Professional Development Plan for F&B Manager at Hotel Everest (2020)

This report details a professional development plan for an F&B manager at the Hotel Everest. It begins with an introduction to the role and responsibilities of an F&B manager, followed by the objectives of the development plan. The methodology section outlines the use of secondary research sources. The findings and discussion section includes a self-assessment, goal setting, and SWOT analysis of the manager. It also covers essential skills and competencies, a detailed professional development plan (PDP) with target dates and strategies, and an exploration of underpinning learning and development theories, with a focus on social learning theory. The report concludes with recommendations and references.

Table of Content
1. Introduction…………………………………………………………………………….8-9
2. Objectives……………………………………………………………………………….9
3. Methodology……………………………………………………………………………9-10
4. Findings and discussions……………………………………………………………….10-16
4.1 INTRODUCTION TO Professional Development plan……………………………10
4.2 Self-assessment………………………………………………………………………10
4.3 Goals of F&B manger………………………………………………………………10-11
4.4 Development Plan……………………………………………………………………11
4.5 SWOT analysis of F&B manger…………………………………………………....11-12
4.6 Skills and competencies for F&B manager…………………………………………12-13
4.7Professional Development Plan……………………………………………………….13
4.8 Underpinning learning and development theories…………………………………14-16
5. Recommendation and conclusion…................................................................................ 16
6. References……………………………………………………………………………….16

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Summary of Hotel Everest
The Everest Hotel is named after the world's highest peak Mt. Everest or Sagarmatha in the
Nepali language. The given name is also means the „roof of the world‟ and the history that is
embedded in Nepal's rich cultural and religious heritage. The Everest Hotel is a fantastic
combination of international standards with Nepali hospitality, situated in the new city center
of the capital, Kathmandu just 3 kilometers away from the Tribhuwan International Airport.
It provides the luxury service through all its mean of operation. The Everest Hotel is ever
ready to cater to the needs of its diverse categories of guests at the highest level, dismissing
all notions that business and pleasure cannot be mixed. This hotel displays everything so
perfect and high standard from exterior of down town hotel to table wave. It contains 200
rooms. The convenient location surrounded with shopping centers, touristic hotspots, budding
restaurants & pubs, an international convention center, hospitals, banks as well as the local
police station make the venue most desired place in town. At The Everest Hotel, it's all about
attention to details that we look into & our valued guests feel just right. Service staff within
this hotel is mean to be highly trained and attentions are focused on providing the guest with
the best experience. (www.theeveresthotel.com, 2015)
Introduction
F&B manager
A food and beverage manager is responsible for the operations of a restaurant. They are
responsible for ensuring that all of the food and drinks are of the highest quality. A few of the
main duties of a food and beverage manager are designing unique menus, handling customer
complaints, creating company policies, and complying with food and safety regulations. They
also have to prepare reports on how the restaurant is performing.
Duties and responsibilities of F&B manager
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 Manages dining rooms, lounges, Halfway House, Beverage Cart, Catering and
Cabana bars to ensure proper room preparation, including set-up of tables, chairs,
linens, table settings, glassware, etc.
 Hires, manages and trains staff in all technical and non-technical aspects of their role
including Club standards of quality and service
 Communicates with service and kitchen staff regarding reservations and/or special
events
 Evaluates and supervises performance and carries out disciplinary action as needed, in
accordance with the Club’s policies and applicable laws
 Make rounds of all food and beverage outlets to ensure member/guest needs are met
 Responsible for employee relation issues and reviews incidents with Human Resource
Manager
 Opens and closes dining room(s), snack bar, and/or Clubhouse on a regular basis.
Responsible for ensuring Club is secure upon departure and that all lights, equipment,
doors, etc. are turned off or locked
Objectives
The main aim of this report is to shows a professional development plan, within the F&B
manager
 To includes the professional development plan which includes the detail development
plans to enhance the chosen skills and competencies that applies underpinning learning
and development theory

