Professional Development Plan for Travelodge: A Comprehensive Report

This report provides a comprehensive analysis of professional identity and practice within the context of the Travelodge hospitality firm. It begins with an introduction to personal development planning and its impact on professional identity. The report then assesses the key benefits of ongoing professional development for various stakeholders, including employees and employers, and determines professional expectations related to skills and competencies. A self-assessment of skills, abilities, and competencies is conducted, followed by a discussion of relevant learning theories and models, such as constructivism, cognitivism, VARK style, and Kolb's learning cycle, and their application to personal and professional development. The report formulates a development plan to enhance skills and competencies within a specific work context. Finally, it includes an attempt at a job interview for a service industry role and a review of the strengths and weaknesses of the interview process. The report concludes with a summary of findings and references.

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................3
MAINBODY....................................................................................................................................3
TASK 1............................................................................................................................................3
Assess the key benefits of ongoing professionals development for various stakeholders.....3
Determine professional employer expectations of skills and competencies..........................4
TASK 2............................................................................................................................................5
Measure own skills, abilities and competencies.....................................................................5
Discuss the learning theories and models that is used for personal and professional
development...........................................................................................................................6
TASK 3............................................................................................................................................8
formulate development plan in order to increase the skills and competences within a specific
work context...........................................................................................................................8
TASK 4............................................................................................................................................9
Attempt a job interview for an appropriate service industry role...........................................9
Review key strength and weakness of an applied interview process...................................10
CONCLUSION..............................................................................................................................11
REFERENCE.................................................................................................................................12

INTRODUCTION
Personal development planning can be defined as an action plan which is formulated on
the basis of awareness, values and reflections weakness with the aim of development of personal
in term of success. In which all these factors develops professional identity in terms of attitude,
beliefs and experience so that an individual will able to anticipate itself. Along with it there is a
requirement of personal skill audit in order to overcome all weakness and threats (Carrillo,
Baguley and Vilar, 2015). The current report is based on Travelodge hospitality firm of UK for
exploring all practices and personal identity. This organisation was founded by Scott king in year
1985. They operates their business at global level so that each and every individual will able get
benefits of their survivals. For this, in present report all key consideration and benefits of
ongoing professional development towards stakeholders is discussed along with expectation of
employees for skills, competencies and different learning concepts. Additionally a PDP ids
formed according to skills and knowledge for a specific job role.
MAINBODY
TASK 1
Assess the key benefits of ongoing professional’s development for various stakeholders.
Ongoing professional is famed as regular professional improvements. This is a
documentary process which noted down all skills, knowledge of an individual gain in some
ceremonial and informal manner. Due to changes in course of action, it becomes important for
company to address this for the development and improvement (Clarke and et.al., 2015). It has
been found that it is a continuous process of improvement that helps peoples for the
accomplishment of personal and organisational goal within stipulated time period. In relevance
to selected firm they conduct an improvement sessions for their employees so that they will able
to increase skills and knowledge on the basis of requirements that are necessary to compete
with competitive edge. In context of selected firm, by considering these types of methods of
development, mangers of company will be able to increases the performance and productivity of
employees. In relevance to this some advantage for both worker and employer who are the
significant stakeholders of firm are as follows:
Benefits to employees:

Job satisfaction level: From continuous development, the most effective and important
elements that employees received is job satisfaction level along with level of comfort inside
employment (Cruess and et.al., 2015).For instance, continuous development within Travelodge
allows employees to gain/ enhance their skills and knowledge like communication that would
offers them a self-satisfaction and confidence.
Benefits to employers:
Skilled workforce: With the help of continuous development, supervisors of company
reduces the turnover ratio of employees by retaining skilled employees as employees will
become happy and satisfied by developing or improving knowledge and experience. It enables
business unit to further increase its quality among consumers that rise the profitability of
industry.
Determine professional expectations of employer related with skills and competencies.
In any company, employees of company desires so many expectation from their aspiring
managers with relevance to skills and competencies. In order to perform their allotted task in
effectual way. Therefore some of the prominent skills, competencies that are expected by staff
members of chosen company, are explored below in detailed:
Skills:
Communication skill: It is one of the most expected and required that each employees
wish to have in their managers. In context of Travelodge, the managers of company manage and
handle so many employees within firm as well as deal with multiples number of client on regular
basis with them also who have not familiar language such as English. Meanwhile they have to
provide right guidance to personnel, that is the key necessity of Travelodge Company (Cruess,
Cruess and Steinert, 2016).
Workforce management skills: In relevance to Travelodge Company, employee’s desires
this skills because, this will maintain positive and healthy relation among employees and that
gives them strengthen to perform well in effective manner. So this will become beneficial for
both employee and employer
Competencies:
Work ethics: A noticeable competencies that is desired by peoples of company from
managerial position is work ethics (Yuan and Mak, 2018). It tends to ethically handling all works
and holding up with consistency in aspects like punctuality, accountability, and respect besides

