Personal & Professional Growth: Hotel Supervisor Development Plan

This report provides a comprehensive analysis of personal and professional development strategies for individuals in the service industry, specifically focusing on a hotel supervisor role at Shangri-La. It evaluates self-managed learning approaches, proposes methods for encouraging lifelong learning in both personal and professional contexts, and assesses the benefits of self-managed learning for individuals and organizations. The report includes a detailed personal and professional development plan, outlining specific skills to be developed, activities for improvement, and timelines for achieving goals. Furthermore, it discusses the procedures and activities needed for implementing the development plan, documents the development activities, reflects on learning against set objectives, and updates the plan based on feedback and evaluation. The report concludes with an individual presentation summarizing the key findings and recommendations for continuous personal and professional growth.

personal and professional
development

Table of Contents
INTRODUCTION...............................................................................................................2
TASK 1...............................................................................................................................3
LO1....................................................................................................................................3
1.1 EVALUATION OF SELF-MANAGED LEARNING APPROACHES.........................3
1.2 PROPOSING WAYS FOR ENCOURAGING LIFELONG LEARNING IN THE
PERSONAL AND PROFESSIONAL CONTEXT...........................................................6
1.3 EVALUATION OF BENEFITS OF SELF-MANAGED LEARNING FOR THE
PEOPLE AND ORGANIZATION....................................................................................8
TASK 2.............................................................................................................................10
LO2..................................................................................................................................10
2.4 PERSONAL AND PROFESSIONAL DEVELOPMENT PLAN...............................10
TASK 1.............................................................................................................................13
LO3..................................................................................................................................13
3.1 DISCUSSION ON THE PROCEDURE AND ACTIVITY NEEDED FOR
IMPLEMENTATION OF DEVELOPMENT PLAN........................................................13
3.2 DOCUMENTING THE DEVELOPMENT ACTIVITIES AS PER THE PLAN.........15
3.3 REFLECTING ON OWN LEARNING AGAINST THE AIMS AND OBJECTIVES
THAT WERE SET IN DEVELOPMENT PLAN............................................................16
3.4 UPDATING DEVELOPMENT PLAN ON THE BASIS OF FEEDBACK AND
EVALUATION..............................................................................................................18
TASK 3.............................................................................................................................19
LO4..................................................................................................................................19
INDIVIDUAL PRESENTATION.......................................................................................19
CONCLUSION.................................................................................................................31
sREFERENCES..............................................................................................................32
1

INTRODUCTION
The individuals working in the service industry need to possess some skills that help
them to grow at the personal level and to excel in their professional life. The report will
be helpful for the individuals to become self-directed learners that give them confidence
and make them capable enough for managing the professional skills and the personal
traits they possess. This will help them to accomplish the desired goals and objectives
for career development.
In the report, hotel Shangri-La at Shard is taken into context where the methods of
learning will be taken into consideration along with the evaluation of own skills. Along
with this, a development plan will be made for the enhancement of personality of
individuals followed by a demonstration of the knowledge gained.
2

TASK 1
LO1
1.1 EVALUATION OF SELF-MANAGED LEARNING APPROACHES
The individuals take complete responsibility for their own learning practices is known as
self-managed learning. In this, the individuals have to initiate the learning process by
themselves in order to gain and develop satisfactorily skills and knowledge. They
diagnose their needs for learning, form the goals, determine the resources, select the
learning strategy and finally evaluate the results (Pedler, et al. 2013). The approaches
for self-managed learning are-
Kolb’s learning style
This model was introduced in the year 1984 that is created on the foundation of learning
theory by Kolb. The learning process follows a cycle that has 4 stages explained below-
1) Concrete experience (CE)- it consists of new experiences encountered by the
people or reinterpreting the old experience. Persons can learn from the
experiences and get the opportunity for initiating the learning cycle (Leeds
Beckett University, 2015).
2) Reflective observation (RO)- This involves pondering upon the experiences.
Individuals train themselves to be more cautious regarding the reviewing of
experiences by them.
Figure 1: Kolb's Learning Cycle
3

Source: [Leeds Beckett University, 2015]
3) Abstract conceptualization (AC) - New ideas are produced and a hypothesis is
made to comprehend the meaning of experiences.
4) Active experimentation (AE) - this involves testing the hypothesis where the
new experiences gained will provide support or challenge the hypothesis (Leeds
Beckett University, 2015).
Kolb has developed four styles of learning-
1) Diverging involves the gaining of concrete experiences and conducting reflective
observation (Barker, et al. 2016)
2) Assimilating in which observation and thinking take place which involves
reflective observation and AC (abstract conceptualization).
3) Converging undertakes AE (active experimentation) and AC (abstract
conceptualization).
4) Accommodating style comprises of doing and feeling which includes gaining
concrete experience and AE (active experimentation).
Honey and Mumford
This style was developed in the year 1986 that is inspired from the Kolb’s model.
Figure 2: Honey and Mumford
Source: [HectaCon, 2015]
4

