Professional Identity and Practice Report - Module Assignment

This report examines professional identity and practice, focusing on the context of the Thomas Cook travel company. It explores the key benefits of ongoing professional development for stakeholders, analyzes employer expectations regarding skills and competencies, and assesses the author's own skills and abilities for a general manager role. The report also covers various learning theories and approaches used for personal and professional development, constructs a development plan to enhance skills within an organization, and reviews a simulated job interview process. The analysis includes a SWOT analysis, a skills audit, and a review of different learning approaches to improve employee performance and achieve organizational goals. The report provides a comprehensive overview of professional development strategies and their practical application within a business setting.

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Key benefits of ongoing professional development for different stakeholders.....................1
P2 Analyze professional employers expectations regarding their skills and competencies in
the context of an organization.....................................................................................................2
TASK 2............................................................................................................................................3
P3 Assessment of own skills, abilities and competences for a specific job role.........................3
P4 Range of learning theories and approaches used for personal and professional development
.....................................................................................................................................................5
TASK 3............................................................................................................................................6
P5 Construction of development plan to enhance skills and competencies within the
organisation.................................................................................................................................6
TASK 4............................................................................................................................................7
P6 Job interview for a suitable service industry role..................................................................7
P7 Reviewing key strengths and weaknesses of applied interview process...............................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Professional identity is developed by individuals for themselves with the help of their
belief, values, motive, experience and attitudes (Avraamidou, 2014). It helps them to describe
themselves at professional level through present their skills in front of others. In the context to
carrier goals it is essential for the individuals to increase professional qualities. To understand
the concept of the report selected organisation is Thomas cook which is one largest travel
company and established in London, UK. In this assignment covers several topics like key
benefits of ongoing professional development regarding to stakeholders, determination of
professional employer regarding to organisation. Apart from the report evaluation of skills,
abilities for specific job role and used theories and approaches for professional development
processes. Additionally, Develop plan for skills and competencies and review key strengths and
weakness for the process of interview.
TASK 1
P1 Key benefits of ongoing professional development for different stakeholders
Organization Overview – Thomas Cook Group Plc is a British global travel company
which was founded in 19 June 2007 by the merger of Thomas Cook AG. The company has been
listed into London Stock exchange and the Frankfurt stock exchange. It can provided travel
services to customers and conduct operations into two divisions, tour operator and Thomas cook
group Airline. The new group of the company become the second largest travel company in
Europe and the UK (Thomas cook group plc. 2019.).
Key Benefits of on professional Development
On going professional development is the process where includes maintain and modify
the knowledge, skills and experience which is connected to professional activities and following
completion of formal training. It can help to record that what actually individual learn with the
help of development process.
Professional development consider as learning process in which an individual can focus
on their skills and abilities for improves as per the professional level. These are improving by
attending seminars and completing course. With the help of development arrange for ongoing
professional development and intensify the individual skills, knowledge, experience etc.
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Benefits to Employer – According to ongoing professional development employers gets
various benefits. All of them for the Thomas cook are as follows - Helpful in succession planning – Succession planning consider as technique to
acknowledge and germinate new managers at the place of old manager at the time of
retirement. The professional development can help to improve availability of capable
along with experience of employees for unoccupied or blank job positions. It is essential
for reduce wastage of time and recognize to right people as per the their skills and
abilities in Thomas cook plc (Bainbridge, 2016) .
 Skilled workforce - With the help of professional development employees can improve
their skills as per requirement of an organization. These skilled workforce can work
accordingly business and help to achieve their objectives. In Thomas Cook focus on their
employees and analysis their performance according to their task. The ongoing
professional development help to improve skills to those employees who can not tackle
travelers in effective manner.
Benefits to the employees – In reference to staff members of Thomas cook can achieve
several benefits these are - Personal Satisfaction – It is essential to every employee satisfy with their work and
provide their services in effective manner. It will help to intensify their skills regarding to
performance. Through ongoing professional development know about mentality of
employees and on the time sort out with majority. This development useful for Thomas
Cooks because after satisfaction they can provide their best and satisfy to customers.
 Increased Employability – The ongoing professional development can help to increase
employability where employee become loyal. Through effective skills and capabilities
they can fulfill the requirement so Thomas Cook easily get their goals and objectives. For
the good performance of employee provide rewards. As a result it will increase the
productivity as well as profitability of company. Through on going professional
development help to make employee loyal regarding to organization (Farrell, 2016) .
