Professional Identity and Practice Report: HND Hospitality Management

This report delves into the realm of professional identity and practice within the hospitality industry, using Marriott International as a case study. It begins by defining professional identity and highlighting the advantages of executive growth for stakeholders. The report then explores the organizational-level expertise and capabilities expected by Marriott, analyzing the essential skills and competencies required for various roles. Furthermore, it examines the capabilities, potential, and expertise needed for specific job roles, like those in the service industry, and discusses the importance of empathy, teamwork, and problem-solving. The report also reviews theories used for personal and professional development, including behaviorism, cognitivism, and humanism. It concludes by presenting a development plan to enhance chosen skills and competencies within a specific work context, along with guidance on preparing for a job interview in the service industry. The report provides a comprehensive overview of professional growth within the hospitality sector.

Professional Identity
And Practice
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Table of Contents
INTRODUCTION...........................................................................................................................3
P1 Explain about the advantages of executive growth for the stakeholders in a particular
company......................................................................................................................................3
P2 Describe about the organisational level expected expertise and capabilities required in a
specified company.......................................................................................................................4
P3 Describe about the own capabilities, potential and expertise necessary for a particular job......5
P4 Describe about the thesis and ways used for personal and executive growth
processes.....................................................................................................................................6
P5 Create a development plan to enhance chosen skills and competencies within a specific
work context................................................................................................................................7
P6 Gear a job interview for a comfortable service industry role................................................8
P7 Evaluate the powers and frailty of an applied interview process...........................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
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INTRODUCTION
Professional identity can be defined as it is the kind of identity which has been developed by
varied kinds of skills, knowledge, confidence level, to the point and proactive nature has been
build up in an individual. This kind of perfect personality has been achieved by the years of
practice and dedication towards work.(Baid, H. and Hargreaves, J., 2015). In this report analysis
has been done on the professional development of the chosen organisation and also about the
professional skills required in the organisational context. Research has also been done on the
abilities, competencies required for a specific job role and also about the theories used for
personal and professional development. The chosen company is Marriott International which is a
very big brand. It is the most powerful portfolio within the industry. The company was founded
by J.Williard and Alice Mariott. People are experiencing and expanding their world through their
thirty brands and seven thousand plus properties.
P1 Explain about the advantages of executive growth for the stakeholders in a particular
company
Continuous professional development refers to the term which describes the learning
activities in which professionals are engaged in developing and enhancing their skills. It is
consist of different kinds of activities which includes training workshops, conferences and
events, techniques and sharing of ideas, e-learning programs which is all focused on the
individual development and effective professional development. It allows the individual to re-
skill and up-skill regardless of occupation, age or educational level. (Belela-Anacleto, and et.al.,
2017). Employers play a very important role in continuous professional development for
employees.
There are different kinds of benefits of CPD for employers which include:
It ensures the higher standards throughout the organisation, it also contributes towards growth
and development of organisation, it also contributes for enabling the learning culture and
promotes for healthy working relationship with employees. It also helps in improving the
employee retention as it feels employees very valued and loyal to the company. It enables the
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employers to embrace towards change and react to the shifts in the industry. There are various
benefits of CPD for employees which include:
It contributes towards the aids in improved productivity at work and the ability to learn and
improve. It also helps in keeping the employees towards their career path which leads to job
security and achieving success at work.
P2 Describe about the organisational level expected expertise and capabilities required in a
specified company
The expertise and capabilities necessary in Mariott International are divided into three
levels and correlate with Mariott International's core competencies leadership, managing
execution, building relationships. According to different profiles at hotel the expectations of
employer is different. For example essential skills for managers are it comprised of 15 modules
which includes welcoming of guests into Mariott management, transmit for success, hire the
competitive person, training and development of associates, training for best performance,
building the best teams.
In the service sector, the employee personality should be in terms of pleasing manner and words
should be soft at the time of speaking. (kopochyskn.Y.V.,2020). The employees of the hotel
should have the skill related to the convincing power so that in case of any mis fortune situation
or mis conduct behaviour then they can convince their customers to not leave their hotel on the
urgent basis and also do not give negative feedback on the digital media. Good communication
skills also contribute towards their customers while communicating the things. Communication
skills can win the heart of customers and sometimes by the misinterpretation customers get
angry. The employees of the hotel should have technical skills so that they can solve the
problems of their customers through digital channels.(Dzvonyar, and et.al., 2018). In case of
emergency employee should have quality of spontaneous nature so that they can handle every
kind of situation. Under certain circumstances the employees should have the capability of
resolving the problems with their intelligence and sharp mind. The employee should be active in
nature, this is also the expectation of employer from their employees so that no laziness should
be there in terms of their work. He or she can lead the organisation in every kind of situation if
the employee should have leadership quality. The employer has also expectation that the coming
person in our organisation should be sharp enough in terms of business analytics knowledge. So
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whenever the situation will arise he or she can apply their competencies, potential in the business
environment. These are the kind of skills and competencies required by the professional
employer to their employees within the organisation.