Style of learning Attributes Activities carried out
Reflector People in this learn by
observing and evaluating
the activities happening
around (Mobbs, 2018).
Inviting feedback,
questionnaire for self-
analysis, paired discussions
and conducting interviews
Theorist This involves learning of
theoretical concept by
individuals
Contextual data, statistics,
models, application of
theories and stories.
Pragmatist In this people seek for
deployment the theoretical
learning into practice.
The activities undertaken
are referring the case
studies, conducting
discussions etc. most
important here is time
needed for the learning to
be implemented in actual
life.
Activist In this people gain learning
by doing things and have a
broader mind approach.
Brainstorming, resolving
complex problems, group
discussions and role play
etc.
(Mobbs, 2018)
The other approaches to learning are participating in workshops, seminars, browsing
the internet, pursuing higher education, developing learning through research, CPD etc.
5

1.2 PROPOSING WAYS FOR ENCOURAGING LIFELONG LEARNING IN THE
PERSONAL AND PROFESSIONAL CONTEXT
The voluntary, self-motivated and an ongoing pursuit of information is termed as
lifelong learning. For the process of lifelong learning, the two theories incorporated are
constructivism which states that knowledge is built by persons and not gained from the
world and the Gestalt which says that learning can be done by developing relationship
amid new and old (Hamlyn, 2017).
In the professional context
 The companies can offer aid and reimbursement for the college tuition fees for
higher education to the employees. This makes them sustain with the firm for a
longer time.
 Providing encouragement and reimbursement to the employees for their
attentiveness to the ongoing learning process. This enhances their professional
development (Jackson, 2015).
 The learning goals and the overall goals may be intertwined which will motivate
the workforce for seeking learning opportunities and aid in the development of
learning culture in the company. For instance, motivating individuals for attending
worships and asking them to devote 2 hours every week in the learning process.
 Lunch and learn can be frequently hosted by the companies which include the
workshops to be attended by employees followed by lunch.
 Starting an office library is a good initiative for promotion of ongoing formal
learning.
 Sharing of the learning results with other employees will encourage them to pay
more attention towards the learning process (Nisbet and Shucksmith, 2017).
In the personal context
 Self-managed learning is a good approach which will encourage the people to
adopt the learning approach. It helps in getting motivation for lifelong learning
(Davis, 2011).
6

 The analysis through SWOT can provide aid to the people for analyzing their
strengths and weaknesses which will help them undertake lifelong learning by
analyzing the limitations and their strengths at regular time intervals.
The method given above for the encouragement of lifelong learning in the personal life
as well as the professional context of the individuals can help them to learn for lifelong
and therefore this will enhance their career development and help them achieve
excellence in the professional career.
7

1.3 EVALUATION OF BENEFITS OF SELF-MANAGED LEARNING FOR THE
PEOPLE AND ORGANIZATION
The major benefit of learning through self-management is that it provides a lot of aid in
developing self-esteem and also boosting the level of confidence in the people. The
growth of skills and knowledge in people gives the opportunity to them to excel in the
social life and outshine at the cultural level in the society as well as their workplace
(Cunningham, 2017). This helps in good maintenance of the pride and prestige of
individuals which gives new prospects to their career progression. One more benefit is
that it provides aid in exploration and application of the latest technologies to work for
the people and this is implemented in the rewards and recognition schemes (Cottrell,
2015).
Figure 3: Advantages of self-managed learning
The other benefits offered to the people through self-managed learning (SML) are self-
resilience, comprehension of certain skill set, meeting the objectives and presented
challenges, developing self-awareness, building the skill to deal patiently with ambiguity
and self-conscience. It also helps the individuals to get knowledge about the learning
8
Benfit to the
business
Better independent
working
Better creativeness and
initiative
Better decision making
skills
Common to both
Better communictaion
skills
Good leadership qualities
Raised motivation and
aspiration
Better Organisational
skills
Benefit to
individuals
Increased confidence
Permitting personalised
range of learning
Deveopment of Self
confidence and
empowerment

process and comprehending the novel approaches to life. The individuals find joy in
sharing their skills and putting them into practice (Cunningham and Dawes, 2016).
The benefits to the organization are the development of better performance at
workplace, enhancement in motivational levels of the individuals, boost their confidence
and morale. For the organization, the individuals develop the capability to take on more
accountability and gain excellence in a particular area that needs improvement. It helps
in the building of better relationships with the other employees and also to build the new
ones. The people develop the skills for solving complex problems and suggest better
ideas for the betterment of the firm (Cunningham and Dawes, 2016). This is gained from
better understanding the business requirements and expectations.
9

