Solved Professional Identity and Practice - Assignment

PROFESSIONAL
INDENTITY AND
PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Key benefits of ongoing professional development for various stakeholders in specific
organisation.................................................................................................................................1
P2 Investigate employer expectations of skills and competences in specific organisation........3
TASK 2............................................................................................................................................3
P3 Assess own skills, abilities and competences for specific job role .......................................3
P4 Review a range of learning theories and approaches used for professional and personal
development................................................................................................................................5
TASK 3............................................................................................................................................6
P5 Construct development plan to increase chosen skills and competences in organisational
context.........................................................................................................................................6
TASK 4............................................................................................................................................7
P6 Undertake a job interview for suitable service industry role.................................................7
P7 Review key strengths and weaknesses of applied interview process..................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Professional identity and practice is the set of meanings which are used by an individual
to perceive them in professional context. Professional identity is developed by values, attitude,
beliefs and experiences of a person and it helps them in defining their anticipated or current
professional life in a proper manner (Avalos, 2011). This assignment is written in context with
Holiday Inn which is a UK owned American hotel brand, established in 1952. Hotel is
headquartered in Denham, Buckinghamshire, UK. This report is going to cover key benefits of
ongoing professional development for various stakeholders. Beside this, employers expectations
of skills and competencies are discussed. Own abilities, competencies and skills for a specific job
role along with range of learning theories for professional and personal development are
discussed. Also, a development plan is formed to increase chosen competences and skills. At
last, job interview for a service role and strengths and weaknesses of interview process are
mentioned.
TASK 1
P1 Key benefits of ongoing professional development for various stakeholders in specific
organisation
Holiday Inn is an American hotel brand which is headquartered in Denham, UK. Hotel is
a subsidiary of intercontinental hotel and founded in 1952. At present company is successfully
operating at more than 1150 locations in global context. Holiday Inn is considered as one of the
largest hotel chain as they are operating in Europe, America, Asia-Pacific, Africa, Middle East
etc. Organisation offers services like lodging, meetings, conventions, timeshares and food
services to their customers. Company has sustained a strong presence in marketplace due to their
high quality services and friendliness (Brody and Hadar, 2011).
Ongoing development is vital for a business organisation to assure a continuous
improvements in their services, processes or products. In order to sustain a stable growth, every
business in hospitality sector is required to development themselves as per needs and
requirements of customers. Main stakeholders for Holiday Inn are their customers, employees
and employers In context with Holiday Inn, benefits of ongoing professional development for
stakeholders are mentioned below:
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Employers
Main employers of an organisation are managers, board members, CEO, senior officials etc.
these entities manage top management in Holiday Inn. There are different benefits which are
attained by employers due to ongoing development. Some of these benefits are listed below:
 With the help of ongoing professional development, employers within Holiday Inn could
effectively enhance employees engagement as ongoing development practices will
provide training, development and guidance to workforce so that they can work in
efficient manner. Ongoing professional development will benefits the employers in enhancing brand image
of Holiday Inn in marketplace due to enhanced knowledge and skills of workforce while
serving customers.
Employees
Employees are the main assets of a business organisation and their professional
development will benefits them in satisfying their personal needs along with organisational
objectives. In this context, some benefits are listed below:
 It increases future opportunities for the employees due to development of new
competences and skills. Because of these skills and competences, CVs of employees will
gain additional value (Campbell and Groundwater-Smith, 2013).
 This practice allow employees in Holiday Inn to be efficient while performing their job
roles due to which their intrinsic motivation will increase and they will perform their
business operations in more efficient manner.
Importance of ongoing development in enhancing career aspects
On-going professional improvement have numerous benefits for an individual in
increasing career aspects. This will allow an individual and organisation to achieve advantage
over rivals. Employees with improved skills will be able to serve customers in a more desired
manner. Due to this revenues and profits of Holiday Inn will be increased in a considerable
manner. Other than this, confidence level of workforce will enhance due to which they will be
able to work on challenging projects in a effective manner. Due to this, employees and
employers will have several futuristic opportunities that will benefits in enhancing their career.
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P2 Investigate employer expectations of skills and competences in specific organisation
Professional Employers in Holiday Inn have some expectations from their workforce to
assure that organisational objectives and targets can be attained in a desired manner. In this
respect, some competences and skills expected by employers for the role of hotel supervisor are
discussed briefly:
Skills: Communication: It is the main skill which must be incorporated by the hotel supervisor
in Holiday Inn so that they can interact with customers and employers in a proper
manner. Good communications skill will allow workers to share their issues with
employers in a clear way (Crigger and Godfrey, 2014).
