Professional Identity and Practices in Radisson Hotel Group

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PROFESSIONAL IDENTITY AND PRACTICES
RADISSON HOTEL GROUP

Table of Contents
INTRODUCTION........................................................................................................................3
OVERVIEW OF ORGANIZATION................................................................................................4
SELF- ASSESSMENT (LO1 & LO2)...............................................................................................5
LO1....................................................................................................................................... 5
BENEFITS OF ON-GOING PROFESSIONAL AND PERSONAL DEVELOPMENT AND HOW IT
ENHANCES THE CAREER PROSPECTS................................................................................5
SKILLS AND COMPETENCIES REQUIRED BY EMPLOYER FOR THE ROLE OF HOTEL
SUPERVISOR IN THE RADISSON HOTELS...........................................................................6
IMPORTANCE OF ON-GOING PROFESSIONAL DEVELOPMENT AND THE ASSOCIATED
PROFESSIONAL SKILLS IN RADISSON HOTELS...................................................................6
LO2....................................................................................................................................... 8
CRITICAL EVALUATION OF OWN ABILITIES, SKILLS AND COMPETENCIES FOR JOB ROLE
OF HOTEL SUPERVISOR WITH USING TWO SELF-EVALUATION MODELS TO UNDERTAKE
AN AUDIT OF PERSONAL HARD AND SOFT SKILLS............................................................8
REVIEWING THE RANGE OF DIFFERENT LEARNING THEORIES AND APPROACHES FOR
PERSONAL AND PROFESSIONAL DEVELOPMENT..............................................................9
CONSIDERATION OF THE BEST DEVELOPMENT APPROACHES TO ENHANCE YOUR OWN
PROFESSIONAL AND PERSONAL DEVELOPMENT............................................................11
PROFESSIONAL DEVELOPMENT PLAN....................................................................................12
LO3..................................................................................................................................... 12
INDIVIDUAL ROLE PLAY AND REFLECTION..............................................................................15
LO4..................................................................................................................................... 15
UNDERTAKE A JOB INTERVIEW PROCESS FOR HOTEL SUPERVISOR ROLE......................15
KEY STRENGTHS AND WEAKNESSES OF AN APPLIED INTERVIEW PROCESS....................16
EVALUATING THE JOB INTERVIEW PROCESS ASSESSING CHALLENGES AND
RECOMMENDATIONS.....................................................................................................16
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CONCLUSION.......................................................................................................................... 18
REFERENCES........................................................................................................................... 19
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INTRODUCTION
In the current competitive world, the development of competitive skills and abilities within
oneself is become very important to gain higher success in a professional career. Therefore,
every individual is required to continue developing their personal as well as professional
competencies to survive and succeed. In the context of the ‘Radisson hotels’ this assignment
report will cover the essential aspects that could support in developing personal skills and
competencies of an individual. It will discuss the importance of on-going professional
development and self-directed learning for enhancing professional identity and career
opportunities. The personal skills and competencies and different learning approaches will
be assessed to design an effective professional development plan for achieving higher
success in the desired areas or job. Moreover, the range of service industry and transferable
skills will also be determined for the job role of hotel supervisor in the “Radisson hotels”.
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OVERVIEW OF ORGANIZATION
Radisson is an international hotel chain of Radisson hotel group that owns full-service hotels
and resorts in the different areas of the world including Europe, Asia and Africa. The brand
was established in 1960 and headquartered in Minnesota, the U.S. The company has around
1,100 hotels that are located across the world. Radisson hotel is a leading hospitality
company that owns seven unique hotel brands including Radisson Collection, Radisson Blu,
Radisson, Radisson RED, park plaza, park inn by Radisson and country inn & suites by
Radisson (Radisson Hotel group, 2019). The brand offers award-winning and exceptional
hotel experiences with an essence of its strong Scandinavian heritage.
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SELF- ASSESSMENT (LO1 & LO2)
LO1
BENEFITS OF ON-GOING PROFESSIONAL AND PERSONAL DEVELOPMENT AND
HOW IT ENHANCES THE CAREER PROSPECTS
On-going professional development becomes obligatory for practising professionals in the
current competitive business scenario. It enables individuals to continuously improve and
develop their professional competencies (Dochy, et al., 2012). In Radisson hotels,
continuous professional development supports employees to consistently work on
improving their professional as well as personal skills and stay up-to-date with the rapidly
changing work system in the hospitality industry. The on-going professional development
could support Radisson hotels to keep a track of their own abilities and document the
required skills, knowledge and information to develop and design an effective training and
development system for developing required skills and competencies within the employees.
