Professional Identity and Practice in The Ned Hotel

Professional Identity and Practice INTRODUCTION .2 TASK 1 2 Overview of organisation.2 Key benefits and importance of on – going professional development in enhancing the career prospects .2 Skills and competences expected by employer in The Ned for specific job role.4 Assessment of my current abilities, skills, and competencies for a general manger job role in Ned Hotel 5 Evaluation of my abilities, skills and competences to meet the expectation of employer for general manger job role in The Ned hotel 20206

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
Overview of organisation.......................................................................................................2
Key benefits and importance of on – going professional development in enhancing the career
prospects.................................................................................................................................2
Skills and competences expected by employer in The Ned for specific job role...................4
Assessment of my current abilities, skills, and competencies for a general manger job role in
Ned Hotel................................................................................................................................5
Evaluation of my abilities, skills and competences to meet the expectation of employer for
general manger job role in The Ned hotel..............................................................................6
The range of different learning theories and approaches used for personal and professional
development...........................................................................................................................7
Recommendation of appropriate developmental approach to enhance my own professional
and personal skills for a general manger................................................................................8
TASK 2............................................................................................................................................8
SWOT analysis for the general manager job role..................................................................8
SMART objective strategy.....................................................................................................9
Personal Development Plan (PDP).........................................................................................9
TASK 3..........................................................................................................................................10
Characteristics and role of the general manager...................................................................10
Job description......................................................................................................................11
Curriculum vitae...................................................................................................................12
Job interview script...............................................................................................................12
Strengths and weaknesses of interview process...................................................................13
Critical reflection of job interview process..........................................................................13
CONCLUSION..............................................................................................................................14
References:.....................................................................................................................................15
Books and Journals...............................................................................................................15
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INTRODUCTION
Professional development is the process of improvement and excellence by performing the
actions that increases the capabilities of an individual. Professional development is gained
through the opportunity to access the education and training within the workplace or by watching
and learning from others while performing their jobs (Osman and Warner, 2020). In hospitality
industry the professional development is continuous process as it assists in building the
employee’s morale and also increases their performance at the organisation. Personal identity is
an another term in a nutshell which is a combination of education, work, skills, knowledge,
ethics, goals behaviour and values that leads an individual towards purposeful and meaningful
work life. Person who is comfortable and aware about its personal identity is highly confident
and enthusiastic in its career development. The present report is the study of “The Ned Hotel”
with a job role of general manager. The report will discuss the importance of on- going
professional development to enhance personal identity and career opportunity. Further the report
will evaluate the skills and competences using the different learning theories. Personal
development plan is developed in work context and transferable skills for the job application.
TASK 1
Overview of organisation
The Ned is the 5 star hotels that operate in the hospitality industry of UK. The company has it’s
headquarter in the city of London and contains members club and the collection of restaurants. In
1924, the hotel was developed and designed by Sir Edwin Ned Lutyens. The structure of
buildings is heritage and includes the restaurants like Cecconi's city of London, Millie's Lounge,
Kaia, cafe Sou, Lutyens Grill and Roof bar. The hotel has 252 rooms and some number of suites.
The company has a wide range of men's and women's grooming service and also has a Ned’s
club. The hotel guests and the members of the club also have an excess to late night, lounge bar,
rooftop pool, hamam and spa.
Key benefits and importance of on – going professional development in enhancing the career
prospects
Professional development is a process of documenting and keeping track of skills, capabilities
and knowledge that individual gain during its work life apart from its initial training (Pekerşen
and Tugay, 2020). The Ned hotel has concept of ongoing professional development in order to
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keep their employees updated with the current customer trends also to help them develop new
skills for the advancement.
The importance of on - going professional development in Ned hotel are:
 The ongoing professional development helps Ned hotel ensure they are competent with
their competitors in terms of profession.
 It is important because it enables the hotel to get one step ahead and to stay ahead in
order to develop a career and income.
 Ongoing professional development is also important to ensure that there is the
maintenance and enhancement of skills and knowledge that it organisation is required to
deliver in the professional service to their consumers, community and client.
