Unit 3: Professional Identity and Practice

This document discusses the importance of ongoing professional development, projecting brand image, and common skills expected in the workplace. It also provides insights on self-assessment approaches, learning and development techniques, writing development plans, and effective CV writing.

Unit 3: Professional
Identity and Practice

Contents
Introduction................................................................................................................................3
Main Body..................................................................................................................................3
Task 1.........................................................................................................................................3
Importance of on-going professional development................................................................3
Professional standards and expectation..................................................................................4
Importance of projecting the brand image.............................................................................4
Common skills expected in the workplace.............................................................................5
Task 2.........................................................................................................................................6
Self-assessment approaches and techniques..........................................................................6
Learning and development approaches..................................................................................7
Task 3.........................................................................................................................................8
Writing and designing development plans.............................................................................8
Task 4.........................................................................................................................................9
Effective CV writing..............................................................................................................9
Interview process and preparation.......................................................................................10
Conclusion................................................................................................................................11
References................................................................................................................................12

Introduction
Personal development is indeed an action that every person has to carry out to ensure
that they establish an objective for themselves. The goal planning exercise assists people to
attain their goals efficiently and inspire them to meet their goals. The advantages of
continuous development are presented in the report along with assessment of self-reflection
for personal skills and professional knowledge as well as attribute is also highlighted in this
report document. Further, in the report various models and personality development plans are
also being presented with use of suitable theories and models (Cutri and Mena, 2020). Lastly,
in the report CV and process of interview is also being presented through practical
commitments. For this report operational working of The Dorchester is being taken into
consideration. Respective company serves hospitality services to its customers in its domestic
as well as have great market presence in internal marketplace. In the given meta-analysis real
world instance of COVID 19 is also being taken into consideration and is being highlighted
in the given document (Falender and Shafranske, 2020).
Main Body
Task 1
Importance of on-going professional development
Today in times of COVID-19 there are several changes in behaviour of stakeholders
within the hospitality organisation. The stakeholders are first and foremost those with an
interest in the company. These include not just stakeholders but also suppliers, clients,
distributors, retailers, and so on. It might be claimed that they are those persons or groups that
are dependent on the organisation. They are the individuals who assist the company achieve
its aims and ambitions. In regards to chosen company i.e. The Dorchester, managers of the
firm uses several techniques of on-going professional development which benefits them in
several aspects of operations (Ganassin and Young, 2020). It importance are as follows;
Employee Benefits: Professionals may benefit themselves and their organisations
through their continual professional growth. The continuous professional growth allows the
employee to be comfortable with their work, which motivates them which extract
maximum productivity. The further benefit of employees is their being able to exhibit it in
their resumes, which enhances their qualifications and allows them to pursue for more similar
jobs. Additional advantage of having a network when attending training sessions is for the

employees. Finally, employees may demonstrate their readiness to work and gain new
abilities to improve their work and ensure that they are worthy. Individuals learn new things
to aid them in their daily work and also makes them productive and economical.
Benefits for customer: The buyers or consumers of a business may benefit
significantly from this continuous professional development activities, because they are well
educated for services and may obtain much better services from the company's employees
and workers. The personnel of the relevant disciplines in health care and social work are
upgraded and qualified for the current industrial technology, which simplifies the job and also
makes the client the best possible service.
Professional standards and expectation
Professional recruiters search for the skills to help the firm develop and prosper. The
employee must be skilled to guide the organisation to its objectives and to its success. The
employer must search for specific attributes that are vital to the firm to fulfil its objectives
before engaging any new staff member (Gilks, 2020). Some of the talents and capabilities
that the employee must obtain are:
Communication
In every interaction, communication is the key to success. There is no exception to
relations within the office. You will need to understand how to communicate effectively in
order to have successful and healthy connections with colleagues, customers and superiors.
Presentation
Professionalism includes how experts manage company customers and employees and
how they represent themselves. Dress well and be well presented. Send a statement that
individuals take pride in themselves and company profession with the suitable business
apparel.
Importance of projecting the brand image
Whenever it concerns, to industry reputation is an important aspect. The development
of a strong corporate image is essential when it comes to capturing worldwide success from
marketing and internet presence to the way in which business represent company publicly.
The value of presenting a favourable image of the business. In regards to “The Dorchester”,
managers of the firm stress on creating a decent brand image of the company’s product in its