 Creative thinking: Employers in Holiday Inn provide role and duties to hotel supervisor
and expects that all the issues and problems related with their job can be resolved
creatively. Creative thinking of employees will allow the Hotel to achieve their goals in
an efficient and smooth manner.
Competences: Maintaining professional standards: Employers in an organisation expects their
employees to maintain professional appearance, respecting cultural differences,
considerate to their colleagues, paying sincere attention towards needs of customers etc.
so that company can gain competitive advantage over rivals.
 Commercial Awareness: Employers in Holiday Inn expects their hotel supervisor to have
awareness regarding new trends and needs of customers. Beside this, employees of hotel
also require knowledge of organisational policies and ethics so that they can perform
business operations while considering the benefits of company.
TASK 2
P3 Assess own skills, abilities and competences for specific job role
According to the situation, as a Hotel supervisor in Holiday Inn it is important for me to
acknowledge my capabilities and skills. It will benefits me in performing my duties and
responsibilities in a proper manner. In this respect, a personal skill audit is performed that will
assess my competencies, abilities and skills.
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Basis Target proficiency Existing proficiency GAP
Skills
Communication 10 9 1
Creative thinking 10 7 3
Use of technology 10 5 5
Abilities
Team work 10 9 1
Research and analysis 10 8 2
Competencies
Maintaining
professional standard
10 7 3
Commercial awareness 10 8 2
Customer service 10 9 1
Personal skill audit carried out by me will benenfits me in understanding my skills,
competences and abiliteis in a proper manner. It will help me in identifying the areas in which i
need to have improvement. As per this skill audit, i have strong communication and maintianing
professional standard skills, team work abilities and customer service competencies. I am
required to carry out improvements in coordination, problem-solving and commerical awareness.
This will benefits me in performing the duties of hotel supervisor in a proper manner.
Critical evaluation of own skills and competences to meet employer needs
As I want to became Hotel supervisor in Holiday Inn, I need to have specific skills and
competencies which will create a positive impression of me in the minds of employers.
Evaluation of these skills and competencies is performed below:
Skills
 Communication: I posses good communication skills due to which i will rate myself 9
out of 10. I feel that I am able to interact and communicate with other persons in a proper
manner which is a big strength for me (Goldie, 2012).
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 Creative thinking: I will rate myself 8 out of 10 as i am capable to complete works and
task in a creative manner due to which organisational effectiveness will increase.
 Use of technology: In this aspect, I will rate myself 5 out of 10. This is becasue I lack
technological skills due to which i face difficulty in using computer and other
technological equipments.
Competences
 Maintaining professional standard: In terms of maintaining an appropriate professional
standard, I will rate myself 7 out of 10. This is becasue sometimes I behave carelessly
that questions my professionalism values.
 Commercial awareness: For this aspect, I would like to rate myself 8 out of 10. I have
good knowledge about market and other aspects which i require to have as a hotel
supervisor.
 Cusotmer service: For customer service, i will give me 9 out of 10 as I am very efficient
in serving the needs of customers.
P4 Review a range of learning theories and approaches used for professional and personal
development
There are different learning approaches and theories that can be adopted by an
organisation to attain personal and professional development at organisational level. In this
context, some theories and approaches are discussed below:
Learning theories:
Kolb’s Learning Cycle: This theory of learning is based on four stages of learning. First
stage of this cycle is related with encountering new experiences. Seconds step needs the learner
to properly observe the situations and experiences so that inconsistencies can be acknowledged
in a proper manner. In third step, abstract contracts are formulated such as creating a new idea or
modifying existing concepts etc. In last step, these ideas will be applied in an appropriate manner
so that Holiday Inn can give tough competition to rivals in terms of growth and revenues (Hadar
and Brody, 2013).
VARK Learning Style: This theory states that there are different ways by which learning
styles can be categorise in an efficient manner. This will allow the learners to carry out
improvements properly. This learning theory is dependent on four basic styles i.e. Kinetics
learning, Visual learning, Audio learning, Writing/Reading learning etc. This is the most
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effective learning style for employees in Holiday Inn to improve their skills and abilities so that
high growth and profitability can be achieved.
Learning approach
Behavioural approach- As per this approach, personality traits of an individual are
inborn. This approach defines that behaviour of a person is based on a specific pattern of
learning. It centres around the fact that appropriate behaviour can be taught to employees in
Holiday Inn by repetition of tasks along with feedback from their employers.
