Evaluating Professional Skills and Development at Hilton Hotel

This report focuses on professional identity and practice within the context of Hilton Hotel, examining the benefits of ongoing professional development for various stakeholders, including employers, employees, and customers. It investigates employer expectations regarding skills and competencies, and includes a critical self-evaluation of the author's skills as an HR officer. The report explores a range of learning theories and approaches, such as cognitivism, constructivism, Kolb's learning cycle, and VARK learning styles, concluding with the construction of a professional development plan to enhance chosen skills and competencies within the specific work context. The report also includes a simulated job interview analysis for the hospitality sector, along with the identification of key strengths and weaknesses of the interview process, contributing valuable insights into professional development within the hospitality industry.

PROFESSIONAL
IDENTITY AND
PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Examine Key benefits of on-going professional development for different stakeholders1
P2. Investigation of Professional Employer Expectations of Skills and Competencies.........2
TASK 2............................................................................................................................................3
P3. Critically evaluation of own skills and competencies......................................................3
P4. Range of Learning Theories and Approaches..................................................................5
TASK 3............................................................................................................................................6
P5. Construction of a professional development plan to enhance chosen skills and
competences within a specific work context..........................................................................6
TASK 4............................................................................................................................................7
P6. Job interview for hospitality sectors.................................................................................7
P7. Key strengths and weaknesses of the job interview process............................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Professional identity and practices may be defined as an activity done for a particular
profession. There are certain skills and learning capabilities required for personal and profession
purpose in order to execute roles and responsibilities in a desired way. An individual need to
acquire necessary skills and engage in professional development programmes so as to retain their
employability within an organisation. The present assignment is based on Hilton Hotel which is
engaged in providing hospitality services to the people of UK and across worldwide. It was
established by Conrad Hilton in the year 1919 and from then to now such organisation has more
than 570 Hilton hotels and resorts properties in 85 nations and territories. The project discusses
the role of on-going professional development in an organisation and expectation of employer in
concern of skills and competencies. The project also describes the range of learning theories and
approaches along with a professional development plan. A well developed job interview to
recruit skills individuals are also mentioned under this report.
TASK 1
P1. Examine Key benefits of on-going professional development for different stakeholders
Ongoing development is very necessary in an organisation as it ensures continuous improvement
in products, processes as well as systems of a company (Williams, 2014). It is imperative to be
adopted by service industry organisation to ensure a sustainable growth in the market and
consistent business performance. There are various stakeholders who are benefitted from
Hilton’s ongoing professional development. Key benefits for these stakeholders are discussed
below:
Employer:
This entity includes Board members, managers, shareholders, etc., who handle top
management of Hilton. These entities experience quite a bit benefits due to ongoing
developments in the company. Benefits for employers are mentioned below:
 Employers within Hilton could effectively save their training costs incurred for
development of employees as ongoing development practices would ensure the same.
 Ongoing professional development allows them to effectively integrate various HR
functions within the company like Performance Management.
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Employees:
As a support system for Hilton, ongoing professional development ensures various
benefits for employees as well. The benefits are discussed as under.
 It enhances future opportunities for employees as they regularly develop new skills and
competence required for a smooth and constant career development (Cruess, Cruess and
Steinert, 2016).
 This practice also adequately support these employees in be efficient in their job roles
which increases their job satisfaction and encourages them to accomplish better
outcomes.
Customers:
These are the reason for existence of an organisation and ongoing professional
development has certain benefits associated with them too. These benefits are as under:
 Ongoing professional development ensures better service quality to customers through
which, they tend to experience comfort as well as better service from the organisation
(Sharif and Cho, 2015).
 This also ensures spontaneous addressing of customers’ problems and effective after
sales services which is often appreciated by these individuals. Thus, they tend to engage
themselves with the company for such consistent and improved standards.
P2. Investigation of Professional Employer Expectations of Skills and Competencies
Professional Employers within Hilton have certain expectations from their employees which
is essential to ensure consistent business performance and consistent growth of the organisation.
Investigation of these skills and competencies is mentioned below:
Skills:
 Communication: As employers in a service industry organisation like Hilton, they expect
the employees to possess communication skills. This is because it is essential to deal with
diverse customers and addressing their need effectively which could ensure better
business practices (Bleach, 2014).
 Problem-Solving: Employers at Hilton tend to delegate duties and responsibility and
expect that their employees effectively perform at their best in these roles. To ensure this,
it is very much expected of them to solve complex situations appropriately to make a
smooth running of operations certain
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Competencies:
 Commercial Awareness: Employers expect employees of Hilton to be aware about new
trends for customer satisfaction and implement the same effectively within the company.
