Professional Development, Identity and Practice Report for Holiday Inn

This report, focusing on professional identity and practice within the context of Holiday Inn, explores the benefits of ongoing professional development for various stakeholders including employees, employers, and customers. It examines employer expectations regarding employee skills and competencies, and evaluates the importance of continuous professional development. The report includes a self-assessment of the author's own skills and competencies, identifying strengths and areas for improvement, particularly in relation to an assistant manager role. It then delves into learning theories and approaches relevant to personal and professional development, and constructs a detailed development plan to enhance chosen skills and competencies. Finally, the report covers the job interview process, analyzing its strengths and weaknesses, providing a comprehensive overview of professional development within the hospitality sector.

PROFESSIONAL
IDENTITY AND
PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Evaluate the key benefits of on-going professional development for various stakeholders in
an organisation............................................................................................................................1
P2 Professional employer expectations of skills and competencies within an organisation.......2
M1 Importance of on-going professional development and associated professional skill
requirement.................................................................................................................................3
D1 Own skills and competencies to met employer expectation of professional skills ..............3
TASK 2............................................................................................................................................4
P3 Own abilities, skills and competencies for a specific job role...............................................4
Abilities:......................................................................................................................................4
P4 Learning theories and approaches for personal & professional development processes.......5
M2 Evaluate own skills and competencies along with development approach to develop
different skills .............................................................................................................................6
TASK 3............................................................................................................................................7
P5 Construct a development plan to enhance chosen skills and competencies..........................7
M3 Detailed development plan that applies underpinning learning and development theory....8
TASK 4............................................................................................................................................8
P6 Job interview in a controlled environment............................................................................8
P7 Strength and weaknesses of job interview .........................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Professional identity and practices are based upon the motives, values, experiences and
belief of a people which they experience in daily life. Professional identity of an individual
changes on a constant basis in accordance with the changing situations and conditions. It is a
continuous dynamic process that results in reinterpretation of values and experiences which
impacts the social, cognitive and personal factors of an individual (Campbell and Groundwater-
Smith, 2013). This assignment is written in context with Holiday Inn which is an Britain owned
American hotel brand. Hotel is a subsidiary of intercontinental hotel chain. This hotel was
founded in U.S. But headquartered in Denham, Buckinghamshire. This report will cover key
benefits of on going professional development for various stakeholders along with expectations
of employers from employees regarding their skills and capabilities. Beside this, range of
learning theories is used for professional and personal development. A development plan is
prepared to increase chosen skill and competencies. At last, job interview process is mentioned
along with its strengths and weaknesses.
TASK 1
P1 Evaluate the key benefits of on-going professional development for various stakeholders in an
organisation
Holiday Inn is a Britain owned full service hotel, headquartered in Denham,
Buckinghamshire. It is one of the largest hotel chain in global context. At present, hotel is
operating at around 1180 geographical locations in a successful manner. This hotel offer services
like lodging, timeshares, meetings, food service and conventions to its customers. To attain
expected growth and profitability, an individual is required to learn new concepts in a regular
manner (Cole, 2013). It will benefits in increasing their personal and professional skills due to
which individuals will retain in workplace for a large timespan. On going professional
development will encourage a worker to work in an organised way. In case of Holiday Inn,
benefits of on-going professional development for different stakeholders such as employers,
employees, customers are mentioned below:
 Employees: In case of Holiday Inn, the on-going professional development procedure
will benefits the employees in learning new ways to perform work in a systematic
manner. It will assists in increasing their capabilities and working potential in accordance
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with the expected standards. It will increase the work performing capabilities of
workforce due to which organisational productivity will also improve in a visible manner.
It will benefits the employees in gaining futuristic opportunities that will help them in
sustaining a balanced and stable personal life along with professional one.
 Employer: This professional development procedure will benefits the employer in
Holiday Inn to sustain a strong presence within marketplace. Also, continuous
professional development will make them more efficient in guiding and motivating
workforce under their supervision. This will improves their leadership skills that can help
them in gaining new experiences. It will benefits the managers and senior officers in
growing personally as well as professionally (Crigger and Godfrey, 2014).
 Customers: On-going professional development will benefits the customers in receiving
standardised services and facilities that will improves their customer experience while
staying at hotel. This will compel them for repeated stays as their queries will be solved
in an efficient manner and they will be offered unique services. It will benefits Holiday
inn in enhanced customer base and revenues due to which competitive advantage over
rival competitors will be acquired.
P2 Professional employer expectations of skills and competencies within an organisation
In every organisation, it is expected that each employee will deliver its best efforts so that
organisational goals and targets can be attained properly. Every employer posses some
expectations from their employees so that all the activities can be performed in a systematic
manner. These expectations are related with enhanced competencies and skills of an individual
while performing work such as timely accomplishment of task, target achievement etc. Employer
in Holiday In have specific expectation for their employees which is mentioned below:
 High confidence: Employer in Holiday Inn expects that their workforce must have high
confidence and enthusiasm while performing allotted activities. This will helps them in
performing well in complex and difficult situations. To attain positive attitude in personal
and professional life, a person is required to have high confidence. Also, it will benefits
Holiday Inn in achieving their organisational objectives in a proper manner.
 Willingness to learn: It is defined as learning of new concepts and skills on a continuous
basis. Employers in an organisation expects that their employees must be interested in
learning new techniques and manner to perform a specific work. This will enhance the
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satisfaction level of customers due to which revenues and profitability of firm will
increases (Cruess, Cruess and Steinert, 2016). Also, employees will gain new
experiences that will help them in their professional as well as personal life.
 Coordination: To carry-out a business activity in efficient manner, employees in
Holiday Inn are expected to work in a coordinating manner so that no mismanagement of
work can takes place. This will benefits the employees in delivering their best
performance due to unified efforts. It will help concerned hotel in sustaining high market
shares.
M1 Importance of on-going professional development and associated professional skill
requirement
On-going professional development has a great importance as it benefits the workforce in
performing with their best efforts and capabilities. This helps an organisation in gaining
competitive and other advantages form rival companies. Improved skills of employees assists
them in satisfying the desired and expectation of customer in a proper manner. This will
enhances the revenues and profitability of company as bookings for stay will increase. Beside
this, confidence level and positive attitude of workforce while delivering organisational duties
will increase that will benefits them in their personal life as well (Goldie, 2012).
D1 Own skills and competencies to met employer expectation of professional skills
As my focus is on becoming an efficient Assistant manager in Holiday inn hotel. To
attain this, I need some specific capabilities and skills that will helps me in performing well then
my competitors. Evaluation of my competencies and skills in mentioned below:
Hard skills
 Effective communication: Here, I rate myself 9 out of 10. I have efficient interaction
and communicating skills due to which I am capable to share my thoughts with other in a
proper manner.
 Customer service: In this case, I will rate myself 7 out of 10 as I am capable to
understand the requirement of guest and satisfy them in according to their expectations.
 Leadership skills: In this context, I will give myself 6 out of 10. This is because I lack
guiding and directing people in right path without facing any difficulties.
Soft Skills
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 High confidence: In this aspect, I will give myself 8 out of 10 as I perform every task
and activity in a positive & confident manner. Also, I am capable to encourage
employees working under me to deliver their best efforts and performance by guiding
them towards right direction.
 Willingness to learn: In terms of learning new experiences and aspects, I will rate
myself 9 out of 10. This is because I am very interested in learning different ways to
preform a single task. This helps me in choosing best solution out of all alternatives while
facing a complex situation.
 Coordination: In this respect, I will rate myself 5 out of 10 as I am not capable to work
in a coordinated way. This is because I have a specific opinion for a particular situation
and I find it difficult to follow others without considering my own opinion.
The Ofsted model of self evaluation
The self evaluation is formulated to be filled in before inspection. It is obsessed with
enactment postulate, prospect information and covers all the characteristics of the behaviour.
This model takes the form of indicants which address the effectiveness of the competencies,
teaching, learning and qualities. On the basis of all these things, individuals can do self
evaluation within Holiday Inn with the help of this model. This model help in identified the soft
and hard skills of individuals on the basis of their attitude, behaviour, qualities etc.
TASK 2
P3 Own abilities, skills and competencies for a specific job role
Personal skill audit will helps me in understanding my abilities, competencies and skills
in a proper manner. It will assists me in carrying out an effective analysis on myself. This will
benefits me in identifying my weaknesses and strength so that I can improve and modify in an
appropriate manner. To be a good assistant manager in Holiday Inn, I require below mentioned
skills, competencies and abilities:
Personal Skill Audit
Learning Skills Target Proficiency Existing Proficiency Gap
Skills:
High confidence
Willingness to learn
10 8 2
10 9 1
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Coordination
10 5 5
Abilities:
Team work
Research and
analysis
Target Proficiency Existing Proficiency
10 6 4
10 7 3
Competencies:
Communication
Customer service
Leadership skills
Target Proficiency Existing Proficiency
10 9 1
10 7 3
10 6 4
Personal skill audit carried out by me to understand my skills and competencies helps me
in identifying that I have those abilities which is required to be an assistant manager in Holiday
Inn. This personal skill audit enables me in understanding that I am required to improve my
coordinating skills and ability to work as a team. Also, I am required to improve my leadership
skills because to be a good assistant manager I need to be capable in guiding employees working
under me in a right way. Other than that, my strengths are my high confidence, willingness to
gain new knowledge, research analysis, customer service and efficient communication skills.
P4 Learning theories and approaches for personal & professional development processes
Learning theories for personal development-
Erikson's theory- According to this theory personality development is a continues
process of life. It is an personality development theory which work in eight stages of life starting
from the infancy till the adulthood. According to this, in every stage person experience
something which either positively or negatively impact their personality or add something to it.
Basic crises that a person faces which impact their personality development are trust vs mistrust,
autonomy vs shame, guilt, initiatives, inferiority, identity, intimacy, generatively and ego
integrity.
Social learning theory- This is one of the theory of personal and professional
development in which behaviour plays the major role. According to this theory , a person learn
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from the experience , observation, imitation and modelling. This theory act as the bridge
between behaviour theory and cognitive theory. It is helpful in increasing motivation in
individual as well as attention and memory. This help in understanding the human behaviour in
terms of environmental influences and behaviour.
Learning approaches of personal & professional development
Behavioural approach- According to this approach personality traits are inborn. This
approach of professional and personal development says that people behave in a pattern of their
learning. Other than this it says that behaviour changes like enduring and consistent is
independent on environment solely.
Cognitive approach- According to this theory personality of an individual get
emphasized from learning. This approach of personal development include reciprocal
determinism, observational learning and self - efficacy which is the confidence of individual's
ability and social experience. This theory is mainly dependent on employee's behaviours
modification and alteration by considering an appropriate development method.
M2 Evaluate own skills and competencies along with development approach to develop different
skills
I have used this skill audit tool to evaluate my own skills. It help me in understanding my
own strength and weaknesses as per the requirement of jobs to become tour operator of Holiday
Inn.
Personal skills audit
Learning skills Target proficiency Existing proficiency
Skills:
 High confidence
 willingness to learn
 Cooperation
10
10
10
8
9
5
Abilities:
 Team Work
 Research capabilities
10
10
6
7
6

Competencies:
 Customer service
 Leadership
 Communication
10
10
10
7
6
9
From the above report it has been concluded that my most of the skills are fit for a tour
operator and I am capable of handling the job. From this skill audit I have learned that I have
strong point of leadership in me and other than this I am good at solving problems and customer
services.
TASK 3
P5 Construct a development plan to enhance chosen skills and competencies
A PDP plan that will help me in enhancing my competencies and skills is mentioned below:
Target Action to achieve Evidence of
completion
Target date
Managing good
relationship with
guests and workforce
with the help of high
confidence
 Giving more
interest
towards the
preference of
guests.
 Improving
interacting
skills
Customer will easily
share their issues and
opinions related with
services offered by
hotel.
Within 60 days
Improving learning
process
 Reading
different
books, journals
and magazines
to enhance
knowledge
about different
By providing different
solutions to a problem
which is faced by
Holiday Inn while
dealing with
customers.
Within 75 days
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concepts.
Enhanced motivation
for work
 By trying to
complete
organisational
work in a
systematic and
timely manner.
Completing work in an
expected time period.
Within 90 days
M3 Detailed development plan that applies underpinning learning and development theory
Serial
no.
Learning
objective
Current
proficien
cy
Targe
ted
profic
iency
Development opportunities Time scale
1 High
confidence
8 10 I am good in this aspect but for
further improvement I need to
work on more challenging
situations. This will help me in
increasing my confidence and I
will incorporate positive attitude in
my behaviour.
2 to 3 months
2 Willingness to
learn
9 10 I have huge interest in learning
new concepts and knowledge but
further enhancing them will help
me in developing personally and
professionally so that I will be able
to deal with issues efficiently.
1 to 2 months
3 Coordination 5 10 My coordinating level is low due to
which I am not able to work as a
4 to 5 months
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team in a coordinating manner.
Improvements will benefits me in
performing group and team
activities in an organised way.
TASK 4
P6 Job interview in a controlled environment
Job interview refers to the process in which there is a conversation between an employer
and a job applicant in which employer assess whether the applicant should be hired or not by
following some criteria (Izadinia, 2013). It includes various steps such as posting of required job
designation in various platforms like online portals, newspapers etc., displaying the detailed
description of the job, conducting various types of interview process, hiring the right candidate
for the right job, feedback to the candidates, continuous keep in touch with candidates and give
them required information about the company which make this process complex and time
consuming (Hsieh, 2015). The Holiday Inn hotel consists several procedures which candidates
faces and if some wrong employee recruited then it decreases the productivity of the hotel. The
following below are the steps which includes in job interview:
JOB PORTFOLIO
Organisation: Holiday Inn Hotel
Division: Marketing and sales department
Job Title: Assistant sales Manager
Job Location: Birmingham, London, UK
Working conditions : 6 Hours
Job Summary
Holiday Inn hotel deals at global level and currently require Assistant Sales Manager. The
duties to perform in this designation are meet with clients and business professionals to
associate them with hotel, continuous travel even for oversees, making the strategies how to
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grow business more.
Role
 Have to convince various businesses personnel to associate with hotel.
 Research and development for hotel find opportunities where business take the
advantage and also identify the lacking area.
 Have to visit oversees and meet clients for the development and growth of the business.
Personal Specification
Organisation: Holiday Inn Hotel
Job Title : Assistant Sales Manager
Qualification – MBA in Marketing and International Business
Essential Criteria:
 Have a complete information of hotel industry.
 Strong communication skills.
 Research and development and find out ways how to develop the business.
Desirable criteria:
 Have a experience of 5 years in marketing field.
 Open to travel even for oversees.
 Ability to tackle clients and meetings.
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CURRICULUM VITAE
Curriculum Vitae
Name:XYZ
Address : 12th floor, Nasira Block London, UK
Phone No. - 8856709963
Profile summary: Qualified with international business and six year of experience as a
business development manager in portico hotel. I want a opportunity where I can develop
myself as well as business.
Specialisation:
 Dedicated to my work. Goal oriented.
Educational qualification: -
 Btech. In computer science MBA in International Business.
Date : 03b April,2019
Place : Birmingham, UK
P7 Strength and weaknesses of job interview
Job Interview
Job interview for Receptionist Job role
Interviewee: Good morning, Sir.
Interviewer: Good morning.
Interviewer: Please, have a seat.
Interviewer: So you want to become a receptionist.
Interviewee: Yes, I want to be cause my interest in this field.
Interviewer: Are you a flexible person? Can you work in different shifts?
Interviewee: Yes, I am a flexible person and can do work according to the shifts.
Interviewer: Good. So now You can leave and we will inform you in 1-2 days.
Interviewee: Thank You, Sir.
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Strength of job interview for Receptionist job role in Holiday Inn
The selection process of Holiday Inn is not so difficult as the HR of the hotel is
understanding and conduct a interview with exact time and appropriate questions also end it on
time. Not to much waiting time and give feedback within three days. Second round with
directors of the hotel is also simple as they ask about experiences, educational background and
check the logic and strategies by giving some conditions (Johnson and et. al., 2012).
Weaknesses of the job interview for Receptionist job role in Holiday inn
In holiday Inn the questions are asked on conditions basis is quite confusing because the
reactions and answers on that particular conditions is differ from person to person. It totally
depend upon the candidate how they handle it but their expectations level is different from the
candidate (Kumar and Hamer, 2013).
M4 Evaluation of Job Interview process and the obstacles and challenges to overcome them
The job interview process in Holiday Inn is good but questions which they ask are quite
confusing. They not at happy with the answers of candidate because they expect the answers
from another level. At second round when directors conducts interview so, one ask from
experience, one from past life, one from education etc. Therefore, much confusing as doesn't
follow any proper schedule for interview (Thompson, 2012).
D3 Detailed and coherent critical reflection of an interview and own abilities during this process
By identified all the criteria, I analyse is that the HR of Holiday Inn is quite impressive
and understanding as he knowns how to recruit new candidate and how to make them
comfortable in the environment of the hotel. They have to follow a proper format to ask
questions from candidates. I think I have to work on my knowledge of hotel industry as it would
be beneficial for me to acquire better position in the organization which provide me growth in
my career.
CONCLUSION
From above mentioned report, it has been concluded that on-going professional
development offers different kind of benefits to the employers and employees of an organisation.
As it will improve their working potential and capabilities to accomplish work in allotted time
frame. Every employer posses some expectation form its workforce so that organisational goals
and targets can be attained in a proper manner. Job interview process have some merits and
demerits that can impact the recruiting process of an organisation if not carried out properly.
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REFERENCES
Books and Journals
Campbell, A. and Groundwater-Smith, S. eds., 2013. Connecting inquiry and professional
learning in education: International perspectives and practical solutions. Routledge.
Cole, M., 2013. Professional Values and Practices for Teachers and Student: Meeting the QTS
Standards. Routledge.
Crigger, N. and Godfrey, N., 2014. From the inside out: A new approach to teaching professional
identity formation and professional ethics. Journal of Professional Nursing. 30(5).
pp.376-382.
Cruess, R. L., Cruess, S. R. and Steinert, Y. eds., 2016. Teaching medical professionalism:
supporting the development of a professional identity. Cambridge University Press.
Goldie, J., 2012. The formation of professional identity in medical students: considerations for
educators. Medical teacher. 34(9). pp.e641-e648.
Hsieh, B., 2015. The importance of orientation: Implications of professional identity on
classroom practice and for professional learning. Teachers and Teaching. 21(2). pp.178-
190.
Izadinia, M., 2013. A review of research on student teachers' professional identity. British
Educational Research Journal. 39(4). pp.694-713.
Johnson, M. and et. al., 2012. Professional identity and nursing: contemporary theoretical
developments and future research challenges. International nursing review. 59(4).
pp.562-569.
Kumar, R. and Hamer, L., 2013. Preservice teachers’ attitudes and beliefs toward student
diversity and proposed instructional practices: A sequential design study. Journal of
Teacher Education. 64(2). pp.162-177.
Thompson, R., 2012. Professional school counseling: Best practices for working in the schools.
Routledge.
Thornton, A., 2013. Artist, researcher, teacher: A study of professional identity in art and
education. Intellect Books.
Trede, F. and McEwen, C., 2012. Developing a critical professional identity. In Practice-based
education (pp. 27-40). SensePublishers, Rotterdam.
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.
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