TASK 2
LO2
2.4 PERSONAL AND PROFESSIONAL DEVELOPMENT PLAN
A plan is made for the skill development which will help me to perform better in a
professional environment in the hotel as a supervisor and thus improve behaviour and
conduct at a personal level. It will assist me to utilize inherent skills in a better manner
and move forward in the direction of development of new ones (Christie, et al. 2017).
The plan development will help in moving step by step in the skill development process
and also limit the time for development of the same. The development plan is given
below in table-
Skill The goal
for short
term
Goal for
long-term
Activity to
undertake
Time
Span
Evidence
Nonverbal
communicatio
n
To achieve
intermediat
e level this
is depicted
by greeting
the visitors
in a friendly
manner and
developing
a positive
aura
(McNiff,
2010).
To get a
promotion to
the
designation
of a senior
supervisor
by exhibiting
good
conduct and
body
language
To attend the
personality
development
classes in the
weekly
development
program in the
hotel and
watch videos
that teach
nonverbal
communicatio
n skills
12-14
month
s
Getting
rewarded
from
managemen
t for showing
good
conduct and
receiving
maximum
points from
visitors
feedback
and reviews
Teamwork To become
familiar with
each of my
To get best
team award
by
Distributing the
tasks among
each of the
6-9
month
s
Exhibiting
good team
performance
10

team
members
generating
maximum
profits in the
upcoming in-
house
rewards and
recognition
ceremony
(Robles,
2012).
team members
equally and
separately
assigning work
in order to
avoid any
confusion.
with zero
conflicts
arising in a
month due
to a work-
related issue
IT skills To learn to
operate the
hotel’s
portal and
check and
enter the
details.
To learn to
use the
hotel’s portal
fully and
teach other
team
members to
operate the
basic
functions on
the portal.
To attend the
IT grooming
classes
organised
every fortnight
by the hotel
management
and practice
the same on
the web
(Kyllonen,
2013).
1-3
month
s
The
evidence
can be
shown when
I will gain the
full
accessibility
to operating
the
supervisor
login on the
portal and
successfully
performing
all the
operations
for
supervisor
login role.
Time
management
To know
which work
To manage
the time and
Learn to
complete the
12-14
month
To keep a
watch on the
11

is important
to do and
which is to
be done on
an urgent
basis
reach the full
efficiency
level in time
managemen
t
tasks in
between the
free time and
distribute the
tasks
according to
their priority
levels
s way I am
able to
manage time
at times of
peak
seasons and
rush hours
12

TASK 1
LO3
3.1 DISCUSSION ON THE PROCEDURE AND ACTIVITY NEEDED FOR
IMPLEMENTATION OF DEVELOPMENT PLAN
The procedure needed for the plan implementation is shown below in following steps-
1) The various elements of the process of planning are being reviewed which helps
in devising the short and long-term goals for the development plan
2) The next step is a determination of the objectives of the plan for the development
of skills that comprises the aims and the objectives to be achieved
3) This step involves decision making for the strategy implementation in the plan
development.
4) In this stage, the plan is being projected for its success or failure. In both of the
cases, the plan must be then improved (Zepeda, 2013).
5) This step involves self-evaluation of assessment of whether the devised plan's
objectives and goals will be accomplished or not
6) The last step involves the activities, the results, the goals and evidence to be
represented in a tabular form. This comes to the last step of the process for
concocting the development plan.
Following are the activities that are needed for the development plan implementation-
 One of the activities is an alignment of the strategy with that of the plan
devised. This will help in gaining assurance whether the plan developed meets
the strategic needs or not
 Another activity that can be undertaken is an analysis of the skill gaps which
becomes one of the bases for the development plan for the skills development.
The elimination of gaps help in improving the flexibility towards the working
abilities of the employees (Moon, 2013)
13

 The activities to be undertaken for the plan implementation must be ranked in
either ascending or descending fashion so that the implementation process
proceeds in a prioritized fashion
 One of the major activities to be done in the plan implementation is work
measurement which is essential to know about the current status of the plan.
Any irregularities must be identified in the work measurement which needs to be
worked upon (Moon, 2013)
14

3.2 DOCUMENTING THE DEVELOPMENT ACTIVITIES AS PER THE PLAN
For the personal and professional development plan, the activities for the development
plan are documented below-
Development activities To be documented
In organisational context The details of resource utilisation
Collecting the feedback on a real-time
basis
The expectation of the staff needs
Preparation for the teamwork
Gaining information about the operations
performed in the hotel
Interpersonal Context Enhancing the interaction with staff
members
Improve the decision-making skills
Develop skills for nonverbal
communication
Conducting analysis of the skill gaps
Professional context Resolution of disputes between the staff
Gathering information about the IT
operations in the firm
Measurement of work
Team management
The effective building of strategies and
aligning them with the goals and objectives
(Lashley and Morrison, 2010)
15

