Professional Development Plan for HR Manager at Hilton Hotel

This report presents a comprehensive analysis of personal skills and professional development planning, focusing on the role of an HR manager within the context of the Hilton Hotel. It begins with an introduction to Continuing Professional Development (CPD) and Professional Identity and Practices (PIP), highlighting their significance for various stakeholders. The report explores the benefits of ongoing professional development for the board of directors, top management, managers, employees, and customers. It then delves into the expectations of employers regarding the skills and competencies required for an HR manager, including effective communication, leadership, technological skills, and critical thinking. A personal assessment of abilities, skills, and competencies is conducted using a SWOT analysis, identifying strengths, weaknesses, opportunities, and threats. The report also examines various learning theories and approaches, such as behavioral theory, cognitive approach, and constructivism, and their relevance to personal and professional development. Finally, the report outlines a development plan to enhance chosen skills and competencies and includes an analysis of a job interview for a service industry role, concluding with a discussion of the strengths and weaknesses of the applied interview process.

Personal Skill Audit
and Professional
Development Plan

Table of Contents
INTRODUCTION...........................................................................................................................1
P1. The key benefits of on-going professional development for different stakeholders ...........1
P2) Professional employer expectations of skills and competencies for job role of HR
manager.......................................................................................................................................3
P3) Assessing own abilities, skills, and competences for job role of HR manager ...................4
P4. Learning theories and approaches used for personal and professional development
processes.....................................................................................................................................5
P5. Construct a development plan to enhance chosen skills and competencies.........................6
P6. Undertake a job interview for a suitable service industry role.............................................7
P7. Key strengths and weaknesses of an applied interview process...........................................8
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
The concept of CPD stands for continuing professional development is a terms used for
describing the learning activities and improving professional engagement and abilities within an
individual for specified job role (Choy and Chua, 2019). The concept of PIP (Professional
identity and practises) is also associated with the way and manner that is applied by an individual
to present oneself suitable for an occupation along with development of other required skills to
become more competent for a profession. The organisation which have been selected for current
project is Hilton Hotel which is a very well renewed hospitality organisation operating at global
level. The headquarter of Hilton Hotel is located in Virginia, U.S. but many of its branches are
present across the world including several location of UK. The current assignment comprises of
an analysis of the importance of the on-going professional development along with enhancing
professional identity and career opportunity. Beside this, assessment of own skills along with
designing of professional development plan is also made together with understanding a job
interview.
P1. The key benefits of on-going professional development for different stakeholders
On-going professional development is mainly related with a continuous process of
identifying and filing gaps in skills and abilities of the employees that is crucial and important
for an individual to perform a job role in an appropriate manner (DiPaola and Wagner, 2018).
Improvement in professional skills and employee’s development is important and beneficial for
all the stakeholders of a firm as it supports improved quality of services along with enhanced
business performance. Following points are presenting the benefits of on-going professional
development for board of director and top management of Hilton hotel:
 Improving business performance- on-going professional development ensures
continuous improvement in the skills and efficiency level of employees through
improving their skills and competencies level. Thus, it is beneficial for Hilton Hotel
to ensure regular professional development for job role of HR manager as it support
some more skilled and competent individuals to perform business operations in a
more efficient manner which lead to improved business performance.
 Overcoming weakness and improved consistency level- hospitality industry is
considered as one of the most dynamic industry in which new threats and

challenges are keep on emerging. Thus, implication of on-going professional
development by Hilton Hotel ensures continuous improvement in the skills of
employers which ensures effective facing and mitigation of newly emerged
challenges and weakness. Beside this, continuous professional development also
brings higher level of consistency in business operation as per current market
scenario by the way of improved knowledge and skills level of employees of Hilton
Hotel.
Benefits of on-going professional development for managers and employers of Hilton Hotel:
 Improved motivation and workplace coordination- providing on-going
professional development plays a vital role in boosting the motivation level of
employees through ensuring proper guidance and direction for them (Hubbard,
2018). Thus, on-going professional development brings up improved
communication and coordination level at the workplace of Hilton Hotel by the way
of effective direction and guidance for all employees which boost the motivation
and maximize the potential of employees.
 Higher retention of talented employees- a vital role is lead out by on-going
Professional development in enhancing overall satisfaction and confidence level in
employees which enhance their loyalty and commitment level towards their
employer. Therefore, on-going professional development within Hilton Hotel
ensures higher level of employee retention through leading improved satisfaction
and commitment level in talented employees for better achievement and
accomplishment of set objectives.
Benefits of on-going professional development for customers of Hilton Hotel:
 Improved quality of services- implication of on-going professional development
within Hilton Hotel ensures improved level of skills and competencies in Managers
and employees which lead to creation and delivery of improved quality of services
(Jamil, Linder and Stegelin, 2018).
 Timely meeting of expectation through adding professional value- on-going
professional development leads to a more motivated and satisfied employees which
are more efficient and productive in their work. Therefore, implication of on-going
professional development within Hilton Hotel ensures timely meeting of

