Unit 3 - Professional Identity and Practice

This report discusses the importance of professional identity and practice in academic and professional careers. It explores the benefits of ongoing professional and personal development, general skills and abilities required, learning theories and approaches, development plan, and own skills and competencies. It also provides insights into the role of constant professional development and the job description of a marketing manager at TESCO.

Unit 3 - Professional Identity
and Practice

Table of Content
INTRODUCTION...........................................................................................................................3
SECTION1-Key benefits of ongoing professional and personal development...........................3
SECTION2-General skills and abilities.......................................................................................4
SECTION3-Own skills and competencies...................................................................................6
SECTION 4 Learning theories and approaches...........................................................................7
SECTION 5- Development plan..................................................................................................8
SECTION 7-Reflection..............................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Profesional identity and practise is highly important for building competitive place and
reaching high performance standards in academic and professional careers. This report explains
the various positive impacts of professional and personal development of individuals and
benefits for employees and employers long term success. TESCO is one of the biggest retail
company in UK which offers high variety of products and services and has high expansion of
business sectors all over world. This report evaluates the high necessity of building competitive
knowledge and professional training experience of working in practical field, which also enables
deep insights on all parameters which needs to be enhanced for building strong career. It also
elaborately explains the advanced skills and abilities required in employees for reaching high end
benchmarks in company profitability margins. Various learning theories and concepts have been
explained in report for detailed analysis of building strong parameters of growth among
employees (Black, Lawson and Norwich,2019).It also explains importance of self evaluation
methods and development plan for reaching strong working standards in management. It also
analyses the key points which candidates appearing for interviews are indebted to study for
reaching strong parameters of growth. It also explains what all preconditions and qualifications
are required by TESCO officials for being selected as competitive candidate.

PART A
SECTION1-Key benefits of ongoing professional and personal development
Tesco is one of the biggest retail company in UK having large scale management spared
in diversified sectors of business with hug number of employees working in various sectors and
stores. The company aims to provide advance skills and professional development opportunities
through professional and professional development plan, where workforce will be given
constructive training. Professional development has high opportunistic growth potentialities for
both employees and employers which enable company to gain competitive position in markets
share and motivate employees through various scale of learning (Brassey, Christensen and van
Dam, 2019).
Benefits for employees:Employees can get various benefits from professional and personal
development plans at Tesco where leaders and supervisors provide various on job training in
practical field experience to employees. Personal development plans will enhance their
professional skills and motivate them to bring high performance standards in reaching the set
company goals. Employees build their self-accomplishment growth platforms through
brainstorming sessions, practical training in production fields and high supervision from leaders.
Benefits for employers: Tesco company employers can gain various benefits from professional
and personal development plan as it highly enhances employers capabilities to bring strong
performance standards in reaching targets at time. Employees working in company are highly
motivated and also retained in company for long term, which improves company brand image on
global level.
SECTION2-General skills and abilities
Employeers working in Tesco demand high professional standards in employees working
in company various departments such as production, research and technology, marketing and
promotional activities at internet networks. The various professional standards employers seek in
people are strong personal presentation and high ethical working standards which determine their
potentialities. The physical personality has strong impacts on employers mind, as Tesco aims to
heir only advance skilled and experienced employees, passionate and determined in their
performance.

Hard skills:Employees need to posses hard skills such as computer technology, data analysis
capabilities, marketing and technical production knowledge related to field working standards.
Project management and cloud computing technology which enhances their performance by
building competitive benchmarks, high end targets for reaching with high co-operation among
other team members and leaders which will enable Tesco to gain strong brand image among
other competitors in industry (Chipamaunga and Prozesky, 2019).
Soft skills: Employees working in Tesco need to posses strong soft skills and interpersonal
communication abilities such as leadership, adaptability and flexibility of working methods in
various departments. The higher the creativity and passion in employees along with strong
decision-making abilities, it enhances their growth in future along with career and personal
potentialities building.
Importance of cultural awareness and customer related skills
Employees working in Tesco have high knowledge of cultural awarenesses and the
competitive knowledge of the latest marketing trends which builds their potentialities, determine
horizons of growth and also potentially increase their parameters. Customer related skills are
foremost important for company management as Tesco believes in serving high quality
performance to all customers who come in stores for shopping or do online shopping. High
interpersonal skills among employees develop their conversation abilities with customers and
bring brand goodwill in comparison to other companies and stores.
Tuckman team model
Tuckman team leading model explains that teams develops with maturity and abilities,
strong relationships within team members and the leader guidance. The leader has role to coach,
participate and delegate the functions and various responsibilities to all team members. There is
large Significance of constant professional development in context to team performance where
the five steps of Forming, storming, norming and performing determine platforms through which
employees communicate effectively in teams (Hammad,2020). Forming:This step identifies key areas of concern for team and leaders and how they can
fight collectively with strong planning and high competitive cooperation and
management within team members. Storming: This step enables team members to formulate strategies and agendas are
displayed with strong planning and combined efforts of team leaders.

