Professional Identity and Practice Report for HR Manager at TUI Group

This report delves into the professional identity and practice of a Human Resource Manager, using TUI Group as a case study. It begins with an overview of the organization, followed by an investigation into the skills and competencies expected of an HR Manager, including communication, analytical thinking, relationship-building, leadership, time management, and technical skills. The report then explores the benefits and importance of ongoing professional and personal development, including facilitating professional growth, improving relations, and identifying future leaders. It discusses relevant learning theories such as behavioral, cognitive, and developmental theories. A self-evaluation model is presented, detailing strengths, weaknesses, opportunities, and threats. The skill audit approach is identified as the best development approach. The report concludes with a personal and professional development plan outlining required skills, actions, success criteria, and a timeline for development. Finally, the report includes a job description and a critical reflection of the interview process.

PROFESSIONAL IDENTITY
AND PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART A...........................................................................................................................................3
Overview of the organisation .....................................................................................................3
Investigation into skills and competencies expected by the employers......................................3
Benefits and importance of undertaking ongoing professional and personal development .......4
Learning theories and approaches ..............................................................................................5
Self Evaluation Model ................................................................................................................5
The best development approach .................................................................................................7
PART B............................................................................................................................................8
Personal & Professional Development Plan...............................................................................8
PART C............................................................................................................................................9
Job Description............................................................................................................................9
Critical Reflection of Interview Process...................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
INTRODUCTION
Self-assessment refers to individuals or learners gets involved in developing judgements
about their own learning, specifically regarding their achievements and results of learning. Self-
directed learning and on-going professional development plans helps individuals to enhance
professional identity and various career opportunities. The chosen organisation for this report is
TUI Group and current chosen position in the company is Human Resource Manager. The report
evaluates the benefits of ongoing professional and personal development and its related range of
various learning theories and approaches. Self-revelation models are used and also development

plan is prepared in the report. Further the report includes explaination of interview process and
reflection on it.
MAIN BODY
PART A
Overview of the organisation
TUI stands for Tourism Union International which is an Anglo German travel and
tourism company headquartered in Hannover, Germany. It is the one of the leading company in
the world and owns travel agencies, hotel, airlines, cruise ships and retail shops . TUI is listed on
the Frankfurt Stock Exchange and the London Stock Exchange as a constituent of the FTSE 100
index. The key people are Professor Dr. Klaus Mangold. It has 70,000 employees currently
working to make TUI more effective. The group owns six European airlines the largest holiday
fleet in Europe and several tour operators based in Europe.
Investigation into skills and competencies expected by the employers
Skills and competencies expected by the employers for HR Manager roles are -
Communication skill– The first skills which is expected by the employers from the HR
of TUI is manager must be able to communicate with everyone in the workplace from line staff
to executive leadership. The communication skills are most important for HR manager to interact
effectively with all the staff, leaders, employees , public officials in TUI. For example HR
manager has the skills to effectively and efficient communicate the polices and rules of the
company to the employees (Fahim, 2016).
Analytical and Critical Thinking skill– This is the most important skills that must be
present in the HR manager. An HR manager must has sound judgement and also has good
decision taking power. The ability to think in critical situation is particularly useful for HR
manager. They are also involved in representing the company in matters involving employment
litigation, which requires that they be able to justify the company's related to employment
decisions such as hiring and firing.
Relationship – Building skill– The third skills which is expected by the employers are
that HR manger should build a strong relationship with the employees and other staff of TUI that
help to achieve the goals of the department as well as help the organisation reach its goals related
to workforce development is a competency that HR managers 's success. It is the responsibility

of the HR manager to built trust and balance the obligation to be an advocate for both the
organisation and its employees.
Leadership skill– Leadership skills are one the basic skills for the HR manager. HR
manger are responsible for creating the strategic plans which will help the TUI to achieve the
goals and objective of the company. HR manager must have influencing power that influence
other employees to motivate them to work hard. These skills and competences are expected by
the employers so to run the company in the right direction.
Time management skill– It is very important to manage the time accordingly and
balance the work so that organisation objectives and goals are achieved. And there will be no
delay in the policies and procedures in the organisation . It is one of the quality of HR manager
must have and know very well how to manage the time.
Technical skills - The HR manager must know technical skills and can work on the
advance technology. As nowadays technology is changing very rapidly and the manager has
wide knowledge about the technical skills
Benefits and importance of undertaking ongoing professional and personal development
Facilitates professional growth – Due to the proper HR policies this will help the
employees to trained well and this will make them efficient to work in the better and also make
them ready for future promotions. Their talent can be utilized not only in the company in which
they are currently working but also in other company in which the employees will join in the
future. This will enhance the skills of the employees (Hertzman, Moreoand Wiener, 2015).
Better relations between union and management – Healthy HR practices will help TUI
to maintain co- ordinal relation with the union and management. This will help to reduce the
conflict in the organisation. And also workers will feel that they are important for the
organisation and will not go against the organisation. Hence, there will be fewer chances of
going on strike and this will help TUI to run in the smooth way.
Helps an individual to work in a team or group – As effective HR practices will help
the organisation to teach the individual to work in the team and adjust in the group. And take
coordinated decision in the team. By the help of HR practices individual are now very
comfortable while working in team and also it helps to improve the team and its performance.