customers’ needs and expectation through adding up professional value and
enhanced productivity level by the way of having improved skills and
competencies level.
P2) Professional employer expectations of skills and competencies for job role of HR manager
Hilton Hotel is a global hospitality brand offering world class facilitates and services for its
customers (Katz and Green, 2018). The main expectation of skills and competencies by the
Hilton Hotel for job role of HR manager are discussed and evaluated below:
Effective communication- For effectively performing the job role of HR manager it is
expected to have effective communication skills within an individual as they are having constant
dealing with people. Hilton Hotel expects effective communication within in its HR manager to
avoid the chances of confusion and chaos in hiring and recruitment process. Beside this, HR
manager of Hilton hotel is also expected to handle employee grievances and manage internal
conflict for which skill of effective communication is must within a suitable candidate.
Leadership skills- being a HR manager, an individual is required to guide and direct a
larger number of employees towards achievement and accomplishment of a common goal for
which leadership skills are required. It is expected from the HR manager of Hilton Hotel that
they would effectively motivate and influence the other employees to work in a specific direction
for better accomplishment of set objectives that could be only done with the help of effective
leadership skills.
Technological skills- now the hospitality environment is becoming increasingly digital
thus, it is also expected for HR managers to have competency and ability to adopt and make use
of latest technology (Keeney, 2020). Effective technological skill is expected from the HR
managers of Hilton Hotel to effectively perform and conduct various activity like recruiting
talented employees, managing their training and on-boarding along with tracking their payroll
and handling employee grievances in most automatic and digital way. Use of latest software and
technology like Talent acquisition software is expected by HR manager of Hilton hotel for which
effective technical and digital skills are required from a suitable candidate.
Critical thinking skills- presence of this competency ensures a rationale perspective and
self-guided behaviour in an individual which is effectively required in the HR manager of Hilton
Hotel to properly handle and resolve a current situation. Critical thinking skills enables an
individual to come up with and put forward improved views and new ideas to effectively deal

with a situation which is expected from the HR managers of Hilton Hotel to have higher
creativity and innovation level at its workplace.
P3) Assessing own abilities, skills, and competences for job role of HR manager
To have improved employability and professional identity it is vital and important for an
individual to assess and review its own abilities, skills and competencies to determine how well
they matches with the requirement of specified job (Kertarajasa, Marwa and Wahyudi, 2019).
Assessing one skills and competencies facilities better analysis of skill gaps that is present within
an individual so that more effective steps could be taken to overcome and fill that gaps. Use of
SWOT analysis is made by me in order to effectively analyses my current skills, abilities and
competencies level in context to the job role of HR manager within Hilton Hotel.
Strengths
Effective communication skill is one of my key strength which makes me able to
effectively interact and communicating with other individuals and team members. Beside this,
having efficient time management skills is also a key strength which makes me more discipline
and punctual in my work and also supported timely completion of allotted task. Apart from this, I
am also having adaptability of properly managing workload and motivating team members
through application of effective management skills.
Weakness
Lack of effective leadership and risk analysing skills accounts for biggest weakness
which limits my scope of becoming a suitable HR manager. Apart from this, having limited
technological and presentation skill is also my weakness that would hampers my skills and
competency level for becoming a successful HR manager which are vital and essentially required
to ensure automation and efficiency in role of HR. Apart from this, I am also having limited
problem solving and critical thinking skills.
Opportunities
Availability of proper facility of apprenticeship is an opportunity for me to improve my
skills and competencies level along with having opportunity of getting proper guidance from the
expertise (Khalid, Haron and Masron, 2018). Beside this, wide access to internet and other social
media sites also offers an opportunity to have improvement in my technical skills. Apart from
this, handling different conflicting situation and attending possible seminars and conferences are
also vital opportunity to improve my communication and risk assessment quality.