P2 Analyze professional employers expectations regarding their skills and competencies in the
context of an organization
In the Thomas cook travel company, an employer needed to different types of skills
according to their job role. Each employer wants to skilled workforce for their company which
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can perform individual way in front of customers and influence them by their skills as well as it
can help to accomplish their goals and objectives.
Personal presentation and appearance – In Thomas cook, employers can set standards
for all employees such as professional dress code and compulsory their appearance in reference
to present professional level of company. It will be helpful for customers and interact with then
generally. It bring out seriousness to present their job and fulfil the responsibility of job role
(Gibson, 2016).
Working responsibly and ethically – These type of skills connected to specific tasks
where work done by employee in an ethical manner. Due to completion of these tasks need to
required skills and capabilities in the employees. In the absence of these skills they can not
perform properly and ethically regarding to their work. In the Thomas Cook group plc an general
manager can complete their work with full responsibility as well as in ethical manner.
Expected skills at work place – All the staff members expect several skills from
employees like hard and soft skills. All such type of qualities are as follows - Soft skills – It is considering as basic requirement of a job role which is important for
each employees. There are including different types of soft skills like communication,
delegation and networking for the major requirement of each employees. It is anticipated
by employers and provide help to workforce to fulfil the need of workforce.
 Hard skills – It is called as technical skills which can rapidly change as per the role of
job. There are including various hard skills like foreign language, maths, statistics
analysis, cooking etc. For example in Thomas cook handle to different types of customers
so there is need to understand their language and work as per the guidance to staff
members.
All the above soft skills and hard skills defined that it is important for employers regarding to
their employees which can help to give productive work.
TASK 2
P3 Assessment of own skills, abilities and competences for a specific job role
It is very important to examine their skills, competencies and abilities. Due to this an
individual efficiently analysis himself and know about their strength and weakness (Goodrich,
Hrovat and Luke, 2014). There are defined different types of techniques in order to self
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assessment through technical and soft skill audit, personal Swot analysis etc. Here in, the aspect
of general manager, it is important to do self analysis which is mentioned below:
Personal Swot Analysis – It is defined about the personality of the particular person and
analysing own strength, weakness, opportunity and threat. Here are defined personal SWOT
analysis - Strength – The particular term related to positive element where an individual defined
about the their strength as a role of general manager. My strength is that I have good
presentation skill as well as management skills. Weakness – It can show negativity and became barrier to growth of any person. This is
connected to the negative element in an employer. To achieve growth in effective manner
there is need to overcome from these issues. As a role of general manager my weakness
that communication skills, lack of confidence skills and problem solving skills. Opportunity – It indicate about the positive possibility of growth in future. I have
opportunity to develop myself and learn different types of language and easily interact
with customers.
 Threat – It is related to the negative issues which can play important role in the progress
of an individual. As per the general manager need to satisfy to customer by providing
good accommodation services (Kensington-Miller, Renc-Roe and Morón-García, 2015).
Technical and soft skill audit – The particular skills related to soft and technical skill in
order to analysis himself. As a role of general manager have technical skills as well as soft skill
to implement plan for the growth of business in proper manner. Though I have some technical
skills like language skills and knowledge of management theories. I have also some soft skills
like presentation skills, good nature and initiative person. Additionally, I have not some essential
skills like communication skills, good confidence and problem solving skill.
S.NO. Skill Good Average Bad
1 Managerial skills ✔
2 Presentation skills ✔
3 Interpersonal skills ✔
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4 Communication skills ✔
5 Time management skills ✔
6 Problem solving skills ✔
7 Creativity ✔
8 Confidence ✔
9 Delegation ✔
P4 Range of learning theories and approaches used for personal and professional development
There are defined different types of learning theories and approaches in order to
development of the employees through rising its skills and capabilities. There are described some
learning theories and approaches are mentioned below which can follow by Thomas cook travel
company -
Learning approaches & theory - There are defined about the three basic learning
approach and theory in order to sort out problems of employees regarding to learning process -
Cognitive Approach – According to this approach define about the psychology of
individual person. It is mainly considering the study of mind and process of perception of an
individual person. In the context to Thomas cook travel company wants to reduce stress of their
employee regarding to work load so they can provide training according to their mentality
(Korhonenand Törmä, 2016).
