Professional Identity and Practice

Professional Identity
and Practice

Contents
INTRODUCTION...............................................................................................................................2
LO 1......................................................................................................................................................2
P1. The key benefits of on-going professional development for different stakeholders.....................2
P2. Analyse professional employer expectations of skills and competencies within an organisation 3
LO 2......................................................................................................................................................4
P3. Access own abilities, skill and competences for a specific job role.............................................4
P4. Reviews a range of learning theories and approaches used for personal and professional
development process..........................................................................................................................5
CONCLUSION....................................................................................................................................6
REFERENCES....................................................................................................................................7

INTRODUCTION
Professional identity is determine as one’s self perceived profession and membership
which is created through their attitude, motivate, belief and experience (Cope and et.al.,
2017). These kind of practices assist in define themselves on the basis of their anticipated
professional life. This report is based on Hilton hotels which is global full-service hotel and
resort flagship brand which was founded in the year of 1919 by Conrad Nicholson Hilton.
This report is going to determine importance of on-going development and self-directed
learning as well as an assessment of own skills, learning and competences.
LO 1
P1. The key benefits of on-going professional development for different stakeholders
Hilton is a multinational hospitality company which was founded by Conrad
Nicholson Hilton in the year of 1919. Hilton hotels and resort is a flagship brand that provide
its quality services at worldwide. Hilton is largest brand of hospitality sector at worldwide. It
basically targets both leisure travellers and business as well as by locating its hotel at major
locations of city as near airport, city and convention centre. On the basis of industry analysis,
it has been analysed that Hilton has around 585 hotels at worldwide in which they provide
luxury services to their customer on the basis of their requirement and need.
Management of Hilton pay their maximum attention to offer unique services to their
customer in order to develop a strong consumer base easily. In this regard, their major focus
has upon on-going professional development for which they are offer numerous training
program that assist to enhance skill and capabilities of their employees. These kind of
practices are helpful for not only employees but also for organisation because if firm has
skilled workforce than they are able to render desired services to customer in a professional
manner (Erickson and Pinnegar, 2017). Thus, On-going professional development activities
are driven as a motivational source in which employee’s behaviour can be developed by
performance rewards elements. These practices assist in providing personal satisfaction to
employees in order to put their efforts for attaining organisation’s target goals. In context of
employee’s satisfaction, On-going career or professional development practices helps to
polish their capabilities for future employment as well as to added values in their new update
CVs. Further, through this employees can adopt self-directed approaches that can enhance
employment opportunities for them easily.