given marketplace. Importance of projecting brand image to the given company are as
follows:
Consistency: Consistent branding is essential for corporate image importance. The
message is passed, appropriate companies promoted and brand awareness is increased.
Making sure managers have a coherent aesthetic throughout their physical activity is a major
component of their consistency. This will mean, because of the colour scheme, that anything
related to the firm is immediately recognised. With company message and brand always
present on these items, their slogan will help to become a synonym for business.
Clear vision: A clear vision is being developed in a business firm by dedicating
resources on presenting a good brand image of a corporate. People probably have a variety of
ideals regarding the company, but managers get a clear and brief message by focusing on just
one. Select a sentence that will be remembered and bring a new audience to know the
fundamental ethos of the firm (Griffiths and et. al., 2020).
Common skills expected in the workplace
Seeking to market conditions of present business environment, managers of the
workforce expect several skills to recruit different individual in the company. These includes;
Soft skills
Its whole employers, regardless of the position, have some abilities and attributes.
They are known as soft skills, including the interpersonal qualifications and traits that you
have to succeed in the job. They are also known as professional skills, which maintain a good
working atmosphere.
Hard skills
Other, more physical or technological abilities are required in addition to soft talents.
These are called hard talents and they are the specialised skills to execute the job.
Individuals will need hard and soft skills for any job and it is crucial, when you are
looking for and interviewing, to demonstrate employers that they have the necessary mixture
of hybrid capabilities. Some other skills expected by recruiter from applicants are as follows;
Willing to learn: The employee should be motivated to discover new things in order to
become a corporate asset. There are more efficient and adaptable personnel that are ready to

learn. Efficiency in the job of the employees is essential since it helps them to adapt to
changes and to the environment.
Problem solving: The individual must be able to cope with challenging circumstances
by finding the necessary solutions. It must be ensured that the employee has intellectual
talents and is a fast thinker to assist the company. Quick thinkers prevent any kind of task
delay and are also able to decide immediately.
Positive attitude: The candidate must have a positive attitude to the work and to the
firm management. Those with a poor behaviour always complain about the operation of the
firm, thus employees that are happy with the firm must be found. Good attitude leads to a
team spirit and ensures that the company is free of conflict.
Presenter of company: The individual must be able to design and improve the image
of the brand they works for. The workers need to be well cared for so that they can seem
professional and that the brand is similarly professional. The workers' behaviour is the first
thing to bring a product or a service to sell when the employee doesn't create the correct
brand image, then the value of the brand itself will be reduced.
Task 2
Self-assessment approaches and techniques
SWOT analysis
Strengths: My qualities, which are needed for a hospitality staff's function, are that I
have awareness and know how to use it effectively. It is my duty to ensure them live a happy
and healthy life, and I realise that my customers are suffering difficulties. I make sure that I
analyse and monitor the problems they are experiencing to know and comprehend their
condition. My second strength is to be adaptable and to make sure I work to the best of my
ability to respective task being allotted to me.
Weaknesses: My greatest weakness is since I can't accept any mistreatment towards
my customers. I constantly have to ensure that my customers do not have to suffer more from
the right availability of resources. I need to take after my customers and provide them
anything they can. I am occasionally troubled by the weakness, because my supervisors don't
tolerate my intolerance. This will make it a bit tough for me to get to my office, but it will
make my weakness unchanged.

