Professional Identity and Practice: A Comprehensive Report

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PROFESSIONAL IDENTITY
AND PRACTICE
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Table of Contents
INTRODUCTION........................................................................................................................3
TASK A...................................................................................................................................... 4
P1 KEY BENEFITS OF ON-GOING PROFESSIONAL DEVELOPMENT FOR DIFFERENT
STAKEHOLDERS.................................................................................................................... 4
P2 PROFESSIONAL EMPLOYER EXPECTATIONS OF SKILLS AND COMPETENCIES..................5
P3 ABILITIES, SKILLS AND COMPETENCIES NEEDED FOR A JOB............................................7
P4 THEORIES AND APPROACHES USED FOR PERSONAL AND PROFESSIONAL
DEVELOPMENT PROCESS......................................................................................................9
M1 IMPORTANCE OF ON-GOING PROFESSIONAL DEVELOPMENT AND ASSOCIATED
PROFESSIONAL SKILLS REQUIREMENTS..............................................................................11
M2 SKILLS, COMPETENCIES AND THE DEVELOPMENTAL APPROACH TO DEVELOP
PERSONAL AND PROFESSIONAL SKILLS FOR A JOB.............................................................13
TASK B.................................................................................................................................... 15
P5 CONSTRUCT A COMPREHENSIVE PERSONAL DEVELOPMENT PLAN..............................15
P6 UNDERTAKE A JOB INTERVIEW FOR A SUITABLE SERVICE INDUSTRY ROLE...................18
P7 KEY STRENGTHS AND WEAKNESS OF INTERVIEW PROCESS..........................................20
M3 DEVELOPMENT PLAN FOR THE LEARNING AND DEVELOPMENT THEORY IN HILTON
HOTEL................................................................................................................................. 22
M4 EVALUATION OF JOB INTERVIEW PROCESS AND CHALLENGES THAT CAN BE
OVERCOME.........................................................................................................................23
CONCLUSION.......................................................................................................................... 25
REFERENCES........................................................................................................................... 26
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INTRODUCTION
In today’s world Personality development and professionalism has become one of the
important aspects of the career. Professional Identity is the relation between the inner self
and the legal profession and every person who wants to make the career needs to develop
professional Identity. It includes the attitude, beliefs and understanding of professionalism.
The professional identity of one’s defined as the behaviour and knowledge about the
profession. In this article, the learner comes to know about the process of self-assessment
of skills, personality development and importance of personality development. Personality
development is the key point for building a career and is a systematic way of evaluating,
identifying and organising the perception of self. This article will provide the overall
knowledge about the personality development, how to prepare for the interview in a
professional way, challenges associated with the personality identity formation, and the
skills needed for maintaining the professional identity that helps in career development.
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TASK A
P1 KEY BENEFITS OF ON-GOING PROFESSIONAL DEVELOPMENT FOR DIFFERENT
STAKEHOLDERS
Professional Identity is the relation between the inner self and the legal profession.
Personality development is a systematic way of evaluation, organising and identifying the
inner perception. Hilton hotel which is situated in the US founded by Conrad Hilton in 1919
and is responsible for hospitality. Hilton provides services worldwide and has more than 570
hotels and uses professional way for serving the customers (Baumert, 2017).
Increase retention- Hilton emphasis on providing training for the personality development
to the employee that helps in building a career in the organisation and increase retention
(Cromley et al., 2016).
Build confidence and credibility- Providing professional development training helps the
employee in building confidence for the work and credibility by gaining a new skill. Hilton
focus on building the confidence and credibility of the employee then helps the employee in
their work and also beneficial for the organisation (Brautigam and Diolle, 2019).
Make succession planning easier- The organisation emphasis on giving training to the
employee rather than hiring from outside. According to Hilton, it is better to train the
employee as he/she has better knowledge about the profession and leads the plan towards
success without many troubles (Timms, 2016).
Reenergize the staff- The employee in every profession needs some excitement in work and
because of that Hilton provides periodic training for personality development to the
employee that reenergizes the staff. The periodic training also provides new skills to the
employee for working that leads to the personality development of the employee and also
beneficial for the organisation (Brautigam and Diolle, 2019).
Improve efficiency- Personality development also improves the efficiency of the
organisation. The training of personality development not only enhances the professional
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behaviour of the employee but also helps in gaining new skill set, and opportunities to learn
from others. The employee picks new ideas of working from the professionals and
implements them in daily working. That helps in improving the efficiency and productivity of
the organisation (Cromley et al., 2016).
