Professional Identity and Practice

This document discusses the concept of professional identity and practice in the field of study. It explores the importance of ongoing professional development and self-assessment of skills. It also examines the skills and competencies expected by employers in the hospitality industry. The document includes a SWOT analysis to evaluate one's own skills and provides an overview of various learning theories and approaches for personal and professional growth.

Professional Identity and
Practice

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Table of Contents
INTRODUCTION...........................................................................................................................1
PROJECT 1 .....................................................................................................................................1
LO1 AND LO2 ...............................................................................................................................1
1.Introduction to project ........................................................................................................1
2.Key benefits of on going professional development for different stakeholders..................2
3.Inspection and evaluation of professional employer expectation of skills and competencies 3
4.Assessment and evaluation of own skills by using SWOT analysis...................................4
5.Range of learning theories and approaches.........................................................................6
6.Critical evaluation...............................................................................................................7
7.Conclusion...........................................................................................................................7
PROJECT 2 .....................................................................................................................................7
LO3 and LO4...................................................................................................................................7
1.Format of professional development plan...........................................................................7
2.Construction of comprehensive development plan.............................................................8
3.Job interview for managerial position ................................................................................9
4.Reflection of interview process ........................................................................................10
5.Conclusion.........................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Skills represent the learned behaviour and abilities the are necessary for achieving
relevant career development and growth. Professional identity represent one's values, beliefs and
attitudes, experience and motives through which a person define themselves in their anticipated
or current professional life (Williams, Guglietti and Haney, 2018). Self assessment of skills
enhance the level of professional identity and performance of individual through making them
more responsible for their learning and also reflect their own learning process and develop better
judgemental skills. The organisation selected for this project is Inter-continental Hotels and
Resorts which is a well known hotel brand of UK. This report consists of importance of on going
professional development and self directed learning and also include assessment of self skills and
competences approaches. Beside this, it also include a professional development plan and a
range of service industry and transferable skills for a job application.
PROJECT 1
LO1 AND LO2
1.Introduction to project
Professional identity shows one's own prescription and attitude towards their profession
and career. For making a right choice regarding one's profession and career plan self assessment
of skill is most suitable as it make an individual aware about its own strength and weakness so
that a job or profession best suited with their capabilities and interest can be adopted (Cruess,
Cruess and Steinert, 2019).
For this project organisation selected is Inter-continental hotels and resort which was
founded in 1946 and is one of the well known hotel group of UK. The headquarter of this hotel is
in Buckinghamshire, United Kingdom and having more than 200 hotels worldwide. As the
competition is increasing in hospitality/ tourism sector it become necessary for all individual
who wants a career in hospitality sector to improve their skills and competencies and self
assessment of skill is also necessary to become aware about one's capabilities and weakness so
that steps can be taken to overcome weakness. Thus, this part of assignment is focused on
benefits of on going professional development and also investigate the professional expectations
of skills and competencies for managerial position.
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2.Key benefits of on going professional development for different stakeholders
On going professional development provides a continuous learning process to individuals
which ensures gaining and maintenance of knowledge and skills which are needed to deliver a
professional service and for performing a task or job. On going professional development can
include a formal training or course to learn a skill and also includes on the job training and
learning through watching others (Chien, 2019). On going professional development are
providing a more practical way to hospitality industry to develop, maintain and enhance the kills
of individuals and workforce. Inter- continental hotels and resorts is a famous hospitality
organisation of UK which is operating its business across different reasons of world thus, to
maintain its performance and to gain better competitive advantage it need highly skilled and
competent employees. This purpose of Inter-continental hotels is fulfilled by on going
professional development. The key benefits of on going professional development for different
stakeholders of Inter-continental hotel and resorts are:
For employers (or organisation)
On going professional development has reduced the pressure on the employers as it is
providing a better way to train and sharpen the skills of employees. On going development of
employees lead to fighting off stagnation in organisation which facilitates continue innovating
and learning in company (Armitage-Chan, 2019). On going professional development is helpful
for Inter continental hotels and resort as it lead to discover of new talents through periodically
spending time with employees which provide better sense of employees talents and weakness.
