Professional Development Plan: Skills and Competencies at Hilton

This report delves into the realm of professional identity and practice, focusing on the development of skills and competencies within the context of the Hilton Hotel. It begins by examining the key benefits of ongoing professional development for various stakeholders, including employers and employees. The report then investigates the skills and competencies that professional employers expect from their staff. A critical self-evaluation of the author's own skills and competencies is presented, followed by an exploration of different learning theories and approaches, such as Cognitivism, Constructivism, Kolb's Learning Cycle, and VARK learning styles. Finally, the report culminates in the construction of a professional development plan designed to enhance chosen skills and competencies within a specific work context, outlining targets, actions, and timelines for personal and professional growth.

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1. Examine Key benefits of on-going professional development for different stakeholders....1
P2. Investigation of Professional Employer Expectations of Skills and Competencies.............2
LO2..................................................................................................................................................3
P3. Critically evaluation of own skills and competencies ..........................................................3
P4. Range of Learning Theories and Approaches.......................................................................4
LO3..................................................................................................................................................6
P5. Construction of a professional development plan to enhance chosen skills and
competences within a specific work context...............................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Professional identity and practice can be described as an action undertaken for a specific
career. In order to perform duties and obligations in a satisfactory manner, there are many skills
and thinking capacities which are necessary for personal and professional purposes. For any of
the individual it is necessary that they must be able to sustain and enhance their skills for the
purpose of sustaining within the business organisation. The individual report is based on Hilton
Hotel, where it delivers the services in different part of the world for the purpose of
accomplishing the goals and target. The organisation was started in the year 1919 and now it is
able to deliver it services in more then 80 nations. Number of topics will be covered in the file
such as on-going professional development and learning. Own learning, competencies and
several learning approaches. Also, professional development plan will be prepared in a specific
manner.
LO1
P1. Examine Key benefits of on-going professional development for different stakeholders
In present scenario, on-going business development plays the most crucial role for
business organisation in accomplishing the goals and target on specific time period. It is
necessary because it allows to bring changes on regular basis through which improvement can be
done easily (Mwalongo, 2011). This types of process can be very must crucial for the services
industries like Hilton which has been perform well within the market. This types of activities can
be beneficial for the stakeholders of Hilton. Some of the benefits for stakeholders are:
Employer:
Here, number of people are included such as Board of Members, Managerial Personnel,
Shareholders and many more who has the responsibilities to manage all of the activities within
Hilton. There are different benefits which can be obtained by the this entities and those benefits
are:
 Here, employer will have the option to save their several cost which incurs during the
time of providing training to the employees.
 It will allow them to perform different functions of HR which plays the crucial role in
accomplishing the goals of an organisation.
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Employees:
Talking about Hilton, there ongoing process of professional development can easily allow
the employees to achieve the target of a company. The different benefit under this are explained
below:
 It will simply provide the opportunity to the employees because ongoing professional
development will allow them to learn some new skills and competence on a regular basis
which will automatically allow them to achieve the target (Bleach, 2014).
 It directly or indirectly support the employees within there job roles which will enhance
the satisfaction level. This will give better opportunity to achieve desire result.
P2. Investigation of Professional Employer Expectations of Skills and Competencies
Professional employers within in the organisation plays the crucial role as they are the one
who has the responsibilities to take most of the important decisions for the business organisation.
In context of professional employer of Hilton, they must have some sort of expectation form the
workers/staffs. It is necessary because this is only the way through which company can enhance
the consistency of achieving the targets. Some of the skills and competencies which are expected
by the professional employers are:
Skills: Communication: When it comes to service industry, there is the requirement of
communication skills which can allow to tackle with the employees. Even the
management of Hilton is willing the same from there employees so that they can easily
deal with the customers who visit the hotel (Hadar and Brody, 2013). Also, it will allow
them to deliver the best possible service in a effective manner.
 Problem-Solving: The employers within the Hilton like to gives roles and responsibilities
to their employees where they expect to perform all of the work in required manner.
Also, there are some of the situation where problem occur and in that respective situation
employer wants their employees bring out the best solution to deal with that respective
situation. This will allow to conduct operational activity in desire manner.
Competencies: Commercial Awareness: It is necessary for employer to expect from employees that that
will be aware about the new trends and requirement of customers. The same is expected
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in Hilton Hotel foe effective result. Also, employees must be aware the policies and rules
of an organisation and must consider at the time of taking any of the decision.
 Teamwork: The must important expectation for employer of Hilton from their employees
is teamwork which plays the crucial role (Avalos, 2011). This is necessary because it will
simply give the idea complete any of the work on time and even goals can be achieved
easily.
LO2
P3. Critically evaluation of own skills and competencies
As per the scenario presented in front of me, working within the Hilton, it is necessary for
me to evaluate my performance and skills. It is necessary because it will simply allow me to
perform my work and responsibilities in specific manner. Here, I need some of the skills which
can allow me take some of the advantage as compared to rivalry firm. Some of the evaluation of
my competences are discussed below:
Collaboration and Cooperation: In present scenario, I am quite good in managing my
subordinates. This is one of the way which is allowing me to deal with complex problem. Also, i
am able to complete my work by taking the guidenace of my subordinates which is one of the
way to complete any of the work on time (Olsen, 2015). Here, it would like to rat myself 8 out
of 10. In addition, I am ready to face any of the situation to complete my every single work on
time.
 Willingness to learn and adopt: For the puropose of learning and adopting I can rate
myself 6. It is based on the investigation an interest which I show towards learning any of
the new topic. Also, it allows me to perform and permit to perform any of the work and
duties whihc is required within the post of HR officer. It is all because of the Hilton Hotel
where they bring on the changes as per the requirement of a situation. It gives me the idea
to form new strategies and idea. The willingness which I show towards my work allows
me to learn and adopt any of the new work.