Opportunities: The largest chance before me will be to make transfers and promotions
in my department soon. I must ensure I gain promotion to the department of my interest on
the basis of my performance. I am interested in not only improving my performance but also
increasing my productivity. I am sure it will make my efficiency more effective. Another
great chance before me is a conference which will shortly take place. This is how to
effectively communicate. I look forward to this conference to learn about communication
skills. I look forward to it.
Threat: The main challenge I face is that several of my fellow Friends are also
interested in my preferred field and strive hard to gain advancement. I must make sure that I
support the advancement, and I must work hard for it (Johnson and Sam-La Rose, 2021).
Personal skill audit
An audit of anyone’s own talents is an excellent technique to uncover your talents and
establish a healthy and cheerful culture. It has shown advantageous that individuals mostly
aspiring entrepreneurs and managers remain on the road to their careers. The personal
competency assessment relies on the field I work in and differs from one workplace to the
next. As I am highly efficient and successful at managing my time, I am an excellent time
manager. In accordance with the demands of a task, I may prioritise my job. I can work under
time pressures and I can build effective tactics that can benefit the company (Maidment and
Bay, 2020).
Learning and development approaches
Learning theory
Constructivism: This is a concept that claims that individuals use their own
knowledge or build their own knowledge. As people become acquainted with new things and
with diverse situations, they express this experience and combine this new knowledge into
the information they already have in their thoughts.
Cognitivist: This is a approach of learning which describes how inner and outside
environmental elements may impact the mental status of a student or person. This kind of
learning allows the person to improve the brain's capability or potential. The brain's capacity
to analyse and recall things using ideas and senses from experience is known as cognition
(Savage, 2021).
Learning approaches

VARK style: The VARK acquisition technique suggests that there are four different
forms of learning, in which the brain can capture and comprehend the visual, additives, read-
write and kinaesthetic scenario. It says that the pupils boost their learning potential if their
styles fit the school's teaching strategy. It not only improves their learning but also increases
their brain's capacity.
Kolb’s learning cycle: In the Kolb's learning cycle, a student usually passes four steps.
Effective learning may be demonstrated in those who go across all four phases to improve the
learner's experience (Mikkonen and et. al., 2020). The four experiencing phases include
 Concrete experience: Relates to the new scenario or knowledge the learner meets or
re-interprets.
 Active experimentation: The individual here examines or reflects the event or
circumstance in a fresh environment.
 Abstract conceptualisation: this refers to the knowledge that an individual has
collected through his/her experience, which creates new concepts.
 Active experimentation: When a student uses his or her ideas to look at the findings
and observe what happens.
Task 3
Writing and designing development plans
Goals Current
Ability
Target
Ability
Action Judging
Criteria
Time
Frame
Play guitar Although at
current time
I can't play
guitar, I am
passionate
about music.
So I want to
figure out
how to play
guitar. I aim
to provide
entertainment
at my college.
I want to
take the
teacher
sessions and
also get
some online
tutoring.
By supporting
my family, co-
workers and
professors, I
will analyse
my
development.
It would be
more than
enough
four
months to
play the
guitar.
Certificate
course in
marketing
I would
want to have
a thorough
grasp of and
experience
I will
participate
and obtain
diverse
information
I am
admitted
into a
renowned
institution in
Throughout
my lecturers
and mentors, I
will assess my
comprehension
It can take
11 months.

in
marketing.
Previously, I
wasn't really
conscious of
marketing.
in time for
this
certificate.
order to
obtain the
degree and
follow
specific
internet
channels.
of marketing
factors.
Learn new
skills
I have
assessed
how well I
can lead and
solve major
problems.
The objective
is to develop
my skills.
To improve
leadership
and address
key
difficulties I
can take
online
classes.
Feedback and
critique from
teachers and
mentors.
14 months
Task 4
Effective CV writing
Research have revealed that managers spend only seven seconds on a CV on average
before assessing if a prospect is appropriate for the position. Therefore, first impressions are
crucial to success, therefore here are seven easy yet efficient strategies to get their resume out
of the crowd (Nonaka, 2020).
CV
Zyxgtya
Marketing Manager
Contact Details
Sidtannk NY1234
(123)165-974551