On going professional development also enhance the productivity and performance of employees
and makes them more creative and talented which provide better competitive advantage to
organisation which is most necessary for a hospitality sector where customers satisfaction and
creativity is at top propriety.
For employees and individuals
On going professional development empowers strengths and capabilities of individuals
and employees through providing a continuous process for improving and enhancing their skills
and talents. It provide more self confidence in employees and abreast them for better opportunity
and development in their profession. Self confidence pushes individuals for better performances
and also excel new ides which makes them more creative and talented which is good for their
professional growth and career (Clifton and Jordan, 2019). On going Professional development
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maintain a feeling of strive for learning in individuals which keeps their morale high and boost
them for future development and provide better job and career opportunity.
For customers
On going professional development enhance skills and creativity of employees which
makes them more competent thus, they will provide better services and product to customers. On
going professional development in Inter- continental hotel and resorts ensure to its customers
that will get possible services and most creative feature which provides better satisfaction and
comfort to customers. On going professional development also build a feeling of loyalty and
commitment in customers regarding the continuous improvement level of services and
excellence in performance of an organisation.
3.Inspection and evaluation of professional employer expectation of skills and competencies
For better execution of any work, job or profession some skills and competencies are
required. Inter-continental of hotels and resort is a multinational organisation thus, many skills
are expected in its managers to properly coordinate and manage the work as per the standards of
this hotel (Losano, Fiorentini and Villarreal, 2018). Manger is a person who oversees or
supervise employees or workforce and responsible for getting job done through motivating
people and overcoming issues. The required professional employer expectation of skills and
competences in Inter-continental hotel and resort for managerial position are as follows:
Good organisation- The manager of Inter-continental hotel and resorts are responsible
for organising department, implementing process and also guides and outlines farmworker for a
project (Cantillon, Dornan and De Grave, 2019). Thus, good organisation skill and competences
are necessary for an individual to secure a managerial position in Inter-continental hotel.
Good time management- Completion of work on time is necessary for success of an
organisation. Mangers of Inter-continental hotel are expected to complete their work with in the
prescribed time and before deadline thus, time management skills are anticipated from an
individual for post of manager. An individual must have competence to manage the time of its
team member and should also have the desired skill to prioritise work so that important and
crucial work can be competed before deadline.
Interpersonal and relationship building skills- One of the main aim of managers is to
keep their workforce motived for achieving the desired goals and this can be only done through
maintaining interpersonal and positive relation with manpower. Mangers of Inter-continental
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hotel are experted to work closely with their employees, team members and other stakeholders
and are responsible for assigning work and ensuring efficiency of employees so that
interpersonal and team bonding skills are required in an individual for job of manager.
Delegation- it is expected from an individual to have proper skills of delegation top
become a manager in Inter-continental hotel as managers are responsible for distributing or
dividing task in different groups and individuals for timely completion of work and manager also
decide the share responsibility and accountability of employees to reduce the chances of conflicts
in future (Carlyon, 2018).
Forward planning and strategy- managers of Inter-continental hotel are expected to
achieve vision and mission of organisation thus, an individual must have ability to plan ahead
and should implement efficient strategy for betterment of organisation.
Administrative skills- to properly mange and set budgets for organisation and to carry
out other administrative and financial work these skill are expected in an individual for post of
manger in Intercontinental hotel.
Apart from above skills and competencies some more skills are also desired by Inter-
continental hotel for post of managers which includes proper communication, problem solving,
decision making and leadership skills which are essential for properly guiding and motivating
employees of this organisation.
4.Assessment and evaluation of own skills by using SWOT analysis
As an individual, I am having an aim and desire to become a manager in a successful
hospitality organisation like Inter-continental hotel and resort. For that purpose following SWOT
analysis is done by me to evaluate my skills and capabilities for managerial position in Inter-
continental hotel .
SWOT analysis
It provides a in-depth analysis and evaluation of ones strengths and weakness and also
makes them aware about external threat and opportunity.
Strengths Weaknesses
 My communication and leadership
skills are my greatest strengths which
makes be able to attract and influence
 I lack in administrative skills and
especially my financial and numerical
skills are weak.
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attitudes and behaviour of people.
