Personal and Professional Development Report: Holiday Inn Case Study

This report provides a comprehensive analysis of personal and professional development, focusing on self-managed learning approaches and their advantages for both individuals and organizations, using Holiday Inn as a case study. It explores various learning styles, emphasizing their impact...Read More

Personal and Professional
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Approaches to self-managed learning...................................................................................1
1.2 Ways in which lifelong learning could be encouraged.........................................................2
1.3 Benefits of self managed learning to organisation and individual........................................2
4.1 Solutions to work based problems........................................................................................3
4.2 Communicate in different styles at various levels................................................................4
4.3 Evaluate and utilise effective strategies of time management..............................................4
TASK 2 ...........................................................................................................................................5
2.1 Evaluation of own skills & competencies against firm's objectives and professional
standards......................................................................................................................................5
2.2 Identification of own development needs and required activities to meet them...................6
2.3 Identification of development opportunities in order to meet defined needs........................7
2.4 Personal & professional development plan on the basis of identified needs........................7
3.1 Activities and processes needed to execute development plan.............................................8
3.2 Documentation of development activities.............................................................................9
3.3 Critical reflection of own learning against set objectives and aims in development plan....9
3.4 Update development plan on the basis of evaluation and feedback....................................10
CONCLUSION..............................................................................................................................10

INTRODUCTION
Personal and professional development refers to an essential element for both individual
as well as organisation. In order to develop knowledge and skills for attaining desired objectives
in an effectual and efficient way, this aspect is very helpful. The major aim of personal and
professional development is to support people in managing their own learning and growth. In
order to ensure constant development, skills and knowledge needs to be kept up to date (Beach,
2012). In the present report, chosen organisation is Holiday Inn which is famous hotel
throughout the world. This assignment covers self-managed learning approaches that facilitates
in an individual's personal and professional growth. Variety of learning styles and its advantages
to organisation and its employees are defined. The process of personal and professional
development administers opportunity to individuals for their own growth and development.
TASK 1
1.1 Approaches to self-managed learning
The concept of self-managed learning is very broad and is related to development of an
individual. It is a suitable method that a person adopts so as to gain knowledge and experience
from various ways. This aspect is utilised by every firm so that predetermined objectives and
targets can be attained in definite time period. This supports an individual in their career
development and growth. Some approaches of self-managed learning are defined as follows:
Seminar and conferences: Organisations use this approach at large scale for
development of skills and knowledge of their employees. This gives a path to an individual so
that they can perform their own skills and gain new knowledge related to various other areas
from professionals. Seminars administer strength to an individual so that they can effectively
handle and deal with challenges (Brody and Hadar, 2011).
Social networking: Internet and social networking sites are used by large number of
people now a days. People spend much time on these and acquire knowledge by connecting with
different peoples and organisations. It is considered as the best way of gaining information about
domestic as well as other countries.
Different styles of learning:
Verbal: This kind of learning includes oral and written form. Letters, presentations and
books are used in order to communicate information in written form and speech or words are
used for conveyed information orally to employees.
1

Visual: In order to acquire knowledge about something, spatial understanding is used in
visual learning style. Pictures, graphs and images are used for providing learning. An individual
can easily get knowledge by seeing these (Calderhead, Denicolo and Day, 2012).
Social: Conferences and seminars are organised in this style of learning. Individuals with
same interest are participated in this for getting knowledge about different areas.
Logical: Curiosity and interest of people are the basis of this learning style. It helps in
administering proper solution to problems.
Solitary: The main basis of this learning style is self-study. For getting proper
knowledge, people mainly prefer to work individually.
Physical: This style of learning is utilised by those individuals who are not physically
able. The possibility of result can be arisen from sense touch.
1.2 Ways in which lifelong learning could be encouraged
Each individual is concerned about acquiring knowledge which is crucial for attaining
lifelong goals. This component is important as it supports in personal & professional growth of
person. This learning facilitates in development and future success of an individual. Some
important ways in which lifelong learning can be encouraged are as follows:
 By reading journals, books and newspapers, lifelong learning can be encouraged. In order
to acquire knowledge for life time, it gives right path.
 Utilization of internet makes it easy for individuals to to collect more data or information
about specific topic.
 SWOT Analysis facilitates organisations as well as its individuals in evaluating their
strengths, weaknesses, opportunities and threats (Cleary and et. al., 2011).
 Participation of an individual in social & cultural activities helps in acquire learning
which in turn assists in their personal and professional development.
 By the assistance of social media, learning can be acquired about different fields as
through this, individuals are connected with different kinds of people with distinct areas.
1.3 Benefits of self managed learning to organisation and individual
For gaining more benefits and attaining success, self managed learning is an important
concept for every organisation as well as its individuals. This knowledge assists in attaining set
targets and objectives in effective and efficient manner. Self managed learning is beneficial for
both the firm and its employees. Some benefits of it are defined below:
2