professionalism. This is because consumer always prefers those hospitality industry where they
can feel safe, secure and an ethical behaviour. Hence it become another key expectation of staff
from their supervisions within Travelodge Company.
TASK 2
Measure own skills, abilities and competencies
Addressing personal and professional development of my own, it is essential for me to
consider various competencies and skills (Cyrino, 2016). In current framework, evaluation and
measurement of my own competencies as well as skill are mentioned below:
Collaboration and cooperative: If I would speak about this skill, then I am that much
confident and effective in order to manage entire team. Additionally with the help of this skill I
am easily able to perform all task in effective manner in relation to deal with various difficult
problems. Along with this I am able to finish my project by taking and giving proper guidance to
individual who are under my supervision. Moreover if I would like to rate myself for this skill
then I will go for 8 rating out of 10 as I hold this skill in effective manner.
Willingness to learn and adopt: I am very eager to explore and learn something new
which makes me happy as well as increase my knowledge. Along with this it provides various
opportunity to play out of any difficult of complex task very easily and then build up the
confidence level to accept all challenging task without any fear. And if it comes to rating then I
will give myself 7 out of 10 as it required lots of examinations and time and where I am not
good.
Positive attitude: When it comes to attitude I possess positive as it is very crucial skill and
for this I would like to rate myself 8 rating from 10 star. This is because while handing or
conducting my confidence level and attitude will be pretty much positive that delivers high range
of success and proves me a fruitful assets for company.
In competencies some of the points need to be considered which are mentioned below:
Problem solving: In this I would go for 6 rating out of 10 rates and the reason behind this
increasing the betterment level of my own skills so that I could get a suitable position on the
basis of my personality and knowledge. And in an orginsation this is very crucial competencies
and this affects my overall performance from last few years. So I need to improve that for giving
my best.

Leadership: If I speak about this competencies. Then I will giving 7 from 10 to myself. It
is not considered as a god number when it comes to manage or lead a team in effective manner.
There it is important for me to learn about new skills related to leadership as well as to adapt
some theories too so that I will able to lead a team for the accomplishment of team goal. With
this I will increase and improve this competencies.
Consumer service : In an organisation the delivering of service plays an important role
for this it is important in employees to have proper knowledge about servicing then only they
will able to satisfied their consumer in context of hospitality industry. And at that point I’m food
enough in this, I can easily communicate with any one in effective manner and impress my
consumer with my skills so that in this I would like to rate my self 9out of 10 because sometime I
got impatience with some visitors.
Personal skill audit:
Learning Skills Target Proficiency Existing Proficiency
Skills:
Positive Attitude
Eagerness to learn
collaboration
10 8
10 7
9 8
Competencies
Problem Resolving
Leadership
Consumer service
Target Proficiency Existing Proficiency
10 6
10 7
10 9
Discuss the learning theories and models that is used for personal and professional development.
It has been found that there are various theories and models that is used by an individual
for the development at personal and professional level by gaining knowledge about speaker and
essential skills for converting all these theories into practice in order to get success and
development (Edwards, 2015). Hence the approaches that are useful for me and by that I can
improve my proficiencies and skills are discussed below:

Learning theories: It refers to those theories which enhancing the skills and capabilities
of an individual in order to perform the task efficiency and effectively. So there are various types
of learning theories that can be used by any individual and some of are as follows:
Constructivism: This theory is totally relies on supposition that learning is an active
process that can be undertaken by any individual on regular basis in their lives. In relevance to
this I can learn so many apps along with techniques for carry out work n machines and all these
are considers by investigation of my past experience and the culture or environment that I poses
around me.
Cognitivism: On the other side this theory relies on multiple of internal process which are
mentally presence and concentration on activities such as knowledge, problem solving concepts
and memories of a person (Gibbs, 2015). So with the help of this an individual can help itself for
enhancing the problem solving aptitude and gives me strength to take right decision instantly.
Execution of this theory aids me to become self-sufficient and effective for managing my
professionalism and personal life.
Learning approach:
VARK style: This approach is based on the those methods which permits an individual to
differentiate learning style on the basis of preferences and enable to ensure 5that which one is
best and suitable for them . hence tools like visual, audio , writing and reading as well as kinetics
can be used by myself for adopting this style as well as with the assistance of questionnaires’ that
sorts easier for me to learn accurately and effective.
Kolb’s learning cycle: This method includes few stages of learning in that the first step is
combatting new and effective experiences (Tinkler and et.al., 2018).Yuan and Mak, 2018.. Then
the next stage is observation where a learner can identified any uncertainties or inconsistency
that may arises conflicts in between experience and understanding that is needed for the next
stage. Moreover the last stage that is relevance with the development of conceptional framework
or in another terms development of altered ideas (Jackson, 2016). Before it summerises that
learning method could aid me in improving and experience of new things and learning on the
basis of my past experience.
From the above discussion about principles and learning approaches, my understanding
believes that constructionism theory and VARK learning approach would suit me most as a
director of the Travelodge Company. The reason for choosing these both learning styles and