3.3 REFLECTING ON OWN LEARNING AGAINST THE AIMS AND
OBJECTIVES THAT WERE SET IN DEVELOPMENT PLAN
I have made use of the Gibbs reflective cycle for reflecting on the own learning against
the objectives that were defined in the development plan.
Figure 4: Gibbs reflective cycle
Source: [HectaCon, 2016]
Keeping in mind the steps of the Gibbs reflective cycle, at the initial level I had a plan for
developing the skills of communication, teamwork, time management and IT skills. I
had set certain timescales for developing each of the skills. I had a strong feeling that I
will be able to develop the skills and complete the development plan as per the aims
set. I received help from the hotel management in the form of separate time slots every
week for learning, help from colleagues etc (Potter, 2015). The thing that went positive
is that there was not much time delay in the accomplishment of the goals. The barrier
that I felt during the plan execution was my inefficiency to sometimes understand the
situations and not able to apply the skills at my workplace. This sometimes led to a lot
of frustration and feeling of helplessness to complete certain tasks. Therefore, I
16

conclude that I was able to complete the development plan and develop the skills
mentioned in it with a small delay. Also, the feedback from my mentors and coaches is
important to take into account as it will further help me to brush up on my skills more
and a self-evaluation to know where I lag.
17

3.4 UPDATING DEVELOPMENT PLAN ON THE BASIS OF FEEDBACK AND
EVALUATION
On the basis of feedback, the development plan is updated below which includes some
additional activities to be done in order to develop the professional skills at an excellent
level.
Skill Factor needed Development act Time Span
Time management To execute the
tasks before the end
date
Properly arranging
the tasks in
ascending order so
that tasks on top
need to be executed
first.
1 and half months
Learning about the
international
hospitality
standards
Acquiring
knowledge about
new developments
in hospitality sector
at a global level
The web is used for
gaining knowledge
about the standards
and trends in the
hospitality sector
2 month
Teamwork As a supervisor, I
need to assign the
tasks to team
members and they
are needed to
coordinate
Developing the
skills for interacting
with team members
so that there are
conflicts arising
further
1 month
Leadership skills Leading and
inspiring the team
members being a
supervisor
Knowing about the
issues faced by the
team members and
resolving them
2 months
18

TASK 3
LO4
INDIVIDUAL PRESENTATION
Slide 1
19

Slide 2
20

Slide 3
21

Slide 4
The hospitality firm in which I work is encountering some work based issues. Two of
them are discussed here. First is rise in the rates of employee turnover which is the
term coined for the increase in the number of employees leaving the firm. There can be
many reasons for this like conflicts in team work, no promotions etc. The other work
based issue is degradation in the quality of services provided which may be due to
casual attitude of employees, lack of attention towards audits etc.
22

Slide 5
There are 2 solutions suggested for these work based problems. First is introduction of
the reward and incentive programs for the employees to motivate them and provide
some financial benefits so that they are content with the provisions offered by the firm
where they work for. The other solution to the problem is allocating the tasks to the
employees in an organised manner so that each and every employee has a fixed set of
tasks to be done and no one is overburdened.
23

Slide 6
In the hospitality firms, the communication is established between the employees and
senor authorities in 3 different forms. First is upward communication where the
employees at junior levels communicate with their seniors through emails, telephonic
conversations or text messages.
24

Slide 7
The second communication method is downward communication where the senior
authorities communicate with their juniors through the methods such as meetings,
emails or the notifications of certain information and meetings through the notice
boards.
25

Slide 8
The third communication method is horizontal communication which involves the
interaction of employees at the same designation level which is done through text
messages, exchanging emails, in meetings or one to one conversations.
26

Slide 9
For the execution of the activities in a time bound manner, there are some time
management strategies to be implemented. First one is scheduling of the tasks so that
each and every activity is being assigned a particular time slot for execution. This will
facilitate in proper execution of the tasks without any confusion.
27

Slide 10
The other strategy for managing time is prioritization of the activities. The tasks will be
assigned priorities as per their level of urgency. The tasks on top of priority list will be
executed first followed by the less significant ones.
28

Slide 11
29

Slide 12
30

CONCLUSION
A report has been prepared which depicts different aspects related to the development
of skills in an individual at personal and professional level. Firstly, the various self-
managed learning approaches have been highlighted followed by the depiction of
methods through which lifelong learning can be motivated in the individuals in the
professional environment and in the personal context. Furthermore, the benefits of self-
managed learning approach have been looked upon that benefit the individuals and the
organization as a whole.
Moreover, a development plan has been made depicting the skills that need to be
developed, goals for short and long term and their timescales. Followed by it, the
activities that are required to implement the plan are described accompanied by the
documentation of the development activities. A reflection has been described on own
learning following by the updation of the plan on the basis of feedback received.
31

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