 Norming: This step enhances trust, loyalty and strong interpersonal skills among team
members through which vision of future growth is constructed. Creativity is enhanced
and motivation is increased with collaborative working and learning of outstanding
performance is highly encouraged. Performing:This step brings complete team in action altogether due to collective efforts,
interpersonal skills among each other and high motivational trust among team members.
Role of constant professional development
Role of constant professional development can be understood that it enables employees to
perform better each day, develop their dynamic thinking abilities and build their horizons of
creative thinking and functioning. Employees gain practical experience through continuous
professional development programmes and build high competitive knowledge regarding their
fast decision-making abilities.
Professional skills required in Human resource department
 Strong understanding of the parameters needed in efficient employees for bringing cost
effective outputs.
 High interpersonal skills to guide subordinates and departments of various team
members.
 Strong recruitment and selection skills to hirer talented young creative employees
 Determined and passionate with company goals and visions in mind, highlighting the
synergy of optimism and innovative outlook.
 Quick decision-making abilities develop their potentialities on various levels and enable
them to gain high competitive strength for establishing company brand image.
SECTION3-Own skills and competencies
HR manager is very important job position in Tesco where the functions and
responsibilities are competent to bring strong work efficiency in all employees and team
members working in various departments. Training and development, performance appraisal
management are the key functional areas for HR managers, there is high pressure on recruitment
of talented young employees (Mangal and Mangal,2019).
Self-evaluation models
 Soft skills audit-A candidate is suitable for the job of HR manager only if he posses
strong soft skills and management principles necessary for providing expertise

knowledge related to recruitment of skilled employees and supervision of work in all
teams. Soft skills audit will help to get detailed analysis on various paradigms through
which the factors of longevity can be understood. SWOT analysis framework explains the strengths of candidate can be assessed by the
quick decision taking abilities, potentialities to work under pressure and how much he is
bale to guide all subordinates and team members. Weakness evaluated can relate to
various platforms where candidate lack functional ability to select appropriate employees
in company. The opportunistic growth of employee can be assessed by the way
candidates perform and develop optimistic outlook towards working patterns. Threats can
be evaluated in candidate by analysing where the performance is not up to mark for
achieving company goals.
Belbin team roles- The role of HR manager fall under monitor evaluator, in the Belbin team
roles context as there is high responsibilities to conduct full analysis on job performance of all
employees. HR manager monitors the performance standards, check the cost effective usage of
all resources, motivate and guide them to build competitive growth in their skills.
Development approach for improving personal and professional skills
The teamwork approach is most appropriate for building professional and personal skills
in employees and candidates for working in HR departments. Skills and competencies are
enhanced when team members are able to communicate effectively with each other, there is high
enhancement of professional skills among management when complete framework of employees
working in HR departments (Nie, 2019).
SECTION 4 Learning theories and approaches
LEARNING THEORIES Situational theory- In situational theory,Kolb experimental theory is one of the most
innovative learning theory and an important element of situational theory which explains
how person develops and enhances with continuous experiences. Concrete experience,
reflective observation, abstract conceptualization and active experimentation are the four
steps of Kolb learning model which elaborately explains how an individual performance
goes through transformation when he is gaining practical experience from various fields. Design based/descriptive theory: In descriptive theory, learner centred design theory
explains importance of supporting learners growth and motivational needs. The theory