Benefit of on - going professional development to Employee
The professional development keeps the employees up to date with the changing dynamics of
Ned hotel and helps those learning relevant skills for the job role (Lo, 2020).
 The professional development helps the employees to adapt the fast moving world of
hospitality industry.
 It also aims in improving the productivity of an employee at work thereby increasing the
ability to learn and improve.
 The professional development benefits the employee to focus on their career progression
and their by leading to achieve promotions at work and job security.
Benefit of on - going professional development to Employer
 The ongoing professional development helps the employers in ensuring high standards
are maintained within the Ned hotel.
 It also so help the employers to increase the learning culture and promote healthy
working relationship between employees.
 It benefits the employers to boost their employee’s productivity and build talented and
motivated workforce.
The key benefit of ongoing professional development for employers is improving employee’s
retention by making them feel valuable and loyal to the hotel (Shelton and Archambault, 2020).
3

Skills and competences expected by employer in The Ned for specific job role
Skills are specially learned abilities that an individual requires in order to perform well and better
in the given job role. Every Employer hires the best talented candidate for their organisation who
is skilled. The skills expected by the employer of the Ned hotel are:
 Communication skills: In the Ned hotel effective communication skills is highly
important to interact with customers and also to internal communication between the staff
and departments are their functions are interlinked.
 Organisational skills: maintain the records of every department and its varied staffs is a
tough task as there are lot of paper work in Ned hotel related to billing and other
purchasing items and documents of employees etc. which requires the organisational
skills.
 Computer skills: the hotels are becoming more digitally oriented the Ned hotel also has
digital bookkeeping, digital payments etc. that requires good computer skills so that a
employee can effectively adapt new computer functions and work fast on computer with
computer skills (Weber, Lee and Crawford, 2020.
 Management skills: the hotel’s management is highly important as it brings the major
impact on the customer service. For which General manger or the Hotel manager is
expected to have excellent management skills to manage guests and their needs and to
manage the daily activities and staffs of every department.
 Interpersonal skills: maintain the relationship with the customers is highly important for
the attainment of loyal customer base and also for improving the employee’s retention as
by creating interpersonal relationship their morale is boosted and also make them feel
valued.
Competency is the knowledge and behaviour of an employee than an employer expects for the
successful job performance. Some competencies are:
 Problem solving skills: In the Ned hotel employers highly expect the problem solving skills
from the employees because in the hospitality industry customers have complaints and
issues with service which are required to be solved at the earliest so that customers feel
recognised. Hence, this in turns increase the value of organisation and its service for
customers.
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 Ethical behaviour: in the business world’s ethics has its own power therefore in the Ned
hotel the employers teach and expect the employees to pertain ethical behaviour with the
other staff and consumers. This increase value proposition of the company and also increase
the brand reputation of the Ned hotel.
Recruiting skills: it is very important to hire the best talent for the organisation so that company
can lead towards productivity and growth (Mustafa, 2021). For this employers expect to have
excellent recruiting skills so that best talent can be hired for the Ned hotel.
Assessment of my current abilities, skills, and competencies for a general manger job role in Ned
Hotel
By analysing the above skills and competency that the employer of the Ned hotel expected from
a general manager I assessed my current personal skills and competency for the role of general
manager are:
Skills
Time management skills: I have excellent time management skills which help in completing my
task within the time frame and also help me assigning the tasks to the department timely. This
also helps me in managing my day schedule effectively such as time for meetings, inspection
time and other such timely based activities.
Leadership skills: I have good leadership skills which help in guiding the staff members towards
the goals of the Ned hotel to provide best customer service. The leadership skills also help me in
directing the departments to work within time work and thereby I also have participative
leadership for which I involve other in decision making (Kilani and et. al., 2020).
From the above mentioned list of skills I have good communication skills, computer skills and
management skills but do not have good interpersonal and organisational skills.
Competency
Team building: I have team building skills which is required for the job role of general manager
as if there is any event in Ned hotel which requires the team for the successful event I have
competency to build a diversified team of different skill set to work together.