P3 Describe about the own capabilities, potential and expertise necessary for a particular job
For a specific job role in the hospitality industry, it is important to have some particular
qualities. There are five basic qualities which needs to have an individual in himself or herself.
 Empathy and emotional intelligence: This kind of quality enables an individual for
infuse in individual money which is the main parameter for finding out the innovative
solutions in an ever-changing scenario.
 Teamwork: Within the hospitality industry, it is important that an individual is flexible
and comfortable in working within the team. Teamwork actually helps in achieving the
objectives of the hotel. The process of working and executing is all dependent on the
overall efforts of the team.
 Stress and time-management: Within the hospitality industry, a manager has to do lots
of task within a very short period of time. So they have to do multi-tasking for achieving
their daily-basis tasks.
 Problem Solving: In the hospitality industry, whether dealing with internal issues and
dealing with difficult client, an individual should have an ability into the grounded
manner and determine the feasible solution to the problems which are coming. An
individual should have the quality to manage the crisis situation.
 Strategy and innovation: An individual should have the ability to innovate the things in
a smarter manner by using effective strategy at the time of crisis management and multi-
tasking work.
As an individual I have the ability to manage any type of crisis situation within the hospitality
industry. I have the ability to control my emotions at the time of multi-tasking where I need to
focus on delivering the daily-basis tasks of the hotel. (Kunrath, and et.al., 2018) I have the skill
to work in a team and how to handle the team-members and also have the knowledge that how to
distribute the work among team members so that goals can be achieved in a strategise manner.
For understanding the personal and professional development within the organisation it is
important to review certain kinds of theories which are in the following manner:
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 Behaviourism: Under behaviourism head, certain external factors and behavioural
conditioning has been used as a universal learning process.
 Cognivitism: Under this head, a continuous development has been done in
understanding and physical response to the experiences.
 Constructivism: Under this head, an individual is responsible in creating their own
understanding regarding the world on the basis of their previous experiences with the
addition of new knowledge to these experiences.
 Humanism: It focuses on an individual and asserts in the natural procedure that supports
an individual to reach to its self-actualisation.
 Connectivism: Under this head, people act according to the information and based on
the idea that is by the forming of connections.
P4 Describe about the thesis and ways used for personal and executive growth
processes
The theories which are required for personal and professional development processes. It includes
cognitive learning theory, behaviourism learning theory, Constructivism learning theory,
Humanism learning theory and connectivism learning theory.
 Cognitive Learning Theory: This theory understands that the learners has been affected
by the internal and external elements. (Hökkä, and et.al., 2015)This theory suggests that
internal thoughts and external factors are an important for cognitive process.
 Attitude Learning Theory: It is the theory which gives a student behaves is based on
their interaction with the environment.
 Constructivism Learning Theory: Under this type of theory, students can actually
create their own learning on the basis of the idea. Students have add what have been
taught into their previous knowledge and creates the reality that is unique to them.
 Humanism Learning Theory: This theory is closely related to the constructivism. It is
all about the self actualisation. Under the hierarchy of needs everyone functions in a
particular manner.
 Connectivism Learning Theory: When they make connections, it aims on the idea that
people learn and grow. This can be the connections with each other.
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P5 Create a development plan to enhance chosen skills and competencies within a specific work
context
For constructing a professional development plan it is important that to analyse the current
situation. First of all the decision has been started from as a graduate student and what skills do
an individual have. Then go for the further step for identifying the career goals.
In this step, the decision has been taken around in a particular industry where I have to reach or
for which position I have to plan my further steps. After that information has been gathered that
what kind of course you want to pursue. Then next step is about to analyse an individual in
himself and herself that which kind of skills already they have and on which they want to work
on. Then choose a way through which an individual can achieve their goal. In this step, they have
to decide in which organisation they are willing to work and for which organisation they have to
give interview so that they can stat walking on their career pathway. And in the last step it is
important to fix the timeline that in a particular time frame they have achieved the particular
goal.
For developing their skills and to work on continuously on certain qualities it is important for an
individual to grab the position of manager in the hospitality industry. In this manner, it is easier
to work on teamwork quality, empathy and emotional intelligence, problem-solving, stress and
time-management and strategy and innovation. On the daily basis Manager has to apply these
qualities on their daily-basis tasks through which skills can be improved in a perfect manner.
P6 Gear a job interview for a comfortable service industry role
It is important that it should be designed in a structured manner with to the point approach, for
tackling a job interview. (Siew,D.H.K., 2019).With this kind of designing and implementation
the time can be reduced and also the selection process gets smarter and faster. The selected
candidate can either contribute for the company's development or can contribute in the downfall
of the company so its important to take the interview very carefully. So its important to select the
candidate in a smarter way. During interview process there are certain kinds of questions that can
be asked from an individual under the service industry role. The questions include :
 Why were you interested in this job role?