Benefits to individual: In order to get comfortable life, self managed learning is
important for every individual. It supports in maximizing the competitiveness of an individual
ion comparison with others. It facilitates them in effectively handling and dealing with
challenging situation. It assists in developing good attitude as well as skills which helps an
individual in attaining high position. Self learning also assists in lowering down the conflicts or
problems in personal & professional development of an individual (Desimone, 2011).
Benefits to firm: Self managed learning assists the firm in attaining high growth and
success. It is beneficial for Holiday Inn in getting skilled and knowledgable workforce. The
company use effective recruitment process for selecting best candidates who has appropriate
skills and knowledge that can meet the defined criteria. Roles & responsibilities are assigned by
the company as per the skills of individuals. In order to develop and enhance decision making
skills of an individual, training session is conducted by firm.
4.1 Solutions to work based problems
In an organisation, issues and conflicts can be arise anytime and anywhere among
individuals. Many kinds of problems takes place in company and administration needs to solve
out those in effective manner. Proper knowledge and skills are required for finding out best
solutions and making appropriate decisions. Below defined are some of the issues that take place
within firm:
 Develop and maintain collaboration among staff members is a crucial issue of every
organisation.
 At workplace, issues related to salary is also one of the main issues as employees are not
getting their wages on time for the work they done. Miscommunication between management & work force is also a major issue that takes
place at workplace (Ebert-May and et. al., 2011).
Solutions of above mentioned problems:
 In order to resolve problems in effective way and lower down the possibility of occurring
conflicts, top management needs to focus on maintaining healthy relations with
manpower. This assists in keeping motivation level of employees high and encouraging
them to perform well.
3

 It is required by management to use effective communication channels so that entire
information can transparently and clearly conveyed to employees. This can assist in
reducing conflicts among them.
4.2 Communicate in different styles at various levels
Clear communication eliminates conflicts among employees within organisation. The
process of communication helps in transferring information from one person to another (Floyd,
2012). By the assistance of effective communication channels, information can be conveyed
properly and enables individuals to share their thoughts and views freely. At each specific level,
different styles of learning are utilised and these are based on attitude, personality and behaviour
of an individual. Three levels are present in each organisation and different learning styles are
used which are as follows:
Top level: Management used auditory, visual and oral style of learning at this level of
firm.
Middle level: Under this level of management, verbal, solitary and logical style of
learning is used.
Operational level: Verbal and physical learning style are used at this level of
management.
At different levels, different learning styles are used by management which assists them in
conveying information in proper manner among employees within organisation. By using
different communication channels, information is delivered by upper level to middle and lower
level. Detailed data is administered to workforce in written document form or by communicating
information orally (Gallagher and et. al., 2011).
4.3 Evaluate and utilise effective strategies of time management
It is not an easy task for organisations to manage time. For this, leaders and
administrators need to develop appropriate schedule of time so as to ensure timely completion of
work.
Organised in proper format: In order to ensure optimum utilisation of resources, firms
needs to create appropriate time schedule for each task so that it can be performed in an effective
manner. Appropriate format facilitates individual in setting time for each specific task.
4

Set priorities: Before doing any work, it is necessary to set priority of each task. Work is
adjusted by individuals as per their own time schedule. Work records are kept by firms which
assist employees in defining time for particular task (Glogowska and et. al., 2011) .
How to spend time: Past records and time schedules administers support to workforce in
managing time for specific task. It is essential for the company in order to achieve growth as well
as success.
TASK 2
2.1 Evaluation of own skills & competencies against firm's objectives and professional standards
Behaviour of an individual rely on its religion & culture. Each individual consist
particular abilities and skills to perform their duties at workplace. Some skills that I carry are as
follows:
Listening ability: I have excellent listening skills and is one of my main strength. It helps
in doing tasks effectively according to the administered guidance of leaders. This skill assist me
in attaining goals & objectives.
Learning ability: My learning skills are good and it helps me in making best utilization
of b adopted technologies and tools. I majorly focus of getting knowledge about new things
which supports in providing long term benefits (Hadar and Brody, 2013).
Communication skills: Good communication skills assists me in my personal and
professional life. By the assistance of this skill, I can conveyed my messages to others in
effective way. It is my major strength as it helps me in making effective communication.
Curriculum vitae ( C.V.) Name: Address: Contact Number: Email ID: Carrier objective:- Looking for a good position in reputed company that render me an
opportunity for further growth & development of skills that aid to progress my career.
 Academic Qualification:
Graduation degree in related field.
MBA in Human resource management. Experience: Minimum 4 years of experience in Human Resource Management
5