Identifies person for the future – The one of the advantage of HR manager is that it
helps for preparing people for the future. And also company is able to identify potential
employees who can promoted in the future for the top level jobs.
Allocating the jobs to the right person- One of the important role of HR is to conduct
proper recruitment and selection methods so that TUI will be able to select the right people for
the right job. This will help the organisation to the large extent and also number of people
leaving the job will reduce (Zaidi, Khanand Khan, 2018).
Learning theories and approaches
Behavioural learning theories – In this theory learning as change in rate or frequency of
occurrence, or form of behaviour or response which occur primarily as a function of environment
factors. Motivation is the process whereby goal – directed activities are instigated and sustained.
Cognitive learning theories- This theory stress the acquisition of knowledge and skills ,
formation of mental structures and processing of information and belief. It is the theory in which
it is an internal mental phenomenon inferred from what people say and do. Practices of skills and
correct feedback as needed promote learning.
Developmental theory- This study focus on the development of children understanding.
This is done by observing them while talking and performing different theories.
Self Evaluation Model
Personal skill Audit
Strengths Weakness
 Leadership skill – One of my strengths
is that I can influence the people and
also motivate them accordingly to
attain the objective and goals of the
company.
 Critical thinking skill– I can make
sound judgement and also critically
analyses the situation. And this ability
for critical thinking is very useful for
the HR manager.
 Communication skill– One of my
weakness is that I don't have effective
communication skills.
 Technical skills – I lack in technical
skills as I don't have much knowledge
of technical aspects. And don't have
knowledge to work on advance
technology.
 Time management skill- Third
weakness is that I can't manage the time

 Decision making skill– I can take
decision by critically analyses all the
present alternatives and also choosing
one of the best alternative among all
which is sound for the organisation and
help to achieve the goals of the
company.
 Employee Relation skill– My third
strength is that I can build relationship
in the positive manner. I can
responsible to balance the org(Zaidi,
Khanand Khan, 2018)anisation and as
the link between the line staff and the
employers. And also gain trust from the
employees (Hurrell, 2016).Opportunity
to work in higher post: By using
leadership style and corrective decision
making power I get the opportunity to
work on the higher post and have the
opportunity to work in more
responsible way.
 Opportunity to work in reputed firm:
By doing work in the effective way and
using my skills in the right way I can
get the chance to work in more reputed
firm . (Hussain, 2016).
and can't work accordingly.
Opportunities Threats
 Opportunity to work in higher post: By
using leadership style and corrective
decision making power I get the
 Not maintaining an effective work life
balance: I am weak at time-
management thus it will affect my work

opportunity to work on the higher post
and have the opportunity to work in
more responsible way.
 Opportunity to work in reputed firm:
By doing work in the effective way and
using my skills in the right way I can
get the chance to work in more reputed
firm . (Hussain, 2016).(Zaidi, Khanand
Khan, 2018)
and life balance. I will not be able to
perform the given roles on time and
effectively and this will lead to affect
my future career opportunities.
 It will affect my job performance : it is
hinders my performance as lack of
communication skills I can not
effectively motivate the employees and
also doesn't have the effective way to
explain the rules and regulation to the
employees.
The European Business Excellence Model
Its three central planks are leadership, process and key performance. Excellent model
provides a framework allowing organisations to determine their current level of excellence and
where they need to improve their efforts . The model also help to ensure that business decisions
incorporate the needs of all stakeholders and are aligned with the organisation 's objectives. This
models provide the performance improvement tool which help the user to achieve the gaols and
objective of the organisation(Lo, Macky and Pio, 2015).
The best development approach
From the above two self evaluation model the skill audit is the best development
approaches to enhance the own professional and personal development. Skills audit has many
advantages that will help in various ways. By the help of audit skills I can get to known my
strength and by the strength and also I can improve my skills and work on my weakness. And
also I know the various opportunity which will help me to achieve the goals of my life and by the
various opportunity I can overcome the threat which are their for me. This will help to enhance
my personality and improve my skills. And also this model gives me the chance to polish my
strength to work harder on my skills.