approaches is that, these concepts will assist me to develop new skill sets and expertise based on
my previous experience and operative style of writing. It is very effective in raising my level of
competence in relation to my personality and playing the role of manager within selected firm.
So this will provide benefits to bot in order to accomplish the goal or objective.
TASK 3
Formulate development plan in order to increase the skills and competences within a specific
work context.
SKILLS CURRENT
PROFICIENCY
TARGETTED
PROFICIENCY
DEVELOPMENT
OPPORTUNITIE
S
RESOURCES TIME
Problem
Resolving 6 10
Such
knowledge will
be improved by
participating in
numerous
sessions that
could permit
myself to
advance various
abilities and
skills by
conducting
complex and
challenging
tasks on several
schedules.
To improve
such
capabilities
only resources
are needed is
means or
facilities that
are used only
to manage
things.
3 Months

TASK 4
Attempt a job interview for an appropriate service industry role.
General Manager plays a vital role in business unit where an individual who takes charges
for managing the roles and responsibilities in effective way. For this it has been found that
recruiting and individual for the position of general manager is not easy task (Jourdan and et.al.,
2016). For this is it the reasonability of senior authorities of Travelodge to set various criteria
related to working responsibilities so that they will able to assist and manage organisational for
attaining the goal of company. Besides that there are numerous kinds of working obligations for
this it has been found that an interview process is to be written before for a specific job role.
Below discussed is a structure that is formulated for the job role of general manger within
Travelodge.
INTERVIEW
Interviewee: “Good Morning, Sir.”
Interviewer: “Good Morning, Please have a seat!”
Interviewee: “Thank You so much, Sir!”
Interviewer: “Okay so, Shall we proceed the interview?”
Interviewee: “Yes sir, please!”
Interviewer: “Okay. So on the basis of your mind side what can be reflected as the most and
effective significant skill that a manager need possess in itself within service industry?”
Interviewee: “According to my viewpoint, Communication is one of the most crucial and
effective skill that a manager need to have in itself for carry out all function in effective
manner as it provides confidence to speak in public appropriate as well as if effective
communication skills is not presented in an individual then they can not be fit to supply
significant information!”
Interviewer: “Okay, so moving forward, my next question is if you are treating within an
miserable client then how will you succeed and handle the whole work along with workforce?”
Interviewee: “As per my opinion, The utter approach that is conducted by me is preferable
asking to the client about problem that they are facing with our administration. Moreover, I
would like to give them verification about their needs would surely considered and taken in
consideration, alright! Apart from this, I would like to move on in the direction of
determination the implicit driver related to issue and the solve the corresponding with

success.”
Interviewer: “Fine, a well answered, so a manager could effectively manage in order to
reached multiple scenarios that are vast in nature but also possible to attain?”
Interviewee: “Designation and Management both would be two detectable methodologies that
I would utilize at this point afterwards I would rapidly move forwards toward higher
executives of numerous offices and then disturb them related their authorities and suggest
them a clear path and set of action with relation to events. On the other hand, for this the
reason of executives, I would clutch intermittent inwards to assurance consistency in
functions!”
Interviewer: “Satisfactory , at last, I want to ask that how will you performs various actions
with related to solving a problem which is also carried out by the staff member or our own
firm but not in ethical manner then like how would you mange that situation on your behalf?”
Interviewee: “Initially sir, this is my duty to explore the entire situation and ask to all members
of company about problem, that what actually occurred when this problem arose. At the same
time, I would also cover and note down all content that I collected from him or her to
authorities!”
Interviewer: “Alright, thank you for approaching and comping as well as for sharing your time
with us, now you may leave.”
Interviewee: “Okay sir, Thank you so much and I am expecting to get a positive response from
your end and a real call soon!”
Review key strength and weakness of an applied interview process.
After taking interview it is impotent to analyse and evaluate the performance of
interviewee like that individual are meeting the set criteria or not. So when an interview process
comes to an end, then the role of interview start that hey identifies that weakness and strength of
interviewee (Losano, Fiorentini and Villarreal, 2018). Henceforth some of the weak points and
strength is observed by interviewer is mentioned
Strength
Precision: The needs and wants that is involve in this process is significantly along with
quick response on the basis of figures and answers. Additionally it has been found that it will not