department as HR manager
 Personal Skills:
Ability to coordinate with team members and working in team.
Carry positive attitude towards work.
Ability to work under pressure. Declaration:
I hear by declare that all the above informations is true to my knowledge and expectations.
2.2 Identification of own development needs and required activities to meet them
Personal development of an individual is important for attaining growth & success.
SWOT analysis is helpful in evaluating strengths, weaknesses, opportunities and threats of a
person (López‐Pastor, Monjas and Manrique, 2011). This gives proper description in context of
development needs of an individual.
SWOT Analysis:
Strengths Weaknesses Opportunities Threats
 Strength refers
as a power that
facilitates in
accomplishing
targets &
objectives in
order to reach
at high
position.
 Communicatio
n way of a
person
influence work
environment of
firm. My way
of talking and
 Sometimes,
because of
much pressure,
I easily got
frustrated and
show my anger
in front of my
subordinates
and colleagues.
 At the time
when I present
something in
front of my
administrators
and leaders, I
got hesitated.
 In social and
corporate
seminars, I
take active
participation.
This assist me
in acquiring
new
knowledge and
provides me
strength of
handling
challenges
effectively.
 Focusing on
doing
 The biggest
threat that I
have is
hesitation that
restricts me to
communicate
my views &
thoughts
clearly to
others.
6

sharing views
with others are
liked by
everyone.
innovative and
creative things.
This assists in
improving my
abilities &
skills to
perform in well
manner.
2.3 Identification of development opportunities in order to meet defined needs
Identification of growth and developmental opportunities is essential for every person to
meet their current and future requirements (Moon, 2013) . These needs are defined below:
Current needs: In some specific areas, I have high command. Determination of current
needs are important. On that basis, future needs can be identified and at the same time, facts &
norms related to current needs are considered. It is not an easy task to determine needs & I do a
lot of efforts for determining them. Determination of needs gives direction to accomplish present
as well as future objectives and goals. Extra knowledge and competencies assists me in creating
innovative ideas. Participative management, personal & professional development as well as
effective business planning facilitates in providing right path for developing skills.
Future needs: It is important for each individual to set some future objectives and
targets. Efforts are required to made for attaining those. These needs are assessed as
opportunities which are developed in past for accomplishing objectives in planned manner. For
encouraging knowledge and skills of an individual, future needs are essential as these are
important in attaining goals.
2.4 Personal & professional development plan on the basis of identified needs
Personal & professional development is important for every individual. As the interest of
each person differs, their needs also differs. It is required by an individual to do a lot of efforts
for attaining growth and success. In order to get beneficial opportunities, it is required to explore
own knowledge and skill sets (Pallisera and et. al., 2013). The personal and professional
development plan of mine are as follows:
Targets How to do this Resources Target dates
7

Communication skills I take active
participation in
conferences &
seminars that
facilitates in
developing and
enhancing my
knowledge as well as
skills.
I always try to develop
healthy relations with
my team members and
subordinates. Proper
guidance and right
path administers by
them helps me in
overcoming my
demerits &
weaknesses.
2 Month
Technological skills The main strength that
I have is my
knowledge & skill set
related to innovative
and noble
technologies. I put my
whole efforts in
getting more & more
information about
tools and technologies
as well as their
effective use.
I always trying to
share my knowledge
related to specific
techniques with my
staff members and
subordinates in order
to enhance production
process (Trede,
Macklin and Bridges,
2011).
4 Month
3.1 Activities and processes needed to execute development plan
For developing personal and professional life and attaining goals in effective way,
development plan for each individual is necessary. Some aspects that are important for
implement development plan are as follows:
Time frame: Before performing each activity, it is important to decide it time frame.
Proper time schedule gives right guidance of creating a plan which defines specific time period
for completion of each task.
8

Knowledge and skills identification: Skills and abilities of workforce is necessarily be
evaluated by organisation. This facilitates the manager of Holiday Inn in assigning right task to
right individual who have the ability and appropriate skills to perform it.
Learning strategies: For developing knowledge and skills of workforce, effective
learning & training programmes are conducted by firm.
Identify resources: For performing each activity in proper way, resources are required.
Individuals needs to keep resources in mind at the time of performing tasks. For every firm,
human resources are crucial part (Von Haenisch, 2011).
Getting feedbacks: In order to gather information about employees, this process is
broadly used by firms. Feedbacks and reviews of customers are taken by Holiday Inn after
providing them services.
3.2 Documentation of development activities
Employees training: It is important for every business organisation to provide training to
its workforce. This polishes their skills and increase their capabilities so as to attain objectives in
effective manner. For taking decisions, skilled workforce is appointed by firm.
Supervising and control: For monitoring work of employees and administer guidelines,
top administration or management are required to structure suitable policies in order to
accomplish objectives in effective and efficient way.
Division of study groups: Different departments of firm works for common purpose &
attain common goals. Functional, financial, management & operational departments are included
in it. Firm assign duties and divide segments of workforce as per their knowledge and skill sets.
Consultation: The major responsibility of administrators is to develop suitable steps and
measures in order to handle issues and conflicts that takes place within firm (Essential time
management skills, 2017).
3.3 Critical reflection of own learning against set objectives and aims in development plan
Objectives and targets of each individual are different which are required to be attained in
definite time period. In Holiday Inn, my selection is based on my skills and abilities. As an
employee of hotel industry, my main responsibility is to provide best services to consumers. My
aim is to build good relation with colleagues and customers so that both professional and
personal goals are accomplished (Beach, 2012).
9

