Professional Identity and Practice Report: Interview Analysis

This report delves into the concept of professional identity, defining it as the unique skills and attributes that distinguish an individual. The report uses the Ibis Hotel as a case study within the hospitality industry, focusing on the role of a housekeeping manager. It outlines the responsibilities of the role, including planning, organizing, and ensuring quality standards. The report includes a simulated job interview for the housekeeping manager position, presenting example questions and answers. Furthermore, it critically analyzes the interview process, identifying strengths such as spontaneity and focused judgment, and weaknesses like time consumption and potential for interview fatigue. The conclusion emphasizes the importance of self-assessment and professional development for skill enhancement and goal achievement.

Professional Identity
and Practice

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 4............................................................................................................................................3
P6. Undertake a job interview for the specific service industry role...........................................3
P7. Review key strengths and weaknesses of an applied interview process...............................5
CONCLUSION................................................................................................................................6

INTRODUCTION
Professional identity can be considered as personal identification of an individual who
carries different range of skills and attributes which makes the person different from others. Over
the years professional identity specifically being taken as a concern, that consists of different
elements like social interaction, communication and many other aspects (Novakovich, Miah and
Shaw, 2017). In present context, hospitality organization which is chosen to perform this project
is Ibis Hotel. If it is talk about this hotel chain then it is a brand of economy lodgings claimed by
Accor. Made in 1974, Ibis turned into Accor's economy megabrand in 2011 with the dispatch of
Ibis Styles and Ibis Budget. As of December 2019, there were 1,218 inns under the Ibis brand
(barring Styles and Budget lodgings), with 155,678 rooms in total across 67 nations. Besides,
there will be conversation about meeting process alongside its quality and shortcomings too.
TASK 4
P6. Undertake a job interview for the specific service industry role
A housekeeping manager in hospitality industry is responsible for various functions such
as planning, organising as well as developing over all functions and operations of housekeeping
department. They need to work in accordance with federal, state as well as local standards and
guidelines which are set and ensure high degree of quality to take care of guest and maintain it
continuously for longer period of time in the hospitality organisation (Norton, 2020). Below
mentioned are the job responsibilities and description of housekeeping manager for Ibis Hotel:

Along with structuring the above-mentioned roles and responsibilities of a housekeeping
manager below mentioned is a job interview prescription designed for choosing the best
personnel for this role:
Interviewee: “Good Evening, Mam”

Interviewer: “Good Evening, have a seat!”
Interviewee: “Thank You, Mam!”
Interviewer: “Let’s start the interview?”
Interviewee: “Yes Sure!”
Interviewer: “Okay. So, according to you what are the basic set of skills and capabilities that a
house keeping manager in requires to carry on their duty efficiently?”
Interviewee: “I believe a manager needs to be all-rounder. They need to have good
communication skills, time management skills, leadership quality as well as management skills.
It is required for a manager to make sure that everyone is fulfilling all their job roles and
responsibilities.”
Interviewer: “If you have an unhappy and complaining guest while you are on duty, what will be
your course of action, how will you deal with them?”
Interviewee: “Undoubtedly the first step taken by me will include engaging the guest in a
conversation and trying to understand their problems and complaints. I will then ensure the guest
to solve the problem soon and personally look into the matter to solve the problem so that it does
not affect the reputation of organisation.”
Interviewer: “Okay, that is all. Thank you for your time.”
Interviewee: “Alright mam, thank you and I hope to get a call from your end soon. Have a good
day”
P7. Review key strengths and weaknesses of an applied interview process
As this interview and meeting is over, there are a number of shortcomings recognised in
the following process which are needed to be analysed critically (Han, 2017). Below mentioned
are some of those strengths and weaknesses of the above-mentioned process of interview which
are needed to be worked upon:
Strengths:
 It is often seen that spontaneity is a quality which comes up in interviews. As the
interviewee is not already prepared for the questions which are to be thrown at them, it is
seen that the clear and genuine answers can be derived from them through the help of
these questions. It also helps in choosing the right action of work for both the interviewee
an interviewer.

 In the following procedure all the requirements which are shown are presented with a
very peculiar judgement and a figuratively speaking. It is seen that there is no space left
for any mistake as all the work is done through critical position and it also helps to find
the right person for the job.
Weaknesses:
 However, this process is very time-consuming as taking interview of every one who is
interested in this job and whose resumes are likely will require a lot of time. Also, in
order to know the skills and capabilities of an interview we properly it is necessary to
spend time in interview.
 The interview can be Lindy sometimes. This can frustrate both the interviewee and
interviewer. It is required to keep it precise so that there is no place for error.
CONCLUSION
Considering the above-mentioned information, it can easily be said that for making capable
character, an individual needs to stress on evaluating own capacities and abilities first. This
would help in choosing zones where they need to make improvement, in order to get capable in a
particular field. It has also been analysed that with the help of personal and professional
development plan an individual can easily improve their skills and knowledge in an effective
manner which help them in attaining their goals and objectives in both personal and professional
level.

REFERENCES
Books and Journals
Moorhead, B., Bell, K. and Bowles, W., 2016. Exploring the development of professional
identity with newly qualified social workers. Australian Social Work. 69(4). pp.456-467.
Mahon, M., Conway, T., Farrell, M. and McDonagh, J., 2020. Geography graduates’
professional socialisation and identity development through service learning. All Ireland
Journal of Higher Education, 12(1).
Jackson, D., 2016. Re-conceptualising graduate employability: The importance of pre-
professional identity. Higher Education Research & Development. 35(5). pp.925-939.
Han, I., 2017. Conceptualisation of English teachers’ professional identity and comprehension of
its dynamics. Teachers and Teaching. 23(5). pp.549-569.
Norton, F., 2020. Developing critical thinking and professional identity in the arts through story.
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.
Nam, M.H. and Lee, M.R., 2016. The effect of emotional labor of clinical practice, self-esteem
and clinical practice satisfaction on professional identity in nursing students. J Korean
Acad Soc Nurs Educ. 22(4). p.527.