Supervising skills: I also have the competency to guide and train others and as a general
manager it is my duty to direct the different teams of Ned hotel and supervise them to work
effectively.
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From the above listed competency I have Ethical behaviour and recruiting skills but lacks in
problem solving skills.
Evaluation of my abilities, skills and competences to meet the expectation of employer for
general manger job role in The Ned hotel
Personal Audit using hard and soft skills and competences
Skills Personal Audit Questionnaire 1 2 3 4 5
Computer skills
(Hard skills)
Good in using the computer applications and
software’s.
*
Good in making digital computer presentations. *
Effective
communication
Skills
(Soft skills)
Good in communicating message to each
department.
*
Good in giving presentation in front of people *
Organisational
skills
(Soft skills)
Good in managing the records of the
employees.
*
Good in arranging the paper work
systematically.
*
Management
skills
(Hard skills)
Good in aligning the daily task to all
departments
*
Good in managing task effectively within time
frame
*
Ethical
Behaviour
(competency)
Good in complying with code of conduct. *
Good in maintaining equality and diversity. *
Problem solving
(competency)
Good in solving problem quickly and wisely *
Good in handling uncertain situations *
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The range of different learning theories and approaches used for personal and professional
development
Behavioural learning approach (Behaviourism): the theory focuses on the learning of the
employee in the workplace for the professional and career development. The theory states that
behavioural learning is gained by interacting with others in the workplace. The example of
behavioural learning is the positive reinforcement as when the situation occurs the employees
practically learn the changes in its behaviour (Hayajneh, Hamada and Aljawarneh, 2020). For
example if the hotel announce the promotion or a reward for the effective performance or for the
target completion this will lead to better performance of employee and lead to personal and
professional development during the whole process to attain that reward or promotion. Hence,
motivation plays a vital role in this theory.
Kolb’s learning theory
This theory defines the whole learning process of the employee in the 4 stages that are discussed
below:
Concrete experience: in this the employee or an individual experience a new experience or
situation and thinking and analysing a situation helps in development of the professional and
personal career and life. For general manger it indulging in the uncertain situations during job is
common and lead to professional and personal development.
Reflective Observation of the new experience: the learner analyse the discussed experience and
starts gaining the skills and knowledge for the professional growth in job role. Hence in the Ned
hotel the general manger analyse it s current learning and requirement for more learning.
Abstract Conceptualization: the learner in this rise new ideas and methods to modify existing
patterns or completely innovate new. In Ned hotel the general manager always has to think out of
the box to gain development in workplace and in personal life (Sisson and Adams, 2013).
Active Experiment: the learner has a tendency to apply its innovative ideas and though into the
practicality for the workplace environment to watch out the results. In Ned hotel the general
manager involve itself into active experimentation to gain professional and personal experience
for development.
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Recommendation of appropriate developmental approach to enhance my own professional and
personal skills for a general manger
It is recommended to the General manger to use the behavioural approach of earning at this
theory helps in personal development and the development of the organisation thereby leading to
the professional development of skills and knowledge as this also motivates to outperform for the
success and to gain potential skills for their long term future growth. Also because the theory
motivates the person which means person will work hard and with full confidence to gain the
rewards and resulting in enhancement of personal and professional development (Weber, Lee
and Crawford, 2020).
TASK 2
SWOT analysis for the general manager job role
General Manager has the various responsibilities and for which skills are essential. Personal
Swot analysis of the skills for the General manger:
Strengths
Effective communication skills are my key strengths that helped me effectively communicating
and interacting with the other team members in my job role. I have good management skills
which is essential for the role of general manager to manage the departments and their staff and
activities.
Weaknesses
I have poor problem solving and critical thinking skills which delays the solution to the
complaints of the customers and their reducing the efficiency in operations. I also lack in
organisation skills which are highly required in this job role to organise the departments.