Threats
A random change in market position and dynamic nature of hospitality industry are the
biggest threat which lead negative impact over my current skills and abilities (Kindall, Crowe
and Elsass, 2018). Further, financial incapability and time limitation are also vital threats which
place barrier in joining education and proper training programmes.
P4. Learning theories and approaches used for personal and professional development processes
The term learning theory is an organized set of principles when explaining how
individuals acquire and recall their knowledge (McGill, Heikkila and Lazarowicz, 2020). This
theory consist of guidelines which will help to select instructional tools and techniques that
promote learning part. Learning can change their behaviour and main concern link to research
with education. Key learning theories and approach are defined with context to Hilton hotel are
as follows:
Behavioural theory: This theories consist of that changes in rate and frequency of
happening or nay form of behaviour which occurs as an environmental factors. They involve
formation of associations between staff members and people. The role of environment
specifically arranged and presented how much responses are back in terms of people. For Hilton
hotel, this approach is useful for organisation because it is all about idea and provide relevant
and useful stimuli so that learner can respond and gains required knowledge or experience. If
behaviour of hotel members are good then customer provide positive feedback which is to be
encourages.
Cognitive approach to learning: This theory consist of acquisition of knowledge and
skills information structures where processing of beliefs and information. It is based upon
thoughts and process behind their behaviour and it is base on idea that humans process
information they should receive instead of they think what is happening. The changes in their
behaviour are observed which new knowledge have identified and skills are observed (Özer, Can
and Duran, 2020). In case of Hilton hotel, it is mainly focus on helping that they should learn
how to maximise their potential brain for customers. It makes it easier that they will connect new
information with provide an existing information and various ideas where deepening their
memory and capacity for retention.
Constructivism theory of learning: This learning theory is based on premise that they
construct of our own perspective of world and based on individual experiences and their internal

knowledge are identified. It is very popular theory where personal enterprise where interior
concepts, rules and many principles have to be followed. With relation to Hilton hotel, firm used
this theory because they construct their ideas, thoughts and learner which have active participant
in their own learning and training should be provided. This gives true meaning and helps
customers to acquire knowledge related by proper information and many experiences.
P5. Construct a development plan to enhance chosen skills and competencies
Personal development plan: This term consist a procedures for creating an action plan is
based upon awareness, perception and goal setting for personal development in terms of their
career, education and to improve self development (Plant, Barac and Sarens, 2019). These
development plan also include for CVs for employee. If any skills is need to be improve then
they should develop their personal plan for achieving their goals and objectives. For improving
those skills which are named as presentation skills, leadership skills and problems solving skills
are as mentioned below:
What do I want What will I do to
achieve this
Resources Success criteria Target dates
Improve
presentation
skills
For development
of presentation
skills, they should
more and more
practice which
will rehearse in
front of mirror or
friends for
multiple times
(Tan, and
Laswad, 2018).
Online websites,
TED talks,
coaching and
networking
events
To develop their
presentation skills
I have to make
presentation in
class or part in
volunteering that
will help me to
communicate
audience and
solve many
complex
problems
3 months
Improve
problems solving
skills
To improve my
problems solving
skills, I want to
Books, articles
and read
newspapers,
To solve these
problem through
learning
5 months

manage and
participate in
volunteering
session and have
mentor
reports and
watching news.
performance and
more towards
moving in
learning goals.
Leadership skills To improve my
leadership skills I
should taking
initiative,
motivate others
and provide
discipline for
handling conflicts
Mind tools,
master class
management,
participate in
volunteering and
online learning
executive
leadership
websites
For development
of leadership
skills I have to
manage success
criteria through if
I should
communicate
other members in
team and increase
their time
management skill
so that I will stay
at team and
manager team
leaders
2 months
P6. Undertake a job interview for a suitable service industry role
For hotel industry, job interview role for position of restaurant supervisor for this
appropriate industry role (Tyson and Martin, 2018). Certain interview questions which are asked
for interviewer are as mentioned below:
Q1. Why do you want to work in restaurant industry?
Well sir, I really enjoy to make people happy and the job in restaurant is quite interested.
It will help to maintain and improve my communication skills and if environment is good then
working in this industry is best also I want to learn more about this restaurant and it will be great
sir if you give me this chance I will never let you down sir.