 I am also good at delegation and
organisation of work which makes me
able to properly coordinate and mange
the work.
 Effective planing and better strategy
formation for meeting future needs are
also my strength which makes me a
good planner.
 I am also good at team building and
maintaining positive relations with
other people which reduce chances of
having conflicts with other.
 I also lack in decision making and time
management skills which hinders my
efficiency and performance.
Opportunities Threats
 Increasing in number of organisations
in hospitality sector and raid
development of this industry is creating
an opportunity to me.
 Through making improvements in my
financial skills and time management I
can secure a better career in hospitality
sector.
 Increase in number of job seekers and
highly qualified and talented
individuals has increased competition
for me that is creating a threat for my
career.
Belbin team role
This theory provide 9 important roles or clusters of behaviour which are necessary to
form a high a performing team of organisation (Barone, Vercio and Jirasevijinda, 2019). These
role are also important for a manager or individual for performing a task effectively (The Nine
Belbin Team Roles, 2019). A desperation of these roles are provided below:
People Oriented Role
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 Co-ordinator- I can perform the role of coordinator as I am having sufficient skills to
align and coordinate the efforts of organisations.
 Team worker- My interpersonal skills and effective communication makes me able to
develop team spirit and bonding among the employees. Resource Investigator- This role can be performed by me as I am good at organisation
work and can easily delegate or distribute resources and responsibility among workforce.
Action Oriented role
 Sharper- This role reflects the ability of timely completing a work which is quite
challenging for me as I am not so good at time management.
 Implementer- This person is responsible for execution and implementation of strategy
and plan which can be handle by me as I am having good plaining skills.
 Complete Finisher This individual is responsible for improving quality of work and
according to my own assessment I can scrutinise and polish the skills of other employees
for maintaining quality of work.
Cerebral roles
 Planet- I can perform this role as I am having good communication skills so that I can
built healthy relationship with customers and employees. Monitor evaluator-I am able to make unbiased decisions and can treat all employees
equally thus, can play the role of monitor evaluator in a team.
 Specialist- This person is having the responsibility of providing knowledge to all
information about a project or task. I can perform this role as I am having a good
knowledge about managerial and hospitality aspects.
5.Range of learning theories and approaches
A range of learning theories is provided below which can be used for personal and
professional development of an individual or workforce.
Behavioural Learning theories- Use of this theory is made for developing new
behaviours or for modification in current behaviour through an associations between responses
and environmental stimuli (Courraud, Bois and Lieutaud, 2018). Use of this theory can be made
for influencing behaviours on the basis of current environmental conditions which improves self
belief and provide greater self confidence which lead to better performance.
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Constructivism learning approach- as per this theory learning is a constructive and
active process that require a change in learner perspective of decision making. People or
individual deeply understand an idea when they solve problems and discover the consequence of
their action through reflecting on past and immediate experience which construct their own
understanding. This theory provide more practical experience of situation thus, lead to better
understanding and performance.
6.Critical evaluation
From the above SWOT analysis and review of employer expectation of skills it can be
evaluated that I am having sufficient amount of skills to get the position of manager in Inter-
continental hotel as I am good at communication, leadership, organisations,planning,
coordinating etc. which are essential for post of manager. But I lack in administration and
financial skill and my time management and decision making skills are also week but I can
improve them with making use of appropriate learning theories.
7.Conclusion
From above project it can be concluded that on going professional development provide
continuous improvement in individuals skills and competencies. A range of skills are needed for
post of manger like communication, time management, etc. Use of SWOT analysis is made to
analysis own skills and capabilities. A number of learning theories and approaches are their for
improving personal and professional development.
PROJECT 2
LO3 and LO4
1.Format of professional development plan
A professional development plan provides a framework or roadmap that contain
information about skills, strategy and educations that are required to achieve carrier and
professional goals (Munro, O'Meara and Mathisen, 2018). A format or specimen of professional
development plan is provided below:
Professional development plan
Skill Current ability Target
ability
Objectives Development
opportunity or
Time
frame
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strategies
1st
Priority
2nd
Priority
A professional development plan provides a complete structure that contain all the
relevant information about current skill and target level of skill. Objectives for accruing or
enhancing the skills are also included in this plan. Beside this opportunity or strategy used for
development if that particular skill are also included with proper time frames that indicate the
duration of time required for developing that skill.