Humanist Approach - There are including experience of individual basis where defined
about the negative elements and stress of each employee who work in an organisation. In
different words, help to identify level of stress of each staff members then sort out it in effective
manner. In reference to Thomas cook travel company adopt this approach to deduct level of
stress on the basis of their work load.
Behaviourist Approach – The particular approach connected to employees which can
provide solution of different issues and problems. In the general terms, it is connected to the
result of learners towards the stimulus. The advantage of this approach that to making effect able
to the staff members to resolve their problems as soon as possible. In the reference to Thomas
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cook travel company apply this approach to intensify the abilities of employees in order to sort
out conflicts.
Social learning theory – Such as theory related to learning process as well as social
behaviours where need to focus on various activities relating to business. It will define learning
as a cognitive approach in the context to social things. The particular theory applied by Thomas
Cook travel company in order to provide help to learn new skills and experience to focus on
manager and maintain with critical circumstances or conditions.
TASK 3
P5 Construction of development plan to enhance skills and competencies within the organisation
Development plan – It is technique which can help to acquire growth through solving
several issues in reference to spread out business to conduct various business operations of
Thomas group travel company. The particular plan develop by manager to increase their skills in
specific areas (Lewis, 2014). The manager of Thomas Cook travel company provide different
types of training to employees through development programmes so its workforce for resolving
issues and conflicts by applying skills and competencies. Therefore, develop a development plan
in order to use SMART target approach which is described below -
Current skills
and
competencies
Professional development
plan (Using SMART
target)
Evaluation of
progress
Evaluation of
effectiveness of
personal
development plan
Problem
Solving skill
It will take as a challenge
and try to improve within 3
months
To improve particular
skill face different
types of situation which
can occur in
organisation. So I will
record these issues and
understand how to
effectively handle in
short time period of
time.
To improve particular
skill I will take help of
my senior and
understand from their
experience which is
beneficial for Thomas
Cook. Additionally it
will help to address
upcoming problems.
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Communication
Skills
To communicate with other
country customer I will
improve my skill with in 6
months.
To improve particular
skill I will consult with
my senior and take
training to easily
connect with
customers.
The main purpose of
particular skill to
attract customer and
influence to travel
with our company.
Time
management
skill
It is considering as crucial
problem which is related to
management skills. To
manage business activities I
will improve particular skill
within 12 months (Wosket,
2016).
For improve it I will
take various tasks and
it will improve on the
schedule time basis. It
is important factor to
conduct various
business operations and
help to industry to
achieve goals.
Every organisation
wants to done task in
the particular period
of time and it will help
to conduct future
activities in effective
manner.
TASK 4
P6 Job interview for a suitable service industry role
Interview – It is process where occur formal communication in between two parties
regarding to specific job role. There are interviewer can ask questions and interviewee given
answers. The interviewer ask questions related to basic concepts and regarding to job role on the
basis of their academics. The experience and other things can help to know more about the
interviewee and their mentality (McMillan, McConnell and O’Sullivan, 2016) .
There are categorised interview processes in two parts which is conducted by HR
manager and it will be formal and informal. Basically it is depended on the job role, which is
discussed below -
Formal Interview – In this type of interview process consist of face to face meeting in
between interviewee and interviewer. There are already set structure as per the requirement and
ask same questions to each candidate. In the interview process include about 5 to 10 questions
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where time and date already scheduled. At the end of the process it is totally depend on the
interviewer to choice the applicant or not.
Informal interview – It is considering as general and casual sitting interview which is
conducted by HR at any place where both parties having coffee or breakfast. It is wholly
opposite to the formal interview due to it is not set in any structure. The interviewer any time call
for interview because there is not set particular date and time. There is also not set any fix
question for asking.
Therefore is the conduct interview process for the role of hospitality manager in the
Thomas Cook travel company (Tod, Hutter and Eubank, 2017). The interview done in formal
way where consist of some set questions which is asked by the interviewer and it will be
demonstrate below -
Formal interview process for the post of “Hospitality Manager”
1.
Interviewer - Tell me about yourself?
Interviewee - I am Margreata from Manchester and I have done my diploma degree in hotel
management. Along with this, I have completed my graduation in commerce stream from
Harvard University.
2.
Interviewer - Do you have any job experience?
Interviewee - No, I don't have any job experience I am totally fresher.
3.
Interviewer - Why you want this job as a “Hospitality Manager” ?