PART B
Personal & Professional Development Plan
Personal and professional development plans are formal means through which individual
can set out goals, strategies and outcomes of learning, training and development. Following is
given the personal and professional development plan that will help me to develop the required
skills and knowledge.
Skills required to
be developed
Actions and resources needed for
developing skills
Success Criteria Time-frame
Time-
management skill
I can attend practical coaching
and training for improving my
time-management skill (Zacher
and et.al., 2018).
Preparing action plan, prioritizing
given task and controlling the
interruptions will help me to
effectively manage the time.
Feedback from my
peers and mentors will
provide me about the
success and
improvements in time-
management skill.
Properly managed task
and activities will also
act as a success criteria
for my time-
management skill
(Hurrell, 2016).
2-3 months will
be required for
developing
technical skills
and knowledge.
Technical skills Technical skills can be developed
by reading online tutorials,
technical books and magazines.
Attending technical classes or
even organisational training will
help me to bring improvements in
technical knowledge.
Feedback from
mentors or
professional technical
person will guide me
about the
improvements in my
technical skills and
knowledge.
3-4 months will
be needed for
bringing
improvements in
the technical
skills.
Communication
skill
I can develop my communication
skill by attending reading books,
I can ask feedback
from my colleagues,
Within 2
months, I can

newspaper and magazines,
attending language and
communication courses (Larson,
2018). Observing the
communication skill of seniors
and peers will guide me ways for
developing this skill.
peers and mentors
regarding the
improvements in my
communication skill.
Better decision-
making and process
and its effective
outcomes will also act
as a success criteria.
effectively bring
improvements in
communication
skill.
PART C
Job Description
Expedia Group
Human Resource Manager
Reports to
CEO or President of the Company.
Job Summary
HR Manager is responsible for developing business policies. He is responsible for
directing and co-ordinating various activities of Human Resources. Different activities of HR
includes employment, maintaining labour relations, arranging training and development
programs, compensation and benefits and Human Resource Information System.
Roles and Responsibilities
 Consistently selecting and recruiting the staff and employees.
 Maintaining procedure of on-boarding.
 Providing coaching, counselling and training to employees and staff.
 Resolving the conflicts and building effective team.
 Developing clear and concise business reports.
 Carry out important administrative roles and responsibility.
 Employee performance management and accordingly providing them rewards and

benefits.
 Providing advices and appropriate solutions to management regarding resolution of
issues of employees relations.
 Recommending effective process and solution for reducing employee absenteeism and
turnover rate.
 Maintaining various health and safety regulations and compliances.
 Ensuring the safety, security and privacy of important information. Guiding and directing HR employees.
Supervisory responsibilities of HR Manager
Human Resource Manager is responsible for providing management counselling and
direction. HR Manager is also responsible for supervising clerical assistant and providing
temporary staffing services.
Educational Qualifications & Requirements
 Bachelor's Degree in HRM or equivalent
 Past experience in Human Resource or relatable field
 Ability for building and maintaining positive relationship
 Able to resolve conflicts and handle disciplinary process
 Effectively give presentations
 Adequate knowledge of legal and regulatory framework applicable in Travel and
Tourism Industry.
 Competency in computer software such as Word, Outlook and Excel.
Critical Reflection of Interview Process
My interview experience was very good and I identified many abilities and weakness of
my own knowledge. There were some successes and challenges which I faced in the interview
process. I focused on using various strategies for making the interview successful (Bolton and
Delderfield, 2018). I was very nervous as well because I was being interviewed for the role of
HR Manager who plays important role in overall operations of Human Resource Department.
The first question that was asked to me was, “How will you describe your leadership and
management style?”. I answered to this question effectively and in a systematic manner. I have
evaluated self-assessment that guided me that I posses good leadership skill which can allow me

to manage the personnels of company in effective way. HR Manager is greatly responsible for
building effective team that requires good communication and listening skill (Zaidi, Khanand
Khan, 2018). I answered to this question as I generally opt or adjust my management and
leadership style as per the situation demands. The change in management style also depends
upon the needs of people whom I'm leading or managing. This acted as a key strength