investigate form and functional operational efficiency of language, principles followed
for internal learning by individual. Company must formulate specific software for
specific learning and training of employees for bringing out the best outcomes of the
human resources. Identity based theory: In identity based theory, Erikson stages of development is one of
the most innovative learning theory where there are 3 aspects of identity which determine
the potentiality with which an employee can enhance its performance in the future. The
ego identity(self), personal reflection learning(distinguishes person from each other),
social identity(collection of roles) are 3 aspects of this theory which helps leader to
establish strong communication and supervise employee accordingly.
 The peter principle: This theory explains promotions are given to individual based on the
tenure of experience and success of achievements in previous roles. Irrespective on their
capacity to bring high achievements in the new position. Apprising and promotions are
done for creating opportunistic growth among individuals in company which motivates
their performance levels.
LEARNING APPROICHES Behavioural approach- Self efficacy theory explains individual convictions and
behavioural facilities vary on various situations and the leaders have the power needed to
execute specific task assigned in group (Siibak, 2020). Humanist approach- Keller's model is one of the most important learning approach
which explains various humans have varied capabilities and learning potentialities which
determine their understanding knowledge related to work assigned by leaders.
 Cognitive approach- Stage theory of cognitive development is description of cognitive
development in four distinct stages of children life, senior-motor, pre operational,
concrete and formal which describe the potential learning of individuals in life.
SECTION 5- Development plan
Development plan is highly important for establishing the outlines for identifying the
training and learnings which are needed by individuals from their supervisors and leaders to gain
practical experience, innovative skills at Tesco. The main key areas which a strong development
plan will evolve are as follows:

SMART PLANNING- My smart learning plan posses contextualized design modules where as a
HR manger I will maintain dynamic working standards in company departments and among
employees with strong innovative working patterns.
Combination of skills and competences-
 For being in human resource department of TESCO I will be required to develop
combination of skills and competencies for reaching high end benchmarks with strong
performance towards my duties. I have to gain strong technical knowledge and soft
skills related to working operational efficiency while recruiting efficient employees in
company. Training sessions to all teams in production department should be delivered with strong
technology standards and advanced machinery equipments. I will personally conduct
brainstorming sessions and group sessions of all employees to bring innovation in
working patterns (Sloan,2019).
Proactive learning tendency
 I will advise all employees to gain strong co-operation among all team ambers and be
open with their leaders in training sessions where they can gain knowledge on all
queries. Proactive learning is very vital to gain competitive strengths in dynamic
business world and produce high standards products and services for customers.
 Development process initiatives will include seminars for employees to gain innovative
learnings of the latest research and preferences of customers in world. I as HR manger
will make sure all employees working at TESCO are provided with clean and ethical
working conditions. Proactive learning is vital for employees to ensure their practicality
of working efficiency is highly strong to reach company goals with cost-effectiveness of
resources. I will encourage employees to establish strong ethical relationship with their leaders,
where they can get detailed knowledge of future growth in their careers as working in
company. Leaders and employees will be encouraged to have regular meetings and
sessions in accordance with work related issues and what parameters can be devloped.
Employers involvement-
I as HR manger will plan a clear management chain between employers and employees
working in all departments at Tesco to avoid any sort of chaos, and built strong coordination in

form of management support. The employers and leaders will be very supportive and guidance
will be given to all employees related to work issues or any communication they want to convey
to their supervisors.
PART B
Section 6-Job description
Job position: Marketing manager at TESCO
Qualifications and experience MBA Experience of working in more than 2 companies for long period.
Responsibilities
 Conducting marketing campaigns from concept to execution of measurement and
allocation of all innovative products.
 Managing digital marketing efforts effectively to reach out to new segments of
customers and developing strong innovation in business promotion practises.
 Collaborate with sales mangers and channel mangers to bring high performance
standards in reaching company goals.
 Resolve issues and challenges which may arise in marketing campaigns or projects by
cooperating with research and production departments.
 Develop marketing budgets of all regions and countries where company is programming
expansion decisions. Networking with social media partners and web designers on various networking
platforms for innovative marketing ideas and building strong parameter of growth

Hard skills:
 Digital marketing knowledge, programming knowledge and budgeting for effective
allocation of finance resources.
 Technical knowledge to bring new advanced marketing technologies and equipments in
working patterns of campaigns. Marketing manager must have dynamic skills to take quick decisions at times of
contingencies, and bring competitive strength to company.
Soft skills:
 Strong interpersonal skills to communicate effectively with clients and prospect
investors of company.
 Strong thinking capabilities for building innovation in marketing campaigns and
bringing high productivity outputs.
 High management principles knowledge for implementation of new marketing
principles.
 Soft skills to build strong leadership among all team members and guide them with
proper principles and knowledgable context.
SECTION 7-Reflection
Obstacles and challenges faced during interview:
 I faced challenge of gaining confidence in beginning of interview as the officials at Tesco
were highly authoritative, which made me slightly nervous to speak fluently. Later I was
able to establish comfortable communication with the interviewer, and fluently
completed my interview (Spencer-Oatey and Dauber, 2019). There were various competitors and other candidates who had come for interview for the
same position, this made me conscious during interview. Later I gained comfortableness
in establishing rapport with interviewer and maintained my fluency of english.
REFLECTION:
 My experience of interview for marketing manager was very good as the interviewer was
friendly enough, and I was given opportunities to speak with strong communication. The
experience of interview enabled me to learn strong interpersonal skills and I gained
insight on what are the arenas I have to practise for reaching high performance in the