Cognitive approach- This theory defines that personality of a person get emphasized
with learning. This approach includes observational learnings, reciprocal determinism and self-
efficacy that benefits in enhancing confidence of an individual. This theory will benefits in
modifying and altering the behaviour of employees through development and training sessions.
Out of all the learning approach, best approach for development of employees in Holiday
Inn is Behavioural approach. This approach will alter the behaviour of workforce so that their
engagement and commitment towards company can be increased (Izadinia, 2013). By receiving
regular feedbacks from their employers, they will identify their weak points and try to improve
them. This will beneficial for their both personal and professional growth.
TASK 3
P5 Construct development plan to increase chosen skills and competences in organisational
context
Personal development plan is referred to the procedure of formulating an action plan
which is based on values, reflection, planning, goal setting, awareness so that personal
development can be achieved in context of education, relationship, career and professional
growth. In respect with Holiday Inn, a personal development plan for the job role of hotel
supervisor is discussed below:
Current Skills and
Competencies
required in
personal and
professional plan
Goals for
Personal /
Professional
Development
Ways to Improve
these skills and
competencies
Evaluating the
effectiveness of personal
development plan
Creative thinking
3 months By reading different
journals, books,
Effectiveness of personal
development plan can be in
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magazines and
documents so that
knowledge about
different concepts and
techniques can be
improved.
improving Creative
thinking can be evaluated
by offering various
solutions for the issues
which are faced by
customers and employees
while serving customers.
Maintaining
professional
standard
6 months Professional standards
can be improved by
speaking a clear
language that is
understood by other,
acting courteously,
arriving in meetings at
time, following policies
and procedures of
company, dressing in a
neat and clean manner
By accomplishing all works
and tasks in a proper and
timely manner. Beside this,
professional standards can
be evaluated by serving
customers as per their
needs and requirements.
Use of technology
12 months By joining training
sessions and classes in
which individual will be
teach about how to use
different technology for
business purpose.
By using machines and
computers for
accomplishing work rather
than using manual
methods.
TASK 4
P6 Undertake a job interview for suitable service industry role
Job interview process: It is a multi-stage procedure which is used to hire new people in
an organisation. It includes different steps such as writing job description, posting about job
vacancy, scheduling of interviews, conducting the preliminary interview etc. There are different
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stages of interview process which will help the employers in Holiday Inn to select a desired
candidate for the position of hotel supervisor. These stages are stated beneath:
 Stage 1: In this stage, interviewers will meet interviewee for a short time and carry out a
brief introduction with them. Employers will share information about company and
acknowledge candidates about the job position and responsibilities associated with it.
 Stage 2: This stage is the longest stage related with interview process in which questions
are asked to applicants and their responses determine whether they qualify to get job or
not.
 Stage 3: In this stage, employer will ask if candidate have some questions to ask. Here,
candidate can showcase their knowledge and skills by asking thoughtful questions. It will
have positive impact on the employers of Holiday Inn (Kumar and Hamer, 2013).
 Stage 4: It is the last stage of interview process in which interviewers will discuss if if
they want to ask some further questions or not.
Beside this, there are some other processes like job specification and CV that helps an
organisation in sleeting a desired candidate. These processes are discussed below:
JOB SPECIFICATION
Organisation: Holiday Inn Hotel
Division: Human Resource department
Job Title: Hotel supervisor
Job Location: Birmingham, London, UK
Working conditions : 8 Hours
Job Summary: Holiday Inn operates their business activities in global context and needs a
Hotel supervisor. Applying candidates must be capable of formulating effective strategies and
plan to supervise hotel and serve customers in a proper manner. Beside this, hotel supervisor
will be needed to travel oversees in other branches of Holiday Inn for business purpose .
Role
 Require to convince different business personnels to invest in Hotel.
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 Research and developmental activities for hotel to find opportunities and carrying out
improvement in lacking areas.
 Interaction with customers and employees to supervise available facilities and needed
requirements.
CURRICULUM VITAE
Curriculum Vitae
Name: Nick Jones
Address : 69th floor, Oxford lane, Birmingham, UK
Phone No. - 8856709963
Profile summary: Graduated in international business and five year experience as assistant
supervisor in Whitbread hotel. I want to work for an organisation in which I can enhance by
skills and capabilities at both personal and professional level.
Specialisation:
 Effective communication skills
 Creative thinking Commercial awareness
Educational qualification:
 BBA in marketing MBA in International Business.