[e-mail]
CAREER OBJECTIVE
To become the most qualified Marketing Professional in terms of developing innovative
business ideas, developing an incentive package for workers who improve their business
skills, and becoming an effective marketing manager.
Work Experience
 Working with a small group of people to gain trust and learn new skills.
 Executing boarding operations and designing training activities in order to achieve
the desired results
 Provide instruction on the selection and recruitment processes in order to attract
qualified employees who can help the company expandmarketing management.
 Masters in marketing department.
 Certified Professional degree in marketing.
Skills:
Effective decision making skill
 Organizational & Leadership Skills
 Conflict Resolving skills
 Empathy & Compassion skills
 Effective advertising and coaching skills.
 Marketing Information system knowledge
 Ability to adapt changes at the work place.
Interview process and preparation
The interview procedure for the recruitment of new workers is multi-stage. The
procedure uses the following steps: write a job description, post a position, schedule
interviews, perform preliminary interviews, conduct person-to-person interviews, track
applicants and recruit.
The phone screener: Telephone interviews are easier for job seekers to monitor. In a
few simple questions recruiter can examine an applicant in the phone screen before

they decide to spend more time on them. At this point, recruiter will focus on high-level
inquiries to ensure that they fulfil the position criteria (Safari, 2020).
The skill test: Finding out how best to suit each position and hire staff to foster
creativity, productivity, customer happiness and profit. Establish test targets, such as
personality, values, abilities etc. and how to move or delete applicants on the basis of the
findings.
In-person interview: Since now know that the applicant is typically highly qualified
for the job at this level in the interview process, so it's time to look into fitness and work style
in the culture. Recruiter can detect, among other issues, what inspires a candidate, and how
they were drawn to their firm and work in a team.
Candidate presentation: During the presentations of a job seeker, team members will
have a feel of contribution, competence and personality. They will nevertheless have to
ensure that the applicant is aware of the presenting issue and also set goals to evaluate the
presenter with the team. Also recruiter also considers to seek for feedback through a
scorecard or a post work (Ruffinelli and et. al., 2020).
Conclusion
The study concluded that the personal development plan and personal analysis are
vital and must be carried out sometimes to define and attain new goals. It is crucial to ensure
the individual has the necessary talents and capabilities before they are employed. In addition
to this, the report document reflected upon self-analysis of professional attributes and skills
required or expected by a recruiter of a company to recruit an individual. Moreover, in this
report presentation of PDP and CV is also being done with a respective job post and
depending on personal areas of interest.

References
Books and Journals
Cutri, R.M. and Mena, J., 2020. A critical reconceptualization of faculty readiness for online
teaching. Distance Education, 41(3), pp.361-380.
Falender, C.A. and Shafranske, E.P., 2020. Consultation in psychology: A distinct
professional practice.
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skilled refugees in the UK. Language and Intercultural Communication, 20(2), pp.125-140.
Gilks, M., 2020. The security-prejudice nexus:“Islamist” terrorism and the structural logics of
Islamophobia in the UK. Critical Studies on Terrorism, 13(1), pp.24-46.
Griffiths, M., Fenwick, J., Gamble, J. and Creedy, D.K., 2020. Midwifery student evaluation
of practice: the MidSTEP tool—perceptions of clinical learning experiences. Women and
Birth, 33(5), pp.440-447.
Johnson, H. and Sam-La Rose, J., 2021. INTERSECTIONS BETWEEN SPOKEN WORD
IN THE UK AND US. Spoken Word in the UK, p.112.
Maidment, J. and Bay, U., 2020. Social work in rural Australia: Enabling practice. Routledge.
Mikkonen, K., Merilainen, M. and Tomietto, M., 2020. Empirical model of clinical learning
environment and mentoring of culturally and linguistically diverse nursing students. Journal
of clinical nursing, 29(3-4), pp.653-661.
Nonaka, C., 2020. Transnational identity: The struggles of being and becoming a Japanese
female professor in a neo-kokusaika phase of Japan. Research in Comparative and
International Education, 15(3), pp.234-251.
Ruffinelli, A., de la Hoz, S. and Álvarez, C., 2020. Practicum tutorials in initial teacher
training: conditions, strategies, and effects of reflective practice. Reflective Practice, 21(1),
pp.54-67.
Safari, P., 2020. Iranian ELT student teachers’ portrayal of their identities as an English
language teacher: Drawings speak louder than words. Journal of Language, Identity &
Education, 19(2), pp.125-141.
Savage, D., 2021. Inclusivity in UK Pastoral, Spiritual, and Religious Care: A Humanist
Perspective. Health & Social Care Chaplaincy, 9(1).