 Positive Attitude: For positive attitude, I will give myself 8. It is because I am able to
perform any of the work with full of confidence. The main benefit which I get from
confidence is that I am able to deal with any of the tough situation.
In competencies, some of the points which are necessary has been mentioned below:
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 Problem Resolving: Here, I must rate myself 6 out of 10. Here, it will be necessary for
me to bring improvement so that in future period of time I will not have to face any of the
problem while performing the business activity (Cruess, Cruess and Steinert, 2016).
 Leadership: Here, it will be necessary for me to give 7 out of 10. It is not much good but
it allows me to tackle the situation. Secondly, it is necessary for me to bring improvement
because that can be one of the way through which I can guide my subordinates easily.
 Customer Service: As I am quite good in communication with others so I can easily rate
myself 8 out of 10. This is allowing me to provide best services to the customers through
which their motive can be fulfilled.
Personal Skill Audit
Learning Skills Target Proficiency Existing Proficiency
Skills:
Positive Attitude
Temperament to learn
Cooperation
9 8
10 6
9 8
Abilities:
Managing Team
Research Ability
Target Proficiency Existing Proficiency
9 7
9 7
Competencies
Consumer Service
Leadership
Problem Resolving
Target Proficiency Existing Proficiency
10 8
10 7
10 6
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P4. Range of Learning Theories and Approaches
In any of the organisation, whenever any of the employees perform any of the task they
must have different knowledge and roles through which they can easily allow themselves to
achieve the target. Here, for a specific role of HR officer, it is necessary for them to have a
knowledge of different theories and approaches (Williams, 2014). The different approaches and
roles are:
Learning Theories: Cognitivism: It is one of the theory which is quite crucial as it allows to focus more
towards mental process which includes knowing, improving memory power and even
problem solving. This types of theory can be effective the sector of service industry
where effective decision plays the crucial role.
 Constructivism: This is also one of the most effective learning theory which plays the
crucial roles as learning process is considered as constructive and active process. This can
simply allow the employees to learn various concept and technique and methods with the
help of hypothesis of environment & individuals past experience.
Learning Approaches: Kolb’s Learning Cycle: Here, in this approach there are four different stages can be seen
of learning. When in comes to first stage, it can be concrete learning where new
experience is required. The second stage reflective observation where observing plays the
important role in learning. Then, third stage where abstract conceptualization comes in
which new idea or modification is required and finally active experimentation where
learner has to apply the ideas and concept.
 VARK Learning Style: As per there style, number of ways are available for the learner to
learn something new in an best possible manner. The different learning styles in VARK
are Visual learning, Audio learning, Reading/writing learning and finally Kinetics. The
best part of this learning theory is that it easily allow the person to select the best
strategies of learning which is suitable as per the required situation.
There are number of theories and approaches which can allow to achieves the targets in
the best possible manner. But, as per the HR officer role, it is will be appropriate to use
constructivism theory where knowledge can be improved and goals can be accomplished easily.
When it comes to learning approach, it will be necessary take the help of VARK learning style
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which is most effective where it can easily judge about the required style of learning through
which target cab be achieved.
LO3
P5. Construction of a professional development plan to enhance chosen skills and competences
within a specific work context
Personal development plan is explained as the process where individual sets aims and
objective about the future which they want to attain within the specific time period (Brody and
Hadar, 2011). Below, my PDP plan has been mentioned.
Target Action to achieve Evidence of completion Target date
To develop positive
attitude in myself so
that better relationship
can be develop with
staffs and consumers
Here, it will be
necessary for me to
adopt new skills and
techniques. Also,
different seminars can
be attained for further
improvement.
Believe and confidence of
the employees towards me
and increase in sale and
profit.
60 days
Allowing myself to
learn and adopt new
skills
Focusing more
towards newspaper,
articles and general
knowledge.
By introducing new
techniques and styles of
working within the
business organisation on
regular interval.
90 days
Encouraging towards
work rather then other
activities
Giving my best to
focus more towards
regular routine of
work on specific time
period. Also, co-
ordinating with m
subordinates for
making myself prepare
Completion of work which
has been authorised by
senior authorities.
120 days
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to focus more towards
work.
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CONCLUSION
From the above file, it can be understood that any of the individual must have personal
development plan as it can allow themselves to perform better in any of the situation. Also, it
gives opportunity to motive the employees through which target can be accomplished easily. For
effective personal development plan, there is the requirement to form various strategies which
can allow to tackle with any of the barriers which comes across the goals of an organisation. Not,
only this, as it is necessary for employer and employees to implement different learning theories
which can allow to achieve the target of an organisation.
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REFERENCES
Books & Journals
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.
Williams, J., 2014. Teacher educator professional learning in the third space: Implications for
identity and practice. Journal of Teacher Education. 65(4). pp.315-326.
Cruess, R.L., Cruess, S.R. and Steinert, Y. eds., 2016. Teaching medical professionalism:
supporting the development of a professional identity. Cambridge University Press.
Olsen, B., 2015.Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
Avalos, B., 2011. Teacher professional development in Teaching and Teacher Education over
ten years.Teaching and teacher education. 27(1). pp.10-20.
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.
Bleach, J., 2014. Developing professionalism through reflective practice and ongoing
professional development. European early childhood education research
journal. 22(2). pp.185-197.
Mwalongo, A., 2011. Teachers' perceptions about ICT for teaching, professional development,
administration and personal use. International Journal of Education and development
using information and communication Technology. 7(3). p.36.
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