The benefits of on-going professional and personal development to an employer are:
 Increase retention rate: the company establish an effective relationship with the
employees by showing care and support to the personal and professional
development of employees (Kaplan Financial education, 2018). This will generate
loyalty and trust among the employees.
 Succession planning: it also enables the company to develop essential skills within
the employees and prepare them for the higher job roles in future.
 Build confidence and credibility: the employee feels a higher sense of credibility
towards the company if the company makes efforts for the growth and development
of the employees (Kaplan Financial education, 2018).
The benefits of on-going professional and personal development to the employee are:
 Improves work efficiency: through on-going professional development, employees
gain an opportunity to learn new things and improve their work efficiency.
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 Reenergizes staff: it also motivates the employees through breaking everyday
monotony of work. It enables staff members to stay creative and seek new skills
(Kaplan Financial education, 2018).
 Keeps employees informed and up-to-date: with on-going professional
development, the employees could remain up-do-date with the changes and
developments in the technology and system and remain competitive to retain their
place in the organisation.
SKILLS AND COMPETENCIES REQUIRED BY EMPLOYER FOR THE ROLE OF HOTEL
SUPERVISOR IN THE RADISSON HOTELS
Skills and competencies are essential for successful professional development. Having skilled
and competent employees enables the company to provide better customer services,
improved team interactions, strong relationship and increased organizational efficiencies
(Jackson, 2010). The major job role of a hotel supervisor is to lead the hotel staff for
efficiently managing hotel operations and providing excellent customer services. Thus, in
order to perform his duty effectively, a hotel supervisor must possess the following skills
and competencies;
 Communication skills: it is essentially required to direct the hotel staff, respond to
the mangers direction and effectively interact with the customers.
 Time management skills: it is the crucial requirement in the hotels as hotel
operations are based on time and schedule with strict check-ins and outs as well as
also involves 24hrs services and management of staff (Rachel, 2018).
 Personnel management skills: all the staff members are work under hotel supervisor
and thus the supervisor must possess proper leadership abilities to direct and
motivate employees.
 Problem-solving skills: problem-solving skills are very important to manage the
workforce and increase productivity.
 Technical knowledge: in the era of technology and internet, it is important to have
the technical knowledge to operate computer software (Kloosterman, 2013).
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IMPORTANCE OF ON-GOING PROFESSIONAL DEVELOPMENT AND THE
ASSOCIATED PROFESSIONAL SKILLS IN RADISSON HOTELS
The on-going professional development ensures that an individual remains competent in
their respective profession. It is the personal responsibility of individuals to continuously
increase their knowledge base and skills to effectively deliver what is expected from them. It
enables the employees to comply with the skills and competencies required by the
employers (Zepeda, 2013). A systematically formulated and structured professional
development plan delivers great benefits to the personnel as well as their employers. The
on-going professional development plan enables individuals to develop the required
professional skills for the desired job role. The associated professional skills are very
important as it enables the employees to perform their duties and responsibilities
effectively within the organization. The key importance of continuous professional
development are;
 It supports in keeping pace with the current industry standards as well as
competitors.
 It supports maintaining and enhancing skills and knowledge to deliver professional
services (Kloosterman, 2013)
 It enables to keep up-to-date knowledge and become aware of changing trends
 It supports in building public confidence.
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LO2
CRITICAL EVALUATION OF OWN ABILITIES, SKILLS AND COMPETENCIES FOR JOB
ROLE OF HOTEL SUPERVISOR WITH USING TWO SELF-EVALUATION MODELS TO
UNDERTAKE AN AUDIT OF PERSONAL HARD AND SOFT SKILLS
Having a proper idea of the personal skills and competencies enables an individual to
determine his competency level in the current dynamic work scenario. A proper idea about
the personal abilities, knowledge, skills, and competencies support individual to effectively
market them for the desired job role and make realistic career decisions (Bolton, 2010).
For analysing my personal skills and abilities for a job role of hotel supervisor, I am using two
self-evaluation models; personal SWOT analysis and Johari window model (Saxena, 2015).
By using these models, I can effectively audit my personal abilities and skills.
Self-assessment through Johari window
1. KNOWN BY SELF (Open area) 2. UNKNOWN BY SELF (Blind Area)
My key strengths are good interpersonal
skills, extrovert nature, politeness,
trustworthiness, critical thinking abilities
and honesty.