Opportunities
I have good communication skills which creates the opportunity for me to improve my
interpersonal skills to build loyal customers and also to retain customers. Opportunities to
enhance my skills are the opportunity to grow my professional skills and the personal identity
(Weber and et. al., 2013).
Threats
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I have threat that competition is increasing and also the diversity of workforce for which I
require the competency and the skills to manage the diverse workforce which I does not possess.
This is threat to me as it can decrease my performance and productivity of hotel.
SMART objective strategy
The SMART stands for S – Specific, M – Measurable, A – Attainable, R – Relevant, T – Time-
based. The Smart objective will help in developing the PDP those different skills to develop as
the time base and can be relevant and measurable to analyse the improvement. The Smart
objective will help in also setting the time for attaining those skills and competency (Filloy Anè,
2020). The PDP with Smart objective and strategy is designed below:
Personal Development Plan (PDP)
Current Skills and
Competencies used in
personal and professional
plan
Goals Personal /
Professional
Development Plan
ACTIVITY (Use
SMART targets)
Indicate how you have monitored
your progress, underpinning.
learning and development theory
Interpersonal Skills Short Term Goals (3
months)
For improving and attaining the
outstanding interpersonal skills I
have joined the clubs and social
group to interact with people and
build my network and relationship
with people. I am analysing my
new contacts with other people. I
will underpin behavioural
approach of learning to enhance
my skills.
Organisational skills Medium Term Goals
(6 months)
To improve this skill I will require
practical experience and practice
and for that I will volunteer in
library to sort and arrange books
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which will improve my
organisational skills to arrange
hotel’s paperwork.
Problem solving skills Long Term Goals
(1Year)
The improvement of problem
solving skills is a slow process as
this done with personal experience
when any uncertain situation
occurs. I will pay attention to
details to solve problem and learn
more about earlier cases of hotel
to wide my thinking for fast
decision.
TASK 3
Characteristics and role of the general manager
The General Manager is highly important in the Ned hotel in order to manage the hotel’s day to
day activities. The general manager is the common role player in between the various
departments and manages all the departments by listening to their needs and problems.
Therefore, it is very important to appoint the General Manger for the Ned Hotel to operate its
functions smoothly with adequate management (Takeuchi and et. al., 2021).
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Job description
Job Title: General Manager
Responsible to: Director
Job Summary: To manage the day to day running activities of the hotel and
to ensure that customers are getting best service and experience from the
hotel as per the quality standards. The General Manager also ensures the
safety and health of its employees and customers.
Main duties and Responsibilities:
 Develop daily activity schedule for the different departments.
 Ensures customer service lifelong experience.
 Solve the complaints of employees and customers.
 Perform daily and weekly inspection to maintain standards of the
hotel (Longart, 2020).
 Conduct meeting with head of each department to analyse their
performance and to understand their needs and requirements related
to staff or inventories.
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Curriculum vitae
Job interview script
Interviewee: Good Morning sir, Thank you for this opportunity.
Interviewer: Good Morning Robert, Nice to meet you! Tell me about yourself?
Interviewee: I am Robert Smith; I have completed my graduation in hotel management. I have
also specialization in sales and marketing department of hotel. I also got merit in my graduation.
Interviewer: Why you want to pursue your career in this field?
Interviewee: this field of hospitality is the most fascinating and customer oriented field. The
hospitality is the growing industry and contributes in the economy at majority. The filed helps
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the personal to grow individual personality.
Interviewer: Tell me two skills necessary for the role of general manager?
Interviewee: Effective communication skills and leadership skills are very necessary to manage
the departments of the hotel.
Interviewer: what are your weak areas?
Interviewee: Sir I have weak organisation skills but I am working on my weak area by maintain
the proper schedule for work and by making do to list so that work is more organised.
Interviewer: Thank you Robert, Wait for our response we will be informing you the confirmation
through mail.
Interviewee: Thank You sir!
Strengths and weaknesses of interview process
Strengths
 The interview process key strength is it facilitates the selection of talented candidate.
 Interview process has power to analyse the candidate’s personality with the way of
talking, expressions, dressing etc.
