Professional Identity and Practice: Analysis of Radisson Blu

This report provides a comprehensive analysis of professional identity and practice, focusing on the context of Radisson Blu hotels. It begins with an introduction to professional identity and its importance, followed by an examination of the benefits of ongoing professional development for various stakeholders within an organization. The report then investigates employer expectations regarding skills and competencies, assesses the author's own abilities, skills, and competencies for a specific job role, and reviews a range of learning theories and approaches used for personal and professional development. A development plan is constructed to enhance chosen skills and competencies within a work context. The report concludes with a review of a job interview and its key strengths and weaknesses. The report covers topics such as interpersonal skills, time management, leadership, and decision-making, offering insights into the practical application of professional development principles within the hospitality industry.

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................3
P1 Examine the key benefits of ongoing professional development for different stakeholders
within a specific organisation.................................................................................................3
P2 Investigate professional employer expectations of skills and competencies within a specific
organisational context.............................................................................................................5
P3 Assess own abilities, skills and competences for a specific job role................................6
P4 Review a range of learning theories and approaches used for personal and professional
development processes...........................................................................................................8
P5 Construct a development plan to enhance chosen skills and competencies within a specific
work context...........................................................................................................................9
P6 Undertake a job interview for a suitable service industry role........................................11
P7 Review key strengths and weaknesses of an applied interview process.........................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Professional Identify basically deals with a set attitudes as well as understanding which
an individual might inherit in any to carry out professional work with efficiency. It is a type of
social identification which consists of roles, responsibilities, values as well as ethical standards
in order to be consistent and perform business related activities with perfectly. Moreover it has
be observed that desire for quality is basically associated with professional identification. This
report is based on Radisson Blu which is an international chain of full services resorts and hotels.
The hotel industry was founded in 1960 and operates its business activities worldwide. However,
the outcome of this report is based on several aspects (Armitage and Maddison, 2016). It
primarily will include importance as well as key benefits of professional development,
investigation of employer expectation with respect to skill and competencies. Furthermore the
report will be also cover abilities, skills which an individual might inherit for a specific job,
range of learning theories as well as approaches which can be used for personal as well as
professional development processes. Than a development plan will be formulated in order to
enhance competencies within a specific work. Lastly it will cover a job interview which shall be
conducted for suitable service industry as well as key strengths and weaknesses for applied
interview process.
P1 Examine the key benefits of ongoing professional development for different stakeholders
within a specific organisation
An ongoing professional development basically defines self-directed as well as structured
outcome which is focused on learning cycle and aims at maintaining improving performance of
professional practice. There are several benefits of ongoing professional and personal
development which helps in enhancement of career prospects. Some of the key benefits of
ongoing professional development are mentioned below:
 Boosts Earning Potential: ongoing professional training usually boasts up the potential
of the employees with work within an organisation more appropriately. Continuous
learning particularly helps in ups killing the employees at work and they become flexible
(Broadhead, 2017). In context to Radisson Blu the employees morale tends to show a
positive growth.

 Enhances Health: Ongoing professional development not only provides money oriented
benefits but it also helps in enhancing the health of an employees working within an
organization (Cruess, Cruess and Steinert, 2016). Furthermore staff at Radisson Blu
should be provided with ongoing professional development in order to enhance the way
of living.
 Create several opportunities: Another benefit of ongoing professional development that
it usually creates several opportunities. As far as a person's close to social life, having
more abilities and a more extensive information base can make social commitment
simpler as there are more themes open for discourse in gatherings or new social
circumstances. Therefore, through adoption of ongoing professional development
Radisson Blu can be enormously benefited.
 Enhances Collaboration: Ongoing professional development encourages collaboration
through continuous learning. Collaboration at workplace is particularly an important
aspect as it helps in enhancing several zones within an organisation. Furthermore,
through learning approach cultivation of positive cultural is created. Radisson Blu
productivity can be economically enhanced through collaboration.
 Gain a Competitive Edge: With adoption of ongoing professional development an
organisation is usually motivated to work productivity and face the existing competition
in the market with proper efficiency. This further helps an organisation in earning more
profit in long run. However, in context to Radisson Blu the company can extensively
faces competition and stay in the market forever.
 Increases overall productivity: Overall productivity of an organisation tends to increase
due to adoption of ongoing professional development provided to the employees.
Furthermore, if employees feel inspired and motivated at workplace they eventually work
with their full potential which results in enhances the overall productivity of an
organisation has a whole (Cyrino, 2016). In case of Radisson the company might
effectively implement on-going training in order to provide more productivity operations.
 Attract as well as Retain talent: Within an organisation attracting best candidates is not
an easy task therefore through adoption of ongoing professional training attracting as well
as retaining the employees becomes an easy task. With references to Radisson Blu the