P2 PROFESSIONAL EMPLOYER EXPECTATIONS OF SKILLS AND
COMPETENCIES
For a perfect candidate, Employer in the hospitality industry needs specific skills and
competencies that are needed in the sector apart from the qualification. Hilton focuses on
the skills of the candidate and wants to know that the person is good for the profession or
not (Harris et al., 2019).
Building connection- Building connection is the ability to make a positive relationship with
the clients, vendors, guests and another employee. Building connections are one of the
important aspects of the development of the organisation. Hilton's employer needs the skill
of building a connection that helps in the expansion of the business in a positive way (Kianto
et al., 2016).
Multitasking- Multitasking refers to handling multiple tasks simultaneously. This skill is
important in the hospitality sector and the employee needs to handle many responsibilities
simultaneously. Hilton needs the multitasking skill for handling pressure as many
responsibilities at a time make the employee depressed so the company needs an employee
who can handle the pressure of multitasking (Loukopoulos et al., 2016).
Cultural awareness- Looking towards the comfort of people and providing them with better
facilities is related to the culture. The employee needs to be aware of the culture which
includes the behaviour, ethics, beliefs and environment. The employer needs an employee
who takes care of the culture of the society as well as of the organisation (Tresidder, 2015).
Technical and Language skills- Technical skill refers to the computer operating knowledge
and language skills are the knowledge of languages. Hilton looks for the candidate who has
better technical and language skill as in the hospitality sector the employee needs to have
the language and technical skills for working (Harris et al., 2019).
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Flexibility- Flexibility refers to the convenience with time and work. Hilton needs candidates
that are flexible in working for more hours if needed. The employee needs to versatile and
adaptable and has the courage to grasp the opportunity. Flexibility provides opportunities
to the employee through which they can further develop their career (Loukopoulos et al.,
2016).
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P3 ABILITIES, SKILLS AND COMPETENCIES NEEDED FOR A JOB
Abilities, skills and competencies are one on the important aspects for any job role as the
organisation hires the candidate on the basis of skills and knowledge. The candidate must
have overall knowledge about the skills and knowledge related to the job (Harris et al.,
2019).
High level of customer service- In the hospitality sector, the employee needs to interact
with the customer and needs to ensure that the customer gets entertainment and have a
good time. Taking care of the customer helps the organisation in development (Menguc et
al., 2017).
Good communication skill- The employee needs to have good communication skills to enter
in a job. Communication skill is an important factor for every organisation. In the hospitality
sector, the employee needs to have good communication skill for communicating with the
customer and serving them better facilities (Ahmad, 2016).
Formal training- Most of the industries work on government rule and regulations and due
to which proper training and education are became a mandate for any job. Proper training
and education confirms the eligibility of the candidate and ensures that the candidate is
legal and trustworthy and helps the employee in work (Salas and Cannon Bowers, 2017‐ ).
Teamwork- Teamwork refers to doing a task in the group. There are many works in the
organisation which are impossible to be done individually. Teamwork is a factor which is
beneficial for the employee as well as for the organisation as teamwork makes the work
easy and be done quickly. Teamwork also provides new opportunities for the employee
(Körner et al., 2015).
Multitasking- Multitasking is one the important aspect in the hospitality industry.
Multitasking refers to handling multiple tasks simultaneously. As many times due to
workload, the employee needs to do more than one task at a time with accuracy.
Multitasking is connected with time management; if the employee has good time
management then it can be said to as multitasking (Loukopoulos et al., 2016).
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Cultural awareness- culture refers to the behaviour, ethics, beliefs and environment. Every
organisation needs to maintain the culture and culture awareness in the organisation. The
employee has the skill to maintain culture awareness by following proper rules and
regulation of the organisation and also by maintaining the behaviour (Tresidder, 2015).
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P4 THEORIES AND APPROACHES USED FOR PERSONAL AND PROFESSIONAL
DEVELOPMENT PROCESS
As the economic and business environment is changing day by day so it became necessary
to develop the skills and knowledge. Personal and professional development is important
for the development of the organisation and the traditional training is needed to be given to
an individual in the organisation for the development of the organisation as well as
employee (Marek et al., 2017).
THEORY
The theory may be referred to as a group of predictions and plan that helps in realising the
ideas. Theory can also be defined as a path used for achieving some goal. For personal and
professional development, the person needs to follow some theories and approaches. The
training is based on the theories and approaches and is necessary for personal and
professional development (Marek et al., 2017).