Q2. What is your favourite customer service experience?
Well, favourite customer experience is to resolve complex problems of customer so that
they will remain happy and loyal and permanent customer of this hotel. Having worked in bank
for 1 year I have experienced to listen carefully for customer to become an efficiently to solve
many problems in job.
Q3. Tell me about yourself?
Hi sir, my name is stiff Donald, I have completed my graduation in 2018 with economic
honors. As far as I have an experienced for 2 year working experience in hotel industry and if I
have talking about my family background I have one younger brother, father and mother. My
hobbies are playing chess, reading newspaper and travelling to search new things. In my life I
font waste time even a single day. That's all about me, thank you sir.
Q4. What is your strength?
Well I think one of my greatest strengths is I m keen observer to people and quickly learn
new things. I m best at communication skills because I can easily communicate other in an
proper manner. I have ability to complete my work in a particular time and face of difficult
hindrance. I m empathetic person who is skilled related to those people and understand their
needs. Once I m working their support line and received call which depend who had been
dropped our service.
P7. Key strengths and weaknesses of an applied interview process
From an applied interview process various strength and weakness are involved are
as mentioned below:
To assess strengths they involve a lot of skills to identify such as knowledge based skills
are acquired from education and experience such as computer skills, languages and technical
ability of a person (Whitworth, Maeng and Bell, 2018). Second one is transferable skills which
is those portable skills that they world take from job such as communication, problem solving,
leadership as well as planning skills are included. Personal traits are base don unique qualities
which are dependable, flexible, punctual and team player skills. During the interview process,
manager are hiring will ask such questions to describe their strengths and many potential
candidates know how to answer this question. It is important for prepared this question and have
a statement ready even they are not aware to answer such question and don't know how to bring
to position.

To asses their weakness are which includes being too critical, trust everyone and being
unfamiliar with latest software. The best way to minimize and overcome those weaknesses and
emphasize their positive way. To select a trait and come up with solution to overcome this
weakness. Stay away from personal qualities which are need to improved on more professional
traits. For instance, I tend to be critical of myself and I m very introverted person which makes
vary from sharing ideas in setting of group during team meetings. During this interview process,
it is very tough questions that interviewer asked. They need to appear humble and willing to
learn these answer in fact it also know how to overcome it.
CONCLUSION
As per above information, it has been understood that skills audit and professional
development plan are skill audit is a document which clearly state out that they have currently
have and how advanced skills those. Professional development plan is containing these skills and
strategy and they need to further career option to achieve their professional goals. In this report,
various topic are covered such as benefits of on going professional development, investigate
skills and competencies of professional employers, assess skills and competencies for particular
job role, learning theories, personal development plan, job interview for service industry role
and key strength and weakness for this interview.

REFERENCES
Books and journal
Choy, W. K. and Chua, P. M., 2019. Professional development. In School leadership and
educational change in Singapore (pp. 69-86). Springer, Cham.
DiPaola, M. and Wagner, C. A., 2018. Improving instruction through supervision, evaluation,
and professional development. IAP.
Hubbard, P., 2018. Technology and professional development. The TESOL Encyclopedia of
English language teaching, pp.1-6.
Jamil, F. M., Linder, S. M. and Stegelin, D. A., 2018. Early childhood teacher beliefs about
STEAM education after a professional development conference. Early Childhood
Education Journal. 46(4). pp.409-417.
Katz, J. A. and Green, R. P., 2018. Entrepreneurial small business. McGraw-Hill Education,.
Keeney, R. L., 2020. Give Yourself a Nudge: Helping Smart People Make Smarter Personal and
Business Decisions. Cambridge University Press.
Kertarajasa, A. Y., Marwa, T. and Wahyudi, T., 2019. The effect of competence, experience,
independence, due professional care, and auditor integrity on audit quality with auditor
ethics as moderating variable.
Khalid, A. A., Haron, H. and Masron, T. A., 2018. Competency and effectiveness of internal
Shariah audit in Islamic financial institutions. Journal of Islamic Accounting and
Business Research.
Kindall, H. D., Crowe, T. and Elsass, A., 2018. The principal’s influence on the novice teacher’s
professional development in literacy instruction. Professional Development in
Education. 44(2). pp.307-310.
McGill, C. M., Heikkila, M. and Lazarowicz, T., 2020. Professional development, performance
expectations and academic advisors’ perceptions of relational skills: a sequential
explanatory mixed methods study. New Horizons in Adult Education and Human
Resource Development. 32(4). pp.50-69.
Özer, B., Can, T. and Duran, V., 2020. Development of an Individual Professional Development
Plan Proposal That Is Based on Continuing Professional Development Needs of
Teachers. European Educational Researcher. 3(3). pp.139-172.
Plant, K., Barac, K. and Sarens, G., 2019. Preparing work-ready graduates–skills development
lessons learnt from internal audit practice. Journal of Accounting Education. 48. pp.33-
47.
Tan, L. M. and Laswad, F., 2018. Professional skills required of accountants: what do job
advertisements tell us?. Accounting Education. 27(4). pp.403-432.
Tyson, E. and Martin, T., 2018. Personal Finance For Canadians For Dummies. John Wiley &
Sons.
Whitworth, B. A., Maeng, J. L. and Bell, R. L., 2018. Exploring practices of science
coordinators participating in targeted professional development. Science
education. 102(3). pp.474-497.