company can be highly benefited through this professional development because new
employees are attracted.
Therefore, within an organisation ongoing professional development will highly enhance the
overall productivity. These activities adopted usually helps in achieving the desired business
objective within specified period of time more appropriately.
P2 Investigate professional employer expectations of skills and competencies within a specific
organisational context
There are several expectations which an employer or the owner of an organisation expects
from his employees. However, these desired expectations of employer should fulfil so as to attain
the business objective within the specified period of time. Therefore, the following are some
major skills which employees within an organisation much inherit.
Skills
 Interpersonal Skills: An employee must have set of abilities which enable him/her to
interact positively and work effectively with others. Furthermore, interpersonal skills
usually consist of communication, delegation of tasks, leadership skills, listening and
several other factors (Gleeson and et.al., 2015). Employees of Radisson Blu should have
interpersonal skill in order to effectively handle the business related issue appropriately.
 Flexibility: Employers usually want that their employees should ready adopt the changes
made within an organisation. They should be easily fit in the task and perform it perfectly
in order to attain the desired business objective to efficiency. Employees at Radisson Blu
shall be flexible so that they can perform the allocated task under any condition.
 Responsibility: Employees of an organisation should be reliable as well as responsible in
nature. This is a must have skill should that the desired task by an employee is
appropriately performed. Employees of Radisson Blu shall be reliable and responsible.
Competencies
 Functional Competencies: These competencies usually relate to functional areas within
an organisation which include knowledge of skills, practices which are required for
successfully accomplishment of specific task or job.
 Professional Competencies: professional competencies are those that allow an
organisation to achieve the desired success. Prime examples included under this are

business environment, professional standards, negotiation and several other such factors
(Han, 2017).
However, within an organisation it is the prime duty of the employer to look after the
skills as well as competencies of an employee in order improve them the required field with
proper efficiency.
P3 Assess own abilities, skills and competences for a specific job role
There various skills as well as competencies which an employee inherits in order to carry
out business related issues with efficiency. However, skill of an employee usually shows positive
impact on functioning of an organisation whereas competences usually have negative impact on
an organisation.
Skills Rate by Self Rate of Others Difference
Effective Communication 6 8 -2(Strength)
Time Management 5 9 -4(Strength)
Multi-Tasking 6 7 -1(Strength)
Teamwork 7 9 -2(Strength)
Leadership 9 6 3(Weakness)
Decision Making 8 7 1(Weakness)
Problem Solving Attitude 8 5 3(Weakness)
Strength:
 Effective Communication: This is one of the major skills which employees under
hospitality industry much have (Kearney, 2015). However, in context to Radission Blu
the employees are having great communication skills which motivate company’s
customers to visit them again and again.
 Time Management: This is also an important skill which is much under hospitality
industry. Employees at work have the ability to effectively manage their time according
to the requirement. With references to Radisson Blu the employees are primarily
responsible at managing and provide proper aid to customers within the assigned time
phase. This skill effectively helps the organisation is achieving the accomplished goals
with proper accuracy.

 Multi-Tasking: Under hospitality no day is same therefore, employees have to perform
variety of task in a day. However, to do this appropriately employees at work should be
multi-tasking in nature. In context to Radisson Blu employees are assigned with variety
of task which they have to perform within the specified time fame in order enhance
overall productivity of the respective organisation.
 Teamwork: Every job under hospitality sector requires team work. However, this
teamwork is the main reason due which an organisation achieves the desired business
objective. In case of Radisson Blu the company's workers work with proper coordination
in order to achieve desired business objective.
Weakness:
However there are some competences which an organisation faced and therefore steps
might be taken in order to avoid these and accomplish the desired business objectives with
efficiency. Some of the common competences are mentioned below:
 Leadership: Under this the manager of an organisation in some cases are not able to
perform at their optimum level whereas this attitude usually negativity impact the
hospitality industry (Lightfoot and Frost, 2015). Therefore, in context to Radisson Blu in
some cases the managers leadership skill impacts the overall functioning of an
organisation.
 Decision Making: If the decision within an organisation is not taken correctively then
also the overall functioning of an organisation is affected widely. However, in order to
avoid this an organisation's manager to take effectively decisions. With reference to
Radisson Blu the company might take several steps in order to make proper decision
regarding all business activities.
 Problem Solving Attitude: Managers within an organisation much inherit problem
solving attitude in order to effectively solve conflicts situation arising within an
organisation. Under Radisson Blu company's manager should effectively manage
conflict situation in order to achieve the desired objective.
Therefore, there some of the more competence which the managers of Radisson Blu shall
aim at implementing in order to effectively accomplish the desired business goals as well as
objectives within the specified period of time.