Methodology
A methodology is a system of methods and principles for doing something, for example for
teaching or for carrying out research. Methodology has been included here to tell the source
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from where researcher collects the information. There are two of methodology they are
primary and secondary source.
Primary source means the information collect directly research by own where secondary
source means the information extract from the others or with the help of anything like social
media, person and many more. Researcher collects the information to prepare this report by
emphasizing secondary source. Researcher included here the content of report by taking the
help of websites and teachers. There were many websites available that shows the content
related to this report so that researcher collects the information from those websites.
Findings and discussion
Personal development plan
A Personal Development Plan is a written account of self-reflection and improvement, which
doubles up as a detailed action plan used to fulfil academic, personal, or career based goals.
It’s usually created within the workplace or when studying (with guidance from your
manager or tutor), and works by allowing you to establish your aims, recognize your
strengths and weaknesses, and identify the need for improvement. (Rolfe, 2020)
Process of personal development plan
Self-assessment
 Worked as an Assistant F&B manager and currently appointed as a F&B manager in
Hotel Everest
 Have flexible and reliable skills and also have many years of experience
 Need to improve my leadership and communication skills
Goals of F&B manger
Leading with confidence
One of the main objectives of manager, regardless of hotel industry or experience, should be
to excel as a leader. Having a high degree of confidence helps leaders to encourage other
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F&B staffs and improve morale. When things aren’t going according to plan or there are
problems that need fixing, a leader needs to step up, take charge and stay calm while dealing
with the situation. This helps teams understand that setbacks are natural, but that they can
learn from them and improve their performance.
Building an Effective Team
As F&B manager, we may be responsible for hiring the employees that report to you. In order
to build a successful department, it’s critical to have the right employees on your team. This
means that managers need to know how to effectively gauge the skill set of their team, figure
out what is missing or needs improvement and then make changes accordingly.
Helping Employees Grow
One of the goals F&B manager should have is to become a better coach. A motivational
coach can identify the strengths and weaknesses of their employees. They know how to help
them succeed in areas where they excel, and how to teach those ways to work on their
challenges. Ultimately, a strong F&B manager wants their employees to move up through the
organization, and they are the mentor that makes it happen.
Building Strategic Relationships
Networking with your leadership team, colleagues and other business contacts is an important
objective for F&B managers. Building strategic relationships at work can help to achieve
personal and professional development goals. Networking doesn’t need to involve formal
events. Sometimes saying hello to colleagues in the hallway or sitting with them in the
lunchroom for a few minutes can go a long way.
Development plan
 Will accept the add up responsibilities
 Will improve the skills gaps to have perfect skills
 Will do a more practical to increase the efficiency of work
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Self-evaluation of F&B Manager
1. SWOT Analysis
Strength Weakness
 Reliable
 Flexible
 Professional attitude
 Ability to work in team
 Problem solving
 Lack of confidence
 Not good management of schedule
 Bad listener
 Lack of interpersonal skills
Opportunities Threats
 High flow of tourism
 Increases a large number of hotel and
its huge demands
 Increasing the customer’s interest in
local food
 More challenges and competition
 Growing environment sustainability
 he rise in inflation increases the cost
of production and affects the business
profitability
Skills for F&B manger are mentioned below;
 Proven food and beverage management experience
 Ability to spot and resolve problems efficiently
 Mastery in delegating multiple tasks
 Communication and leadership skills
 Up to date with food and beverages trends and best practices
 Ability to manage personnel and meet financial targets
 Guest-oriented and service-minded
 Culinary school diploma or degree in food service management or related field
Competencies for F&B manager are:
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 Working knowledge of various computer software program
 Adaptability
 Product knowledge
 Critical thinking
 Customer service
Professional development plan (PDP) table
Skills needed to
develop (target)
How shall I develop the skill
(strategies)
Target date Outcomes of learning
First Priority
 Interpersonal
skills
 Leadership
skills
 Managing
schedule
 Do more practice and
join courses
 Watch the motivational
speech and do more
practice and join
institution
 Took tips from the
Google an practice to
make the time table
perfect
 1st Jan 2021 to
5th Jan 2021
 6th Jan 2021 to
9th 2021
 10th Jan 2021
to 13th Jan
2021
 Perfect in
communication
 Confidence level
rise up and become
good leader
 Good at managing
the time and able to
do every work
before the deadline
Second priority
 Completion of
BHM
 Customer
minded
 Join university
 Collect information on
customer’s choices as
related to BHM course
 15th Jan 2021
to 15th Jan
2024
 16th Jan 2024
to 5th Feb
2024
 Certificate of
graduation
 Easily able to make
customer satisfy
with better work
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Third priority
 Completion of
BHM