2.Construction of comprehensive development plan
For improvement and enhancing the current level of skill and competencies to acquire a
managerial position following professional development plan are prepared:
Professional development plan
Skill Current
ability
Target
ability
Objectives Development
opportunities or
strategies
Time
frame
1st
Priority
Adminis
trative
and
financial
skills.
My
managerial or
administrative
skills are quite
satisfactory
but I lack in
financial
skills.
To gain
better
financial
skills to
improve
capability
of making
budgets and
financial
estimates.
To get better
control on
expenses and
cost through
getting effective
financial skills.
For improvement in
financial and
administrative skills
proper training and
education can be
acquired for
enhancing
knowledge about
different types of
budgets and
accounting methods.
Around
2.5
months
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2nd
Priority
Time
manage
ment
skills
I usually lack
in meeting
objectives of
project or task
on time.
To become
able to
properly
complete
my work
before
deadline so
that targets
can be
achieved on
time.
To enhance or
improver my
skills so that
better career
options are
available for me
in future and it
also enhance my
scope of
becoming a
manger in an
hospitality
organisation.
Learning about time
management tools
and systems can be
acquired for
improving time
management skills.
Use of to do list and
order of priority or
ranking can be made
for timely
completion of
important task can
be made.
3
months
Use of learning theories and approaches can be made for achieving target level of skills.
Behavioural learning theory is useful in developing new behaviour and attitudes and makes an
employee more skilled as per current environmental situation thus, it can improve time
management skill through making an individual mire discipline and punctual for its work. Use of
Constructivism learning theory can be made to enhance financial skill though getting better
practical knowledge about budgets and reports.
3.Job interview for managerial position
A job interview provides a formal meeting or interaction among peoples where
interviewer asked questions to find out the suitability of an individual for a specific job. The
purpose of job interview is to assess the the qualification and carer ambitions align with the
specific position (Avidov-Ungar and Forkosh-Baruch, 2018). Following job interview is
conducted by Inter-continental hotel and resort for the position of manger:
Interviewer: Introduce yourself?
Interviewee: My name is Kane Johnson and I am from Scotland.
Interviewer: Which qualities of your makes you a deserving candidate for position of manger?
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Interviewee: I am having a impressive communication skill and can easily coordinate and
motivate employees for better performance. I am also having a efficient planning and decision
making skill which are necessary for a manager.
Interviewer: Tell me about your past experience and challenges?
Interviewee: In past I Have worked for TUI, UK hotel and learned a lot of that organisation. It
has enhanced my professional and managerial capabilities. I have faced many challenges
regarding coordination of employees in that organisation but that was properly handled by me.
Interviewer: Why you want to join Inter-continental hotels?
Interviewee: I want to give a boost to my career and that why I want to work with a famous
international hotel with a great brand image and goodwill.
Interviewer: What are your weakness and how you will overcome them?
Interviewee: This question is most awful for me to answer. My only weakness is lack in time
management and financial calculation but I am making efforts and also taking proper training for
overcoming these weakness.
4.Reflection of interview process
During the interview with Inter-continental I was a little afraid and nervous regarding my
performance. The interview conducted by Inter4) Reflection of interview process-continental
hotel and resort was very effective and it properly analysed my strengths and weakness. I tried to
remain calm and confident while replying the question and to me my performance was
satisfactory and it will improve my future experience and performance.
5.Conclusion
From this project, it can be concluded that professional development plan provide a
framework for enhancing and improving skills of individuals. It provide in depth information
regarding current level of skills and desired level. Use of job interview is made by an
organisation to analysis and evaluate the qualification and professional perspective of an
applicant. Interview is a tool used for making right selection of candidate for a specific job
position.
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REFERENCES
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Williams, A., Guglietti, M. V. and Haney, S., 2018. Journalism students’ professional identity in
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Online
The Nine Belbin Team Roles. 2019. [Online] Available
Through:<https://www.belbin.com/about/belbin-team-roles/>.
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