P4 Review a range of learning theories and approaches used for personal and professional
development processes
There are wide ranges of learning theories which are available for an individual which helps
in enhancing personal as well as professional development of the employees at workplace
(Marañón and Pera, 2015). These theories essentially help an organisation in appropriately
achieving the desired business objective within specified time phase. Therefore, some of most
common learning theories which Radisson Blu can implement within its business operation are
mentioned below in detail:
 Behaviour Approach of learning: This theory of learning basically emphasizes on
teaching appropriate behaviour to the employees through constant repetition of task and
the employees at work shall be provided with feedback in order to enhance their
productivity. However, positive feedback usually motivates them to work with proper
efficiency whereas negative feedback helps them in making immediate correction.
However, this approach for learning adopted by Radisson Blu would help the employees
in taking immediate response of the weaknesses.
 Social Learning Theory: This theory proposes that people usually learn from observing
others. However, observation directly as well as indirectly helps an individual in learning
new and innovative things. Furthermore, learning approach places a significant role in
order to learn through interpersonal interactions or through face to face communication
within a team (Mentis and et.al., 2016). Under Radisson Blu several new employees can
essentially learn new things from the level trained employees.
 Cognitive Learning Approach Theory: Cognitive learning theory is basically
concerned with the role that actively processes in learning opportunities and developing.
However, this theory learning can also be helpful for Radisson Blu employees in several
ways.
Therefore, there are several other learning theories which an organisation can adopt in
order to effectively perform their business related activities with proper accuracy. However,
before implementing a particular learning approach within an organisation proper evaluation
must be made in order to know the requirements of the company’s ultimate customers.

P5 Construct a development plan to enhance chosen skills and competencies within a specific
work context
Personal Developing plan usually aims at providing powerful as well as flexible way to
link employees professional as well as personal development. It is a written plan which is
generated to map out how an organisation can implement several strategies in order to carry out
business related activities effectively. Personal development basically begins with self awareness
(Morgannd and et.al., 2015). Through this an individual becomes perfectly aware about his exact
capabilities as well as the extent to which he/she can contribute for an organisation. Moreover, a
great opportunity for learning and self improvement is generated because of personal
development. Furthermore, Personal development usually seems separate from professional life
which could actually be a great way to achieve career goals. However, if an individual is
personally developed than this will ultimately result in achieving the desired career goals with
efficiency. Therefore, a professional development in context to Radisson Blu is mentioned
below:
Personal and Professional Development plan
Development
Objectives
Priority Activities to be
undertaken
Target Start
Date
Target
End Date
Criteria for
Success
Leadership High Several much
be taken by
Radisson Blu in
order to
improve the
leadership
skills of the
manager.
Because the
functioning
within an
organisation
usually
negativity
11/08/19 11/12/19 However, in
order to enhance
the leadership
skill within an
Radisson Blu
the company
estimated time
span of three
months.

impacted due to
leadership.
Problem
Solving
High Problem
solving within
hospitality
sector is much
in order to
effectively
carry out of the
business
activities of the
respective
company
(Noble and
et.al., 2015).
This can be
effectively
done through
adoption of
several
strategies.
01/09/19 01/03/20 Effective
implementation
of these
activities would
take a time of
eight months.
Within this time
period this
competences
might be
improved.
Decision
Making
High This is one of
the most
important and
essential factor
which impacts
the overall
development of
an organisation.
Therefore, in
01/01/19 01/09/19 In order to
improve the
decision making
within an
organisation it
will take around
eights months.
However, within
this period of

order to
effectively take
decision
regarding the
business
effective
attitude of
manager is
necessary.
time the
decision-making
of managers
would be
enhanced.
This development plan will effectively help Radisson Blu in enhancing their week points
and aim at overcoming them through implementation of several strategy. Furthermore, through
adoption of this professional development plan the overall productivity of an organisation tends
to show positive impact (Salifu and Agbenyega, 2016).
P6 Undertake a job interview for a suitable service industry role
Job Advertisement
Job Advertisement is process under which an organisation usually publishes there need of
hiring employees in order to fulfil vacant position.
Job Advertisement
1st August 2019
Dear All,
It is great to announce that currently Hotel Radisson Blu hiring employees for the post of
operation manager who have experience of 1 to 3 years in the specified field.
Candidate who find themselves fir for the respective can apply of the respective job by
sending their resume on company official email id: [e-mail]
Job Specification
This is written document which usually consists of physical, educational, emotions and
several skill for filling up the job requirements.

Job Title Operation Manager
Report to Manager of Radisson Blu The role of the operation
manager would be to look after all the operation related
activities in order properly coordinate within the
respective organisation.
Roles & Responsibilities Masters in Hotel Management Degree.
Qualification
Title of the job Operation
Manager
Date: 19/07/2019
Qualification
required
Essential Desirable Met
Diploma in
management and
management of
hotels
Masters in Hotel
Industry
Proper
communication
Yes
Yes
Yes
Experience
required