Meeting preparation: I learn some new techniques which enables me to represent my
views in front of administration in meeting. Knowledge related to new processes and tools are
acquired by me from work.
Motivation & anticipation: Past performance of mine encourage me to perform work in
well manner and attain objectives.
3.4 Update development plan on the basis of evaluation and feedback
On the basis of feedbacks, firms focus on developing a well managed plan. By the
assistance of feedback, firms gather data and information for evaluating the efficiency of plan
(Brody and Hadar, 2011). This process is assistive in determining valuable as well as non
valuable characteristic of manpower. As per the altered plan, I feel day by day increment in my
knowledge and skills. The hesitation & nervousness is reduced as well as my way of
communication is also improved. By this, I am able to share my thoughts with everyone. Yoga
and meditation also plays an important role in reducing my anger.
CONCLUSION
As per the above mentioned report, it has been concluded that personal and professional
development is an important aspect for every organisation. It helps an individual in their own
growth and development for long term. Various learning styles are used by firm in order to
improve motivation of employees. SWOT Analysis is done for determining current and future
skills of an individual. Apart from that, personal and professional development of an individual
assists in attaining set objectives.
10

REFERENCES
Books and Journals
Beach, R., 2012. Can online learning communities foster professional development?. Language
Arts. 89(4). p.256.
Brody, D. and Hadar, L., 2011. “I speak prose and I now know it.” Personal development
trajectories among teacher educators in a professional development community.
Teaching and Teacher Education. 27(8). pp.1223-1234.
Calderhead, J., Denicolo, P. and Day, C., 2012. Research on Teacher Thinking (RLE Edu N):
Understanding Professional Development. Routledge.
Cleary, M., et. al., 2011. The views of mental health nurses on continuing professional
development. Journal of clinical nursing. 20(23‐24). pp.3561-3566.
Desimone, L.M., 2011. A primer on effective professional development. Phi delta kappan. 92(6).
pp.68-71.
Ebert-May, D. and et. al., 2011. What we say is not what we do: effective evaluation of faculty
professional development programs. BioScience. 61(7). pp.550-558.
Floyd, A., 2012. ‘Turning Points’ The Personal and Professional Circumstances That Lead
Academics to Become Middle Managers. Educational Management Administration &
Leadership. 40(2). pp.272-284.
Gallagher, T. and et. al., 2011. Establishing and sustaining teacher educator professional
development in a self-study community of practice: Pre-tenure teacher educators
developing professionally. Teaching and Teacher Education. 27(5). pp.880-890.
Glogowska, M. and et. al., 2011. How ‘blended’is blended learning?: Students' perceptions of
issues around the integration of online and face-to-face learning in a continuing
professional development (CPD) health care context. Nurse education today. 31(8).
pp.887-891.
Hadar, L.L. and Brody, D.L., 2013. The interaction between group processes and personal
professional trajectories in a professional development community for teacher
educators. Journal of Teacher Education. 64(2). pp.145-161.
López‐Pastor, V.M., Monjas, R. and Manrique, J.C., 2011. Fifteen years of action research as
professional development: Seeking more collaborative, useful and democratic systems
for teachers. Educational Action Research. 19(2). pp.153-170.
Moon, J.A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
Pallisera, M. and et. al., 2013. Personal and professional development (or use of self) in social
educator training. An experience based on reflective learning. Social Work Education.
32(5). pp.576-589.
11

Trede, F., Macklin, R. and Bridges, D., 2012. Professional identity development: a review of the
higher education literature. Studies in Higher Education. 37(3). pp.365-384.
Von Haenisch, C., 2011. How did compulsory personal therapy during counselling training
influence personal and professional development?. Counselling and Psychotherapy
Research. 11(2). pp.148-155.
Online
Essential time management skills. 2017. [Online]. Available through:
<http://www.coachingpositiveperformance.com/17-essential-time-management-skills/>.
[Accessed on 26 July 2017].
12