 Interview process builds the confidence of the candidate and makes them familiar with
company.
Weaknesses
 The interview process is time consuming and also has additional costs.
 The large number of candidates confuses the interviewer while selection process.
 There are the chances that the interviewee can lie about their skills.
Critical reflection of job interview process
It is critically evaluated that during my interview process I was confident to answer the
questions. I was goof in justifying my skills and experience and also created good impact by
outlining that I am hardly working on my weak areas so that I can make them my strengths
(Black and van Esch, 2020). I was highly passionate and motivated to show my interest in
working in their organisation in the hospitality industry. In the overall process I was good in
answering all the questions with confidence.
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CONCLUSION
It is concluded from the above report that in hospitality industry there is a why the
possibility of professional and personal development as this industry always look after its
employees as they are considered as lifeblood of the organisation in order to serve their
customers best experience. For an individual its personal identity is a matter of pride and
confidence and also it is very important to analyse the self identity to grow in the career and to
analyse the personal strengths that can lead to personal and professional growth.
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References:
Books and Journals
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use it?. Business Horizons. 63(2). pp.215-226.
Filloy Anè, F., 2020. Business plan aran projects and renovation works “Construction
Workshop” (Bachelor's thesis, Uni
Hayajneh, S., Hamada, M. and Aljawarneh, S., 2020. Project Management Knowledge Areas and
Skills for Managing Software and Cloud Projects: Overcoming Challenges. Recent
Advances in Computer Science and Communications (Formerly: Recent Patents on
Computer Science). 13(3). pp.454-469.
Kilani, R and et. al., 2020, July. Social behaviorism model for interactions management in
Industrial IoT. In 2020 17th International Multi-Conference on Systems, Signals &
Devices (SSD) (pp. 343-348). IEEE.
Lo, A., 2020. Effects of customer experience in engaging in hotels’ CSR activities on brand
relationship quality and behavioural intention. Journal of Travel & Tourism
Marketing. 37(2). pp.185-199.
Longart, P., 2020. Understanding Hotel Maintenance Management. Journal of Quality
Assurance in Hospitality & Tourism. 21(3). pp.267-296.
Mustafa, P.S., 2021. Implementation of Behaviorism Theory-based Training Learning Model in
Physical Education in Class VII Junior High School Football Game
Materials. COMPETITOR: Jurnal Pendidikan Kepelatihan Olahraga. 13(1). pp.39-60.
Osman, D.J. and Warner, J.R., 2020. Measuring teacher motivation: The missing link between
professional development and practice. Teaching and Teacher Education. 92. p.103064.
Pekerşen, Y. and Tugay, O., 2020. Professional satisfaction as a key factor in employee
retention: A case of the service sector. Journal of Tourism and Services. 11(20). pp.1-27.
Shelton, C. and Archambault, L., 2020. Learning from and about elite online teacherpreneurs: A
qualitative examination of key characteristics, school environments, practices, and
impacts. Teachers College Record. 122(7). pp.1-44.
Sisson, L.G. and Adams, A.R., 2013. Essential hospitality management competencies: The
importance of soft skills. Journal of Hospitality & Tourism Education. 25(3). pp.131-145.
Takeuchi, R and et. al., 2021. Moderating effects of decision autonomy and culture novelty on
the relationship between expatriate manager leadership styles and host country managers’
job satisfaction: Evidence from the global hotel industry. International Journal of Cross
Cultural Management, p.14705958211013408.
Weber, M.R and et. al., 2013. An exploratory analysis of soft skill competencies needed for the
hospitality industry. Journal of Human Resources in Hospitality & Tourism. 12(4).
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Weber, M.R., Lee, J. and Crawford, A., 2020. A suggested best practices for enhancing
performance of soft skills with entry-level hospitality managers. Anatolia. 31(1). pp.76-
87.
Weber, M.R., Lee, J. and Crawford, A., 2020. A suggested best practices for enhancing
performance of soft skills with entry-level hospitality managers. Anatolia. 31(1). pp.76-
87.
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