Date : 12th June, 2019
Place : Birmingham, UK
Evaluating job interview processes of Holiday Inn
Job interview process followed in Holiday Inn is effective but the questions which are
asked from applicants are confusing. Employers were less happy with the response of candidates
due to lack of clarity in answers. In second stage when questions related with job position were
asked interviewers give more preference to experience, background and hobbies due to which
candidates feel confused and unable to showcase their skills properly (Kumari, 2011). No proper
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schedule was prepared for interview due to which candidate face lack of time while giving
interview.
P7 Review key strengths and weaknesses of applied interview process
Strength of job interview process of Holiday Inn
Selection process associated with the position of hotel supervisor is not complex and
Interviews of company are conducting interview in an impartial and timely manner. Questions
which are asked from applicants are relevant and benefits in specifying the knowledge of
candidates about hotel supervision and related aspects. Candidates which have applied for job do
not have to wait for a longer time period and feedback about their performance is given to them
within three days. In other rounds, directors asks simple questions from applicants to know
educational background, experience, strategies, logic and knowledge of individual. Due to this,
only a suitable candidate is hired for job (Olsen, 2015).
Weaknesses of the job interview in Holiday inn
While taking interview, questions which are asked are based on conditions and their
answers very from person to person. Capability of a candidate is judged by individuals as per
their perception and thinking. Due to this, sometimes conflict takes place and it became difficult
for company to hire a desired candidate.
Critical reflection of interview process and own abilities during interview
In accordance with the context and scenario, I feel that HR manager in Holiday Inn is
capable and efficient to recruit new employees. This is because HR manager focuses on
identifying the potential of candidates in accordance with the job role. But I feel that company is
require to follow a proper format while asking questions from interviewee. I feel that I am
require to enhance my knowledge so that I can work efficiently and contribute in growth and
success of company. This will helps me in gaining personal and professional benefits (Thornton,
2013).
CONCLUSION
From above discussed report, it can be concluded that ongoing professional development
will results in different types of benefit to employees and employers of a business company. It
will improves the working capabilities of workforce due to which organisational aims and targets
cab be achieved in an efficient manner. Employers in organisations have some expectations from
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the employees if these expectations will not be followed, relation between them will be disrupt.
With the help of PDP, a person can enhance its skills and capabilities in a desired way. Job
interview process benefits an organisation in selecting suitable candidate for the vacant vacancy.
REFERENCES
Books and Journals
Avalos, B., 2011. Teacher professional development in Teaching and Teacher Education over
ten years.Teaching and teacher education. 27(1). pp.10-20.
Brody, D. and Hadar, L., 2011. “I speak prose and I now know it.” Personal development
trajectories among teacher educators in a professional development
community.Teaching and Teacher Education. 27(8). pp.1223-1234.
Campbell, A. and Groundwater-Smith, S. eds., 2013. Connecting inquiry and professional
learning in education: International perspectives and practical solutions. Routledge.
Crigger, N. and Godfrey, N., 2014. From the inside out: A new approach to teaching professional
identity formation and professional ethics. Journal of Professional Nursing. 30(5).
pp.376-382.
Goldie, J., 2012. The formation of professional identity in medical students: considerations for
educators. Medical teacher. 34(9). pp.e641-e648.
Hadar, L.L. and Brody, D.L., 2013. The interaction between group processes and personal
professional trajectories in a professional development community for teacher
educators.Journal of Teacher Education. 64(2). pp.145-161.
Izadinia, M., 2013. A review of research on student teachers' professional identity. British
Educational Research Journal. 39(4). pp.694-713.
Kumar, R. and Hamer, L., 2013. Preservice teachers’ attitudes and beliefs toward student
diversity and proposed instructional practices: A sequential design study. Journal of
Teacher Education. 64(2). pp.162-177.
Kumari, N., 2011. Personal therapy as a mandatory requirement for counselling psychologists in
training: A qualitative study of the impact of therapy on trainees’ personal and
professional development.Counselling Psychology Quarterly. 24(3). pp.211-232.
Olsen, B., 2015.Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
Thornton, A., 2013. Artist, researcher, teacher: A study of professional identity in art and
education. Intellect Books.
Trede, F., Macklin, R. and Bridges, D., 2012. Professional identity development: a review of the
higher education literature. Studies in Higher Education. 37(3). pp.365-384.
Williams, J., 2014. Teacher educator professional learning in the third space: Implications for
identity and practice. Journal of Teacher Education. 65(4). pp.315-326.
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