Furthermore, they must also be aware about dynamic policies of the company and are
expected to adhere to them throughout their engagement with the company.
 Teamwork: Another competency expected within employees of Hilton is teamwork.
Each task within the organisation requires these individuals to work as a team to
effectively accomplish desired results. Thus, it is important for them to develop team
attributes in order to maintain harmony within the organisation and establish healthy
work environment.
All these skills and competencies are must haves in employees of Hilton. In addition to this,
these attributes are also important as they would set effective parameters for new potential
employees to be hired within the organisation.
TASK 2
P3. Critically evaluation of own skills and competencies
As per the given situation, as a HR officer at Hilton hotel it is vital for me to evaluate my
capabilities and skills in a desired manner. This will help me in sustaining my roles and
responsibilities in a proper way. In this respect, I need some skills that will helps me n gaining
competitive advantage over rival competitors in an advantageous manner. Evaluation carried out
for my competencies and skills are mentioned beneath:
Collaboration and Cooperation: I am very great in organizing and participating with my
subordinates. Because of this I am ready to handle some perplexing circumstances all alone
obligations. I am ready to finish my undertakings with colleagues inside the apportioned time
allotment . In worry with collaboration and participation I rate myself 7out of 10, as I am ready
to handle and finish my assignments with my colleagues on schedule. Additionally, I am
dependably worry about offering participation to my subordinates from my side (Avalos, 2011).
 Willingness to learn and adopt: In worry with the willingness to learn and adopt I rate
myself 7 out of 10. Based on my own investigation, I saw that I am interested to learn and
adopt new things in worry with innovation. This permits me support well at my jobs and
duties as Human Resource Officer. Hilton Hotels generally makes adjustment and
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modification in the arrangements along systems because of which I have to learn, adopt
and execute as indicated by evolving strategies. My willingness to learn and adopt
enables me to support in the workplace of Hilton Hotels.
 Positive Attitude: In this respect, I will rate myself as 9 out of 10. This is because I am a
very confident while performing my work due to which I receives a lot of positive
comments due to which I easily obtain positive outcomes even in difficult situations
(Brody and Hadar, 2011).
For my competencies as a HR officer in renowned Hilton hotel, I have mentioned some
points that are discussed below:
 Problem solving: in this case, I will rate myself 8 out of 10. This is because I am good in
finding solutions for different problems an issues without getting very stressed. This
competency helps me in sustaining a positive environment at my workplace.
 Leadership: In context of leadership, I will give myself 6 out of 10 as I am not capable
in leading and influencing people in a proper manner which shows that I require some
improvements in these skills.
 Customer Service: For this, I rate myself as 9out of 10. This is due to the fact that I have
good communication and interpersonal skills that helps me in understanding the needs
and requirements of customers in a proper manner.
Personal Skill Audit
Learning Skills Target Proficiency Existing Proficiency
Skills:
Positive Attitude
Willingness to learn
Cooperation
10 9
10 8
10 7
Abilities:
Team Handling
Research Capabilities
Target Proficiency Existing Proficiency
10 6
10 9
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Competencies
Customer Service
Leadership
Problem Solving
Target Proficiency Existing Proficiency
10 9
10 6
10 8
P4. Range of Learning Theories and Approaches
For a specific job role like HR Officer, it is important to review various learning theories
as well as approaches which are of utmost importance to excel the given job role. These
approaches and theories are evaluated below:
Learning Theories:
 Cognitivism: This theory is based on inner mental activities and gives emphasis on
various mental processes like knowing, memory and problem-solving. This is an essential
theory to be followed in a service industry organisation which requires active bran
functions and effective decision making.
 Constructivism: As per this theory, learning is an active as well as constructive process.
Self subjective representations are constructed by individuals of objective realities.
Employees through this approach could learn various concepts, methods and techniques
through hypothesis of environment as well as personal experiences (Hammond, Cross
and Moore, 2016).
Learning Approaches:
 Kolb’s Learning Cycle: This approach works on four effective stages of learning. The
first stage is about encountering a new experience. Then the next step requires the learner
to observe the experience in terms of determining inconsistencies between understanding
and experience. Third step calls for formulation of abstract concepts, i.e., new idea or
modifications. Lastly, learners apply these ideas effectively.
 VARK Learning Style: According to this theory, there are several ways to effectively
categorise learning styles which could help learners learn in an appropriate and best
manner. This theory stresses upon four basic learning styles. Visual Learning, Audio
Learning, Reading/Writing Learning and Kinetics. Questionnaires are led down and
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according to its score; it is determine the kind of style best suited for the learner to grasp
new concepts and methods.