Behaviourist theory- The behaviourist theory is related to behaviour. The theory is given by
Ivan Pavlov in 1927. The behaviourist theory is based on the approach of learning the
appropriate behaviour. According to Pavlov, it is important to behave properly in the
profession for gaining importance and growth. Behaviour may be defined as the reaction
and movement of organs in some situation and mostly used for the movement that is
observed by everyone. Behaviourist theory focuses on the behaviour of the person and
educates them on how to behave in situations accordingly. According to the behaviourist
theory feature reflecting to outside be more important than the senses and everyone needs
to focus on it (Murtonen et al., 2017).
Cognitive theory- the cognitive theory is related to the role of the mind in finding
opportunities and fulfilling them. It is responsible for enhancing the thinking power of the
person. According to cognitive theory mental progress is more important than physical
behaviour. The theory has the process for sharpening the mind which is an important factor
for the development of the business (Resnick, 2017).
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APPROACHES
Apart from behaviourist and cognitive theory, there are some other approaches used for
personal and professional development (Marek et al., 2017).
Constructivist Approach- Constructivist Theory is about to know how people start learning
and explaining knowledge. According to the approach, it is important to understand and
explain the knowledge in a systematic manner (Zwaal and Otting, 2015).
Psychoanalytical Approach- Psychoanalytical Approach is based on the development of
psychic elements of personality. According to this theory, it is important to develop the
psychic element like the ego, superego. It’s a theory of how to deal with the situation of
unconsciousness (Goodman and Severson, 2016).
Humanist Approach- Humanist approach is related to humanity. According to this theory, it
is important for everyone to act like a human being and for that they need to develop their
humanity. A person without humanity is like a machine and is not useful for work. Persons
need to be more social for maintaining humanity (Lemberge and Lemberger, 2016).
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M1 IMPORTANCE OF ON-GOING PROFESSIONAL DEVELOPMENT AND
ASSOCIATED PROFESSIONAL SKILLS REQUIREMENTS
In Today's world, the knowledge of books is not enough for acquiring a job, professional and
personality development also plays an important. The On-going learning professional
development is important for the employee and the employer as it is responsible for
providing skills and knowledge about the job (Salas and Cannon Bowers, 2017‐ ).
Employability- On-going learning and professional development provide greater
employment opportunities. Hilton gets highly skilled and highly educated labour from the
on-going learning program that helps in the growth of the organisation (Bunakov, 2015).
Salary- By providing on-going training to the employees the company gets well skilled and
educated employee and that helps the employee in the salary hike and promotions. Hilton
provides a professional development program for the promotion of the employee as well as
the development of the business (Bunakov, 2015).
Flexibility- Skill and knowledge increase the flexibility and adaptability in working. by on-
going learning and professional development, Hilton got the employees that are more
flexible with the work and can easily adopt the new changes (Loukopoulos et al., 2016).
Satisfaction- Hilton Company gets the satisfaction that the company has employees that are
well skilled and educated and also the employees are satisfied with learning new skills and
knowledge that makes the environment healthier (Bunakov, 2015).
Performance- On-going learning program improves the performance of the employee as
well as of the organisation. Hilton provides new skills to the employee for making the work
easier and quick that directly improves the performance of the company (Bunakov, 2015).
Every organisation needs proper skills and knowledge for the development of the business.
For that, the company needs to make a team and then providing them with better training
of the market planning that works on the expansion of the business (Salas and Cannon‐
Bowers, 2017).
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Market expansion planning- For the expansion of the business, it is vital for every
organisation to have proper skills and planning. Hilton needs to train the employee for
market expansion planning (Oskam and Boswijk, 2016).
Creating effective market entry strategies- Strategies are needed for entering in a new or
existing market. Hilton needs to make new strategies for entering a new market. For that,
the organisation needs to analyse the market environment with the help of new skills and
knowledge and after that finding many options to enter in the market and needs to select
the best option (Oskam and Boswijk, 2016).
Service production- Service production involves the production of new products and
adopting new services for serving customers. Hilton is a hospitality sector organisation and
thus needs to train the employee for providing better services and better products to the
customers. Skills and knowledge of the industry are needed for enhancing the services
(Oskam and Boswijk, 2016).
International sales and marketing- International sales and marketing are one of the
important factors for the expansion of the business. Hilton requires proper strategy and
skills for international sales and marketing. The company needs to train the member for the
development of the skills and knowledge that helps in the expansion of the business
internationally (Oskam and Boswijk, 2016).
International law and ethics- Every organisation requires following the laws and ethics for
the expansion of the business. Hilton needs to educate the employee about laws and ethics.
Following the laws and ethics helps every organisation in the development of business in a
legal way (Oskam and Boswijk, 2016).
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