leave any sort of degree, this is the best and suitable method of selecting right and appropriate
candidate by analysing communication skills and knowledge (Sherwood and O’Donnell, 2018)
Spontaneity: Apart from this, another strength has been analysed is spontaneity. In which
all data and information is examined related to question for gathering information. As well as it
has been stated that with the help of clarity genuine and accurate answer from interview, assist
manger to select best and most suitable candidate for vacant positions. So that the function and
operation of company will be performed in officious way in order to accomplish the goal of
company.
Weakness
Time consuming: The biggest weakness of this process is that it consumes lots of time
before conducing meeting and that hampers overall performance of interview. And after taking
interview it become very difficult to selected right candidate in small period so it take too much
time in hiring appropriate individual (Steinert, O’Sullivan and Irby, 2019).
Lengthy: Besides time consuming, another weakness of this process is that it is very lengthy
and consumer lots of time from both of the sides of interviewee and examiner.
CONCLUSION
From above discusses report it has been analysed that personal development along with
professional is very important for achieving success and growth in life and it got pretty much
clear from above that personal development plan will leads to keep enabling him or herself to
take actions on the basis of their own skills and knowledge . Apart from this, it is also assessed
that offering of appropriate opportunity gives motivation and encouragement to individual for
hitting their targets in effective manner within stipulated time period. In addition to this, it has
been also summarised that improvement in skills and competencies leads to an individual
towards betterment and success as it increasing experiences, capabilities and potential and with
the help of leadership style and approach it can be possible for a person to overcome their
lacking competencies. As well as manager of company will able to gain competitive advantage
within today’s rivalries related to the conditions.

REFERENCE
Books & Journal
Carrillo, C., Baguley, M. and Vilar, M., 2015. The influence of professional identity on teaching
practice: Experiences of four music educators. International Journal of Music
Education. 33(4). pp. 451-462.
Clarke, C., and et. al., 2015. Sustaining professional identity in practice following role-emerging
placements: Opportunities and challenges for occupational therapists. British Journal of
Occupational Therapy. 78(1). pp. 42-50.
Cruess, R. L., and et. al., 2015. A schematic representation of the professional identity formation
and socialization of medical students and residents: a guide for medical
educators. Academic Medicine. 90(6). pp. 718-725.
Cruess, R. L., Cruess, S. R. and Steinert, Y., 2016. Amending Miller’s pyramid to include
professional identity formation. Academic Medicine. 91(2). pp. 180-185.
Cyrino, M. C. D. C. T., 2016. Mathematics teachers’ professional identity development in
communities of practice: Reifications of proportional reasoning teaching. Bolema:
boletim de educação matemática. 30(54). pp. 165-187.
Edwards, J., 2015. Paths of professional development in music therapy: training, professional
identity and practice. Approaches: music therapy & special music education, 7(Special
Issue: music therapy in Europe: paths of professional development). pp. 44-53.
Gibbs, P. ed., 2015. Transdisciplinary professional learning and practice. Springer.
Jackson, D., 2016. Re-conceptualising graduate employability: The importance of pre-
professional identity. Higher Education Research & Development. 35(5). pp. 925-939.
Jourdan, D., and et. al., 2016. School health promotion and teacher professional identity. Health
Education.
Losano, L., Fiorentini, D. and Villarreal, M., 2018. The development of a mathematics teacher’s
professional identity during her first year teaching. Journal of Mathematics Teacher
Education, 21(3). pp. 287-315.
Sherwood, M. and O’Donnell, P., 2018. Once a journalist, always a journalist? Industry
restructure, job loss and professional identity. Journalism Studies. 19(7). pp. 1021-1038.
Steinert, Y., O’Sullivan, P. S. and Irby, D. M., 2019. Strengthening teachers’ professional
identities through faculty development. Academic Medicine. 94(7). pp.963-968.
Tinkler, L., and et.al., 2018. Professional identity and the Clinical Research Nurse: A qualitative
study exploring issues having an impact on participant recruitment in research. Journal
of advanced nursing, 74(2). pp. 318-328.
Yuan, R. and Mak, P., 2018. Reflective learning and identity construction in practice, discourse
and activity: Experiences of pre-service language teachers in Hong Kong. Teaching and
Teacher Education. 74. pp.205-214.