Interviewee – I want to get success in short time which can achieve in the particular field and
learn different things after entering in the field.
4.
Interviewer- Why should I hire you?
Interviewee- You should hire me because of my strength as well as skills which proceeding as
per your requirement and capabilities.
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P7 Reviewing key strengths and weaknesses of applied interview process
Interview process consist of different types of activities which have their strength and
weakness and it will help the individual to achieve some experience -
Strength of the interview process
Interview process can provide experience and gain advantage in other interview so it will
become key of success (Trent, 2016). It can help to improve skills as well as knowledge in
specific profession. The advantage of spread out to confidence level which can help to give
answers to all questions in impressed manner. It will provide priceless experience as the
interviewer was patiently listening my answers. The the interview process interviewer provide
me feedback about my performance which can help to analysis me and on the behalf of
suggestion increase my skills in effective manner.
Weakness of the interview process
Interview process have some weakness because in formal interview process set structure
of questions which can provide help to other candidates who will go after some candidates. It
will take much more time, money as well as efforts. With the help of set questions other
employees aware about the specific answer as per the need of interviewer. Most of the times it
happen that, applicants that closely to manager where they select particular person which can not
right person as per to job role (Vorkapić, Vujičić and Čepić, 2016).
CONCLUSION
From the above report it has been concluded that professional identity and practices helps
the company to develop their company and get progress with the help of ongoing professional
development. The the development provide various advantage to employee as well as employer
regarding to their skills at work place. To increase their skills provide training time to time and
help to reduce their stress regarding to workload. It will help to develop personally and
professionally way and achieve their organisational goals and objectives. There are taking help
learning theory and learning approach to intensify its skills to observe their manager. There are
produce development plan to reduce their weakness and overcome in particular period of time. In
addition, job interview process have their own strength and weakness which is needed to know.
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REFERENCES
Books and Journals
Avraamidou, L., 2014. Studying science teacher identity: Current insights and future research
directions. Studies in Science Education. 50(2). pp.145-179.
Bainbridge, A., 2016. On Becoming an Education Professional: A Psychosocial Exploration of
Developing an Education Professional Practice. Springer.
Farrell, T. S., 2016. Anniversary article: The practices of encouraging TESOL teachers to
engage in reflective practice: An appraisal of recent research contributions. Language
Teaching Research. 20(2). pp.223-247.
Gibson, D. M., 2016. Growing leaders: The parallels of professional identity and leadership
identity development in counselors. Journal of Counselor leadership and Advocacy.
3(1). pp.31-40.
Goodrich, K. M., Hrovat, A. and Luke, M., 2014. Professional identity, practice, and
development of Kenyan teacher-counsellors: An ethnography. Journal of Counselor
Leadership and Advocacy. 1(1). pp.44-66.
Kensington-Miller, B., Renc-Roe, J. and Morón-García, S., 2015. The chameleon on a tartan
rug: Adaptations of three academic developers’ professional identities. International
Journal for Academic Development. 20(3). pp.279-290.
Korhonen, V. and Törmä, S., 2016. Engagement with a teaching career–how a group of Finnish
university teachers experience teacher identity and professional growth. Journal of
Further and Higher Education. 40(1). pp.65-82.
Lewis, K., 2014. Constructions of professional identity in a dynamic higher education
sector. Perspectives: Policy and Practice in Higher Education. 18(2). pp.43-50.
McMillan, D. J., McConnell, B. and O’Sullivan, H., 2016. Continuing professional
development–why bother? Perceptions and motivations of teachers in
Ireland. Professional development in education. 42(1). pp.150-167.
Tod, D., Hutter, R. V. and Eubank, M., 2017. Professional development for sport psychology
practice. Current opinion in psychology. 16. pp.134-137.
Trent, J., 2016. Constructing professional identities in shadow education: Perspectives of private
supplementary educators in Hong Kong. Educational Research for Policy and Practice.
15(2). pp.115-130.
Vorkapić, S. T., Vujičić, L. and Čepić, R., 2016. Preschool teacher identity. In Professional
Development and Workplace Learning: Concepts, Methodologies, Tools, and
Applications(pp. 1914-1942). IGI Global.
Wosket, V., 2016. The therapeutic use of self: Counselling practice, research and supervision.
Routledge.
Online
Thomas cook group plc. 2019. [Online]. Available through:
<https://www.bloomberg.com/research/stocks/private/snapshot.asp?privcapId=4515244>
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