However, I lag back in punctuality; I have
time management issues, short-
temperateness and weak technical
knowledge.
I possess certain positive and negative
characteristics that I was not aware at
first.
Such as I have weak emotional stability, as
and fear of public speaking. As well as I
have also come to know that I am a good
motivator and influencer, as well as my
loyalty, is my core strength.
3. SELF-DISCLOSURE (hidden area) 4. SHARED DISCOVERY (unknown area)
I have certain interests and hobbies that I
did not share with a lot of people.
I like writing songs, dancing and sketching.
The one thing that I don't like about myself
is being judgemental at times.
Through the past experiences of
graduation and internship, I have
discovered that I have good problem-
solving and conflict management abilities.
Self-assessment through personal SWOT analysis
Strengths Weaknesses
 Good interpersonal skills
 Critical thinking abilities
 Polite and honest nature
 Loyal nature
 Creative thinking
 Bad time-management abilities
 Short-temperedness
 Weak technical knowledge
 Judgmental attitude
 Weak emotional stability
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 Good problem-solving and conflict
management
Opportunity Threats
 Growth and promotion opportunity
in the company
 Technical developments
 Continuous development
opportunities
 Increasing competition
 Rapid technology change
REVIEWING THE RANGE OF DIFFERENT LEARNING THEORIES AND APPROACHES
FOR PERSONAL AND PROFESSIONAL DEVELOPMENT
Along with the awareness about the personal skills, strengths and weaknesses, it is
important to focus on learning and developing personal skills to comply with the changing
standards and requirements of the industry. Learning is crucial for developing personal and
professional competence. I can use self-managed learning to learn new skills and
competencies to comply with the requirements of the employers. The key theories and
approaches of self-managed learning are;
BEHAVIOURISM:
Skinner's operant conditioning theory effectively describes behaviourism learning. The
theory explains that the behaviour of learner can be controlled by the external stimuli and
learning can be reflected through the change in individual behaviour (Thompson, 2012). The
theory emphasizes on rewards and punishments for developing the desired behaviour
within an individual.
COGNITIVISM:
This theory proposes that mental activities like memory, motivation, thinking and reflection
results in learning. This theory emphasizes on the process of transmission of information
between two or more persons and mostly focuses on the process of learning rather than the
outcomes.
CONSTRUCTIVISM:
This theory involves the building of conceptual structures through abstraction and
reflections and also requires self-regulation (Thompson, 2012). It involves an active role of
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learners to develop or construct own understanding rather than receiving it from others.
According to this theory, learning takes place through the process of personal observation,
information processing and interpretation.
EXPERIENTIALISM:
Experientialist learning involves learning through experiences. The concept of
experimentalism learning is clearly demonstrated in Kolb's reflective model (Kolb, 2014).
The Kolb’s learning cycle involves the following four stages;
Figure 1: Kolb’s experimental learning cycle
[Source: Kolb, 2014]
 Concrete learning: here new experiences are encountered and concrete learning
takes place with the new incident.
 Reflective observation: at this stage, reflections are made from the new experiences
and understandings.
 Abstract conceptualization: by analysing the new experiences and learning, the new
knowledge, information or learning takes place (Kolb, 2014).
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 Active experimentation: this involves the implementation of the learned knowledge
or skills in the practical world.
CONSIDERATION OF THE BEST DEVELOPMENT APPROACHES TO ENHANCE YOUR
OWN PROFESSIONAL AND PERSONAL DEVELOPMENT
By applying the self-evaluation models of Johari window and personal SWOT analysis, I have
gained a clear understanding of my personal abilities and skills that would have supported
me in developing required essential skills to comply with the desired job role of hotel
supervisor in Radisson hotel. The self-assessment has provided a clear understanding of own
skills and competencies and in order to develop my personal competitiveness, I can use the
experientialism approach effectively (Holmes and O’Neill, 2012).
The approach of experientialism would be more suitable and sophisticated than pure
constructivism or behaviourism as it draws personal experience of the learner. It
emphasises on reflecting on the personal experiences and developing new knowledge along
with the way the new knowledge could be applied in real work and life (Holmes and O’Neill,
2012).
While evaluating the personal skills and competencies, I have identified that I have good
analytical and problem-solving abilities and thus, by applying these abilities I can effective
apply Kolb’s experiential model of learning to gain insights into my personal and
professional competencies and develop a comprehensive continuous development plan to
achieve higher success in my further career.
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