 What do you think the roles and responsibilities of this job are?
 Do you have any experience working in a hotel?
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From every individual there are some common questions that has been asked. Considering the
particular profile then specific questions need to be asked in Mariott International.
Following questions has been asked for the general hotel manager profile which includes:
 Where do you see yourself in five years?
 Explain about your leadership style?
 What are your strengths?
 What are your weaknesses ?
 What do you know about our organisation and our services?
In hospitality industry. Some questions are also related to the relevant profile but in depth
manner questions can also be asked regarding the relevant experience and background.
Regarding his or her knowledge and about his or her confidence level these questions helps in
evaluating the individual. (Bévort, F. and Suddaby, R., 2016). Its important that their employees
should be proactive and result-oriented person for service industry because then only the
customers can be satisfied. To attract the customers only brand name is sufficient with respect to
Mariott International in terms of their employees and services.
P7 Evaluate the powers and frailty of an applied interview process
When interview is conducted questions comes about the strengths and weaknesses of an
individual within the hotel industry. Skills can be divide into three categories which includes
knowledge-based skills, transferable skills and personal traits.
 Understanding-build skills: This skill has been acquired from education and experience.
For example computer skills, languages and technical ability
 Interchange able skills: These skills that has been taken from different kind of jobs. For
example communication and people skills, analytical problem solving.
 Distinctive traits: These traits or skills are related to the unique qualities that the
individual has. For example: Friendly, flexible, hard-working, expressive.
Enthusiasm, trustworthiness, creativity, discipline, patience determination, versatility and
dedication are some of the other strengths. (Tkach, A. I., 2020). At the time of selection
weaknesses in the interview process can become powerful tool or can be dangerous. The
weaknesses that can be mentioned in a interview process that includes:
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 Being too critical
 Attempting to please everyone
 Focusing on too much details
These are the strengths and weaknesses of an individual. On the basis of that the selection has
been done for the organisation. Strengths and weaknesses of an individual plays a very important
role in the organisation for achieving their goals and objectives.
CONCLUSION
Professional identity is that kind of identity that has been developed by the long-term
practice and it involves various kinds of skills, knowledge , confidence level and other aspects
also. Professional development plan contributes in the development of an organisation, their
people and employees from every perspective. (Wang, D. and Zhang, L. J., 2021). Due to
continuous development, the organisation and their employees get overall improvement with
modern techniques and on timely basis also. For the professional development plan employer
also needs some specific qualities in their employees. It is also important that individual should
be aware about their own skills and competencies so that they can take proper decision in terms
of their career. Professionally organisation has to adopt some theories and approaches so that
professional development plan can be implemented in a successful manner. That’s why
professional identity plays a major role in any type of organisation.
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REFERENCES
Books and Journals
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DURING TEACHING PRACTICE: NARRATIVE RESEARCH. International Journal
of Indonesian Education and Teaching (IJIET), 3(1), pp.11-20.
Tkach, A. I., 2020. FORMATION OF PROFESSIONAL IDENTITY OF UNDERGRADUATE
STUDENTS OF A NON-LINGUISTIC MAJOR: THE PROBLEM AND POSSIBLE
SOLUTIONS. In Urgent problems of modern society. Language, culture, and
technology in the changing world (pp. 330-333).
Chubb, J. and Watermeyer, R., 2017. Artifice or integrity in the marketization of research
impact? Investigating the moral economy of (pathways to) impact statements within
research funding proposals in the UK and Australia. Studies in Higher
Education, 42(12), pp.2360-2372.
Siew, D. H. K., 2019. Understanding the process of military leaders' development as
professionals: implications for professional military leadership development (Doctoral
dissertation).
Hökkä, and et.al., 2015. Teacher educators’ collective agency and identity re-negotiation amid
tensioned work practices. Teaching for tomorrow today, pp.78-87.
Kunrath, and et.al., 2018. DESIGNERS’IDENTITY: SKILLS'SELF-PERCEPTION AND
EXPECTATION IN DESIGN STUDENTS. In DS 92: Proceedings of the DESIGN
2018 15th International Design Conference (pp. 2045-2054).
Kelchtermans, G., 2018. Professional self-understanding in practice: Narrating, navigating and
negotiating. In Research on teacher identity (pp. 229-240). Springer, Cham.
Kopochynska, Y. V., 2020. Formation of the communicative component of professional identity
of future specialists in physical therapy, ergotherapy.
Belela-Anacleto, and et.al., 2017. Hand hygiene as a caring practice: a reflection on professional
responsibility. Revista brasileira de enfermagem, 70(2), pp.442-445.
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