future. I gained knowledge on what are the expectations of companies for hiring new
officials in top management teams due to high dynamic business world.
 I met fellow candidates who had come on for interview along which were highly
competitive and strongly skilled due to high experience of working with many
companies. The interview gained me deep insights of the latest marketing technologies,
as while preparing for interview I researched a lot on all arenas of competitive industry.
The interview has given me high strength in developing strong rapport with professionals
and interviewer officials who were very supportive and encouraging in maintaining
cooperation (Stanko,2020).
 TESCO is one of the biggest retail company of UK, by giving interview here I gained
extreme confidence of being at one of the biggest company in world, it also boosted my
optimistic knowledge. While preparing for interview at Tesco I read a lot of magazines
and research websites of company business sectors and operations, which helped me in
gaining practical knowledge of the latest operations. High technical knowledge enhanced
my horizons of skills and motivated me to learn better from my mentors, it also made me
enlightened of the latest business trends in market share.
 Tesco is one of the highly competitive retail company in industry which has high growth
potentialities in the future, by working in this company I will gain strong professional
experience and determine the key areas where I need to improve my abilities and
potentialities. This interview made me highly competitive and efficient in communicating
with superiors and officials.
CONCLUSION
It can be concluded that professional and personal development is too beneficial for a
person, because it highly contributes in all over growth of a person. Currently there are many
productive techniques and strategies available for a person which can help in developing
professional and personal life. A well professionally and personally developed person always has
many skills. That's why a person highly need to improve various skills and competencies for
developing their professional and personal life. A learner enables to use various learning theories
and approaches to increase their professionalism. These theories are helpful in improving
personal life as well. A productive development plan also has mentioned above which will help

to learner for developing their all major skills which it wants to make be developed. That leaner
need to use various resources like books & journals, internet, training etc. which will them in
improving their existing skills (Widiyanah and Sugiarto, 2019).A person who want to develop
their skills and competencies is responsible to conduct different activities as well, because these
activities will contribute in developing skills. There is professionalism is too necessary for
positively influencing employees and people in business operations. A person who have too
effective skills and competencies is able to achieve high success in life.

REFERENCES
Books and Journals
Black, A., Lawson, H. and Norwich, B., 2019. Lesson planning for diversity. Journal of
Research in Special Educational Needs. 19(2). pp.115-125.
Brassey, J., Christensen, L. and van Dam, N., 2019. The essential components of a successful
L&D strategy. Mode of access: https://www. mckinsey.
com/business-functions/organization/our-insights/the-essential-components-of-a-
successful-l-and-d-strategy.
Chipamaunga, S. and Prozesky, D., 2019. Addressing student diversity and integrative learning
in an undergraduate medical curriculum.
Hammad, R., 2020.A hybrid e-learning framework: Process-based, semantically-enriched and
service-oriented (Doctoral dissertation).
Mangal, S. K. and Mangal, S., 2019. ASSESSMENT FOR LEARNING. PHI Learning Pvt. Ltd..
Nie, X., 2019. Research on Reconstructing Mechanism and Path of the Higher Vocational Credit
System under Innovation-Driven Development Strategy.
Siibak, A., 2020. Book review: Rachel Barr and Deborah Nichols Linebarger (Eds.), Media
exposure during infancy and early childhood: The effects of content and context on
learning and development.
Sloan, J., 2019. Learning to think strategically. Routledge.
Spencer-Oatey, H. and Dauber, D., 2019. Internationalisation and student diversity: how far are
the opportunity benefits being perceived and exploited?. Higher Education. 78(6).
pp.1035-1058.
Stanko, E. A., 2020. Learning versus Training: Thoughts about the Origins of the Home Office
Innovation Fund Project ‘Developing an Evidence-Based Police Degree Holder Entry
Programme’2016–18. Policing: A Journal of Policy and Practice. 14(1). pp.43-51.
Widiyanah, I. and Sugiarto, D. Y. P., 2019. The Development of English Language Learning
Management Model of Non Formal Education (NFE) Strategy to Improve Speaking
Skill. TEST Engineering & Management. 81. pp.4400-4407.