and controlling and directing food preparation are hard skills which are required by a head chef. Coordination and communication are soft skills which are important for each and every individual who is working within an organisation. Personal SWOT:It isa tool which is used to determine strengths, weaknesses, opportunities and threats of individuals. Analysis of it is as follows: StrengthsWeaknesses 3
Good cooking and planning order skills help me to fulfil requirement of my job role. Controllinganddirectingfood preparation quality is beneficial for me to manage all activities at workplace. Weakconstructingmenuskillcreate issues for me to fulfil requirements of customers. Averagecoordinationsometimes results in miscommunication. OpportunitiesThreats In order to develop my skills I can take professional training. Guidance from supervisors can also be taken to develop weak skills. My weak and average skills can affect myabilitytoperformmy responsibilities as work place. P4 Reviewing range of learning theories and approaches Honey and Mumford theory:This theory is segregated in four different learning styles such as activist, theorist, reflector and pragmatist which are used by me in Ledbury in order to learn new things. With the help of them I get motivated to try new things, think logically about situations and learning by observations and than taking an action and apply personal and theoretical knowledge (Tan, Van der Molen and Schmidt, 2016). VAK learning actions:All the elements of this theory are used by me at Ledbury in order to learn various things to perform different activities related to my job. Visual learning is used by me to remember information in better manner with the help of chart, graphs, visual aids etc. Auditory learning was used by me to conduct brainstorming sessions in order to find innovative ideas. Kinesthetic style is used by me to learn things by directly interacting with people. Classical learning theory:This theory states that behaviour is learnt by an individual with the help of a continuous repetition between response and stimulus. It is also used by me in Ledbury in order to measure that my skills have been enhanced due to repetition of work or not (Classical learning theory,2018). From all the above described theories my preferred style of learning is VAK learning actions because it helps to develop skills with the help of three different factors such as visual, auditory and kinesthetic. 4
Different types of learning approaches are as follows: Behaviourist:In Ledbury, it is also used by managers and other staff members to interact with others and analyse their behaviour. With the help of it different things could be learnt such as coordination. Cognitive:It is used in Ledbury by employers to assume that thought process of employees affect the way in which they behave or not (Vähäsantanen, 2015). Humanist:It is focused with human behaviour and used in Ledbury by managers to find the ways in which self actualisation and image of employees can be improved. It helps to build self confidence of staff members. M2 Evaluation of own skills and competences While working as a head chef within an organisation it is very important for individuals to acquire specific skills and competencies such as coordination, constructing menu, controlling and directing food preparation. In order to develop all of them personal SWOT could be conducted to identify weaknesses and continuous development plan could be formulated to improve the qualities. D1 Critical evaluation of own skills As a head chef in Ledbury I require various skills in order to fulfil requirements of my job role. These are controlling and directing food preparation, cooking skills, constructing menu, planning order etc. All these qualities are required to meet expectations of employer of organisation. With the help of all of them I will be able to work productively and appropriately. CONCLUSION From the above project report it has been concluded that professional development is required for each and every individual as it results in various benefits to employee as well as employers. With the help of it skills of staff members gets enhanced which is beneficial for them and their organisation. 5
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REFERENCES Books and Journals: Bauer, T. D., 2014. The effects of client identity strength and professional identity salience on auditor judgments.The Accounting Review.90(1). pp.95-114. Demetry, D., 2017. Pop-up to professional: Emerging entrepreneurial identity and evolving vocabularies of motive.Academy of Management Discoveries.3(2). pp.187-207. Köpsén, S., 2014. How vocational teachers describe their vocational teacher identity.Journal of Vocational Education & Training.66(2). pp.194-211. Smith, R. T., 2014.Fighting for recognition: Identity, masculinity, and the act of violence in professional wrestling. Duke University Press. Tan, C. P., Van der Molen, H. T. and Schmidt, H. G., 2016. To what extent does problem-based learningcontributetostudents'professionalidentitydevelopment?.Teachingand Teacher Education.54.pp.54-64. Vähäsantanen,K.,2015.Professionalagencyinthestreamofchange:Understanding educationalchangeandteachers'professionalidentities.Teachingandteacher education.47.pp.1-12. Online Classicallearningtheory.2018.[Online].Availablethrough: <https://www.simplypsychology.org/classical-conditioning.html> 6