Self-assessment of skills and competences

Self-assessment of skills
and competences

Table of Contents
INTRODUCTION...........................................................................................................................4
Main Body.......................................................................................................................................4
Discuss the main benefits of on-going professional development for various stakeholders .....4
Professional employer expectations of skills and competencies within a specific organisational
context.........................................................................................................................................5
Assess own abilities , skills and competence for the specific job role .......................................6
Discuss range of theories of learning theories that are used for personal and professional
development process...................................................................................................................7
Develop a plan related to development in order to enhance chosen competencies and skills
within a specific work context ...................................................................................................8
Undertake a job interview for a suitable service industry role.................................................10
Describe about weaknesses and strengths of applied interview process..................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Professional identity is defined as attitudes, values, knowledge, skills and beliefs shared with
others within a group. Professional identity and its development takes lots of efforts and planning
to create it into effective manner. In the present report, Marriott International Inc hotel is taken
into consideration. It is an American multinational company that franchises, operates including
hotel, residential and timeshare properties(McFarlan., 2020).The present report will cover
discussion about key benefits of ongoing professional development and also about professional
employer expectations of skills and competencies within a particular organisation. In addition to
this, the report covers analysis about own abilities , sills and competencies for a specific job role
and also about development plan for enhancing skills and competencies. Moreover, the report
will cover discussion about strengths and weaknesses of job interview process.
Main Body
Discuss the main benefits of on-going professional development for various stakeholders
Stakeholders is the person or group who is effectively depended on an organisation in
order to satisfy their own needs and wants (Beauvais, 2018). Stakeholders is someone who has
interest in the functioning and profitability of the company. In case of chosen hotel, there various
stakeholders that has interest in the functioning of the hotel such as employees, customers,
government and so on. Ongoing professional development of these stakeholders helps hotel to
achieve desired goals and accomplish various benefits as mentioned below:
Benefits of ongoing professional development for employees:
Employees are considered to the major stakeholders of the hotel, and getting ongoing
professional development can help employees to perform better, it also lead to make employees
satisfied. Skilled and satisfied employees are highly productive and effectively contribute to the
growth and success of the organisation. Also ongoing professional development also helps
employees to effectively add value to their Cvs leading to assist them in their future job. The
employees of the chosen hotel can offer quality services to their target audience and satisfy their
needs (Simpson, 2018).
Benefits of ongoing professional development for customers:

Another essential stakeholders of the company are the customers, they are considered to
be the driving force behind the growth and development of the company. Customers can also be
benefited from the ongoing professional development of members of staff. It can lead to getting
better services from staff members of the chosen hotel leading to enhance their overall
satisfaction level.
Professional employer expectations of skills and competencies within a specific organisational
context
Professional employer managerial skills which are mostly expected by the organization are -
Planning - It refers to individual ability to initiate activities in systematic way according to the
guidelines of organization. It also refers to initiating set of actions for achieve certain goals
with the available resources (Meissner and Shmatko., 2019).In context to Marriott hotel,
managers have the responsibility to provide all types of facilities to customers with proper
plan and effective strategies.
Communication Skills– It is a very important part specially for manager in organization. It
refers to in which way manager clearly shared information with its teams. In this way
manager ensure that group acts as a unified workforce. It helps manager to complete the task
in time with team. In context to Marriott hotel, manager must maintain proper
communication with whole organization. Because without proper communication tasks are
not assigned properly.
Decision Making – It is a very important skill for manager specially in critical situations.
Making correct and right decisions give positive results for organization's success, while
incorrect decisions creates poor performance. In context to Marriott hotel manager must be
responsible for every decision in all type of activities (Simpson., 2018). A good manager
needs to possess great decision-making skills, for achieving organizational objectives
successfully.
Motivating – It is an another important skill in an organization for managers. Motivation skills
helps manager to bring a desired response from other employees. There are various
numerous motivation techniques which are used by managers for choosing the right ones.
These are depends on team culture, team personalities, and so on. In context to company,