Professional Identity and Practice

PROFESSIONAL
IDENTITY AND
PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Examination of key benefits of ongoing professional development.....................................1
P2. Investigation of professional employer expectations of skills and competencies................2
LO 2.................................................................................................................................................3
P3. Assessment of own abilities, skills and competencies for a specific job role.......................3
P4. Reviewing a range of learning theories and approaches used in personal and professional
development process...................................................................................................................5
LO 3.................................................................................................................................................7
P5. Construction of a development plan to enhance chosen skills and competencies................7
LO 4.................................................................................................................................................9
Covered in PPT...........................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Personal and Professional Development is one of the most crucial areas of practice that is
subjected towards ensuring effective personal, as well as professional growth that is necessary to
foster the career opportunities for individuals (Himmapan, Dumlao and Chun-Fong, 2019). Such
developments are crucial for individuals to enhance the scope of improvement when it comes to
increasing their competence and skills for different and effective job roles. Hence, in this
relation, the report below is based on Holiday Inn, which is one of they most appropriate and
effective hotel chains in the UK. The report is segregated into two parts. The first part undertakes
exploration of ongoing professional development importance, as well as self directed learning in
order to enhance the professional identity and practice. Along with this, the first part includes
assessment of own skills, competencies and different learning and development approaches, as
well as designing a professional development plan. The second part of the report undertakes
demonstration of a range of service industry and transferable skills for a job application.
LO 1
P1. Examination of key benefits of ongoing professional development
The concept surrounding ongoing professional development means consistent growth
within the competencies and skills that are associated within a sector or an organisation. In
regards to this, Holiday Inn is one of the most recognised hospitality companies in the UK,
which provides accommodation and eatery services to its customers within the UK and from all
over the world. It is essential that the key benefits of ongoing professional development are
witnessed and examined upon the firm (Gómez-Estern, Martínez-Lozano and Vásquez, 2015).
Hence, there are two prominent stakeholders of the company that are being taken into account
and are elaborated below in terms of these benefits:
Benefits associated with Employers: Competitive Edge: A key benefit of ongoing professional development that is associated
with employers is that it helps them in becoming more competent, which allows them to
gain an appropriate competitive edge within the sector. The reason for this is that ongoing
development helps in improvising the performance standards of employees, hence,
resulting in better outcomes.
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 Skilled Employees: Another benefit that the employers experience through ongoing
professional development is that with repeated and consistent development of their
competencies their skill level is enhanced, which provides the company with better
knowledge, creativity and implementation of approaches which is needed for the sector
(Goh and Zukas, 2016).
Benefits associated with Employees: Productivity in Work: Ongoing professional development leads to improvisation in
competencies and skills, along with growth within the mindset which leads to better
handling of job roles. This allows individuals within the company to enhance their
productivity within their work.
 Personal and Professional Satisfaction: Another benefit related to ongoing professional
development in perspective of employees is related to the fact that it enables them in
achieving their personal and professional targets which allows them to feel the sense of
satisfaction and establishment within the company in an appropriate manner.
P2. Investigation of professional employer expectations of skills and competencies
It is very essential that expectations of employees in context of skills and competencies
for specific roles so that an appropriate analysis could be made in relation to the requirements of
competence associated with the job role (Kennedy and et. al., 2015). In relation to Holiday Inn,
the below investigation would be based on the Managerial Position within the organisation and
hence, several skills and competencies are elaborated below:
Professional Standards: Personal Presentation: One of the most crucial professional standards in relation to the
job role of a manager in this organisation is personal presentation. This individual is
required to deal with all the staff members, the general manager, as well as the guests on
a daily basis. Being the face of this hotel, the employer would expect his personal
presentation be at par with the industrial guidelines and personal expectations.
Furthermore, it would also be expected that the manager would be well groomed and
always attentive towards his presentation to individuals which is required to be confident
(Maunula, 2015).
 Ethical Working: Another professional standard that is required to be amended by
individuals within the hospitality sector is ethical working (McCarthy and Monteverde,
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