 4th march
2024 to 4th
march 2026
 Certificate of post-
graduation
Underpinning Learning and Development Theory
Learning is defined as a process that brings together personal and environmental experiences
and influences for acquiring, enriching or modifying one’s knowledge, skills, values,
attitudes, and behavior and world views. Learning theories unpack complex cognitive
processes and provide useful mental models for educators to structure and design courses
around, while also providing insights on best practice during and after learning experiences.
However, even for the most experienced educator, navigating through the multitude
of learning methodologies out there can be a daunting experience. The following summary
cuts through some of the complexity to get to focus on the essential components of different
learning theories in education, and how this might translate to the classroom or corporate
workplace.
Learner has found that here are various kinds of learning theories and some examples of
learning theories are:
1. VAK learning styles
2, Gagne’s theory
3. Kolb’s learning cycle
4. Honey and Mumford learning cycle
5. Bandura’s self-efficacy
6. Social learning theory
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7. Blooms Taxonomy
Learner has observe these all theories and found out that social learning theories is best for
the above personal development plan. Here the description of Social learning theories
Social Learning Theory (SLT)
Social learning theory is increasingly cited as an essential component of sustainable natural
resource management and the promotion of desirable behavioral change (Muro & Jeffrey,
2008). This theory is based on the idea that we learn from our interactions with others in a
social context. Separately, by observing the behaviors of others, people develop similar
behaviors. After observing the behavior of others, people assimilate and imitate that behavior,
especially if their observational experiences are positive ones or include rewards related to
the observed behavior. According to Bandura, imitation involves the actual reproduction of
observed motor activities (Bandura, 1977). SLT has become perhaps the most influential
theory of learning and development. It is rooted in many of the basic concepts of traditional
learning theory. This theory has often been called a bridge between behaviorist learning
theories and cognitive learning theories because it encompasses attention, memory, and
motivation (Muro & Jeffrey 2008). However, on this regards, Bandura believes that direct
reinforcement could not account for all types of learning. For that reason, in his theory he
added a social element, arguing that people can learn new information and behaviors by
watching other people. According to the elements of this theory there are three general
principles for learning from each other.
6 General principles of SLT
The principles of social learning are assumed to operate in the same way throughout life.
Observational learning may take place at any age. Insofar as exposure to new influential,
powerful models that control resources may occur at life stage, new learning through the
modeling process is always possible (Newman B.M. & P.R, 2007). SLT posits that people
learn from one another, via:
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 Observation;
 Imitation; and
 Modeling
Based on these general principles, learning can occur without a change in behavior. In other
words, behaviorists say that learning has to be represented by a permanent change in
behavior; while in contrast social learning theorists say that because people can learn through
observation alone, their learning may not necessarily be shown in their performance
(Bandura, 1965). Learning may or may not result in a behavior change (Bandura, 2006b).
Bandura demonstrated that cognition plays a role in learning and over the last 30 years social
learning theory has become increasingly cognitive in its interpretation of human learning;
these points supported by (Newman B.M. & P.R, 2007).
Recommendation and Conclusion
Researcher found that there are many which needs to be improved. For the F&B manager
there are many skills and competencies required to be a perfect in this job roles. Researcher
needs to Set the goals at the first to know the strength, weakness, opportunities and threats so
that these will help to make a development plan. By making a development plant Front office
manager needs to make PDP plan for future then he could be able to be a successful F&B
manager and can lead every staffs of F&B manger with the high level of confidents.
In conclusion, PDP has help to understand the self-assessment, help to set the goals, helps to
the Opportunities, Threat, Strength and Weakness of the F&B manger so that it is easier to
develop the skills and weakness. By this report, it can be clear about the PDP process. As
learner observed, Social learning theory became the best for those PDP so learner has
mentioned social learning theories above.
References
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Food and beverage duties and responsibilities, retrieved from https://careertrend.com/about-
5402102-food-beverage-manager-duties-responsibilities.html
F&B manager, retrieved from https://www.brandonu.ca/careerplanning/job/food-beverage-
manager/#:~:text=Developing%20and%20Maintaining%20Budgets,budgets%20to%20understand
%20financial%20objectives.
Social Learning theories (Bandura), retrieved from https://www.learning-theories.com/social-
learning-theory-bandura.html
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Part Three: A self-reflection essay to demonstrate that you have undertaken a job interview
for a suitable service role for the Hospitality business. With reference to the job interview you
have undertaken, write a review which identifies the key strengths and weaknesses of the
interview process, evaluates the obstacles and challenges to overcome and critically reflect
the interview process and your abilities during this process.
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