All these learning theories and approaches are quite effective for an individual to learn and
effectively enhance their mental capabilities. However, for my role as an HR Officer, the most
appropriate learning theory is Constructivism Theory as it would help me enhance my
knowledge through personal experience. Moreover, it would also allow me to test the hypothesis
through various social negotiations. As for learning approach, VARK learning style seems to be
the most apt approach as it effectively lays down techniques to judge the most appropriate
learning style which would help me excel my role in the future.
TASK 3
P5. Construction of a professional development plan to enhance chosen skills and competences
within a specific work context
This PDP plan of mine is described as below:
Target Action to achieve Evidence of
completion
Target date
To manage strong
relations with
customers and
subordinates by
formulating a positive
attitude.
By implementing and
adopting new skills
related with this in a
timely manner.
Customers trusting and
valuing my words.
Within 65 days
More eagerness in
learning and adopting
new skills
Reading new books,
journals and
magazines
By updating my
knowledge about
company and its
regulations
Within 85 days
Motivating more
myself for work
Prepare myself to
attain all the tasks on
time which is being
given by the high
Completing allotted
work in a timely
manner.
Within 100 days
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authorities through
assigning tasks to
subordinates.
TASK 4
P6. Job interview for hospitality sectors
Job interview is defined as a procedure in which different number of elements which are
vital for the execution and development of job related responsibilities and roles (Hadar and
Brody, 2013). In this regard, a job portfolio s prepared in respect with Hilton hotel which is
mentioned below:
Job Portfolio
Organisation: Hilton Hotels
Division: HR Officer
Job Title: Hospitality Industry
Job Location: Britos, Maryland, U.S
Working conditions : 7 Hours
Job Summary
Hilton Hotel is a renowned hotel in hospitality sector and going to hire an individual for the post
of HR office. Organisation needs someone who is able to maintain multiple work and sustain a
positive behavior with clients.
Role
 Hire competent employees
 Formulating an appropriate competency maps for efficient working
 Assuring needs of clients and building a strong relation with them in a desired manner.
PERSON SPECIFICATION
Organisation: Hilton Hotel
Job Title : HR Officer
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Qualification – MBA from recognised university
Essential Criteria:
 Salary negotiation
 Good communication skills
 Able to handle customer needs and desires properly
Desirable criteria:
 Above three years of experience in hospitality sector
 Fast learner with precise decision making capacity.
CURICULAM VITAE
Curriculum Vitae
Name: Daniel jones
Address : 16th lane, United Kingdom
Phone No. – 4548546856
Profile summary: MBA in marketing with 3 years’ experience in hospitality sector. I wish to
work for a firm where I can develop my career along with enhancement of skills and
knowledge.
Specialisation:
 Capable in salary negotiation Providing satisfaction to clients by managing their desires and requirements.
Educational qualification: -
 Bachelors in Human resource Masters in Business Administration.
Declaration:
I confirm that above mentioned details are accurate about me and in accordance with the
degrees and certificate which I have received form my university.
Date : 6 April 2019
Place : United Kingdom
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These are some of the steps which are related with the job interview processes that must
be followed by the manager in Hilton hotel. This will benefit the company in recruiting right
candidates which are able to manage work even in difficult and changing situations. This will
sustain a positive working environment within company (Olsen, 2015).
P7. Key strengths and weaknesses of the job interview process
Strengths of Job interview process
Main advantage of this job interview procedure is that it permits the applicants and
candidates to carryout required improvements by learning form their mistakes which have they
performed during interview. By this the mistakes can be rectified and the performance of
employees can be improved in a considerable manner. In Hilton hotel, this process will be time
saving and this will help in selecting the right candidate in shortest time period. Higher
authorities and manager in company asks different kinds of questions to the candidates due to
which their professional and academic knowledge can be acknowledged in a desired manner.
Moreover, this process will help in sustaining appositive relation between interviewer and
candidate. By this, job interview process will benefit Hilton hotel in achieving their
organizational procedures in a proper manner (Kumari, 2011).
Weaknesses of job interview
Main weaknesses associated with this employee recruiting process is that different kinds
of questions are asked to the candidates by the interviewer due to which they fell nervous. This
results in their decreased level of performances. Other weakness is that the management n Hilton
hotel have enhanced the time period for the interview process, due to this many candidates
unable to concentrate properly. Another weakness is that; this process requires heavy investment
due to which revenues of company can get impacted (Mwalongo, 2011).
CONCLUSION
From above mentioned report, it has been concluded that personal development plan plays a
significant role in motivating employees of an organisation in achievement of its desired goal
and objectives. For this, an effective strategies should be formulate by an individuals in order to
eliminate barriers that may come in between their growth and success within an organisation. In
addition with this, learning and development theories are required to be implemented so as to
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make easy for employees and employer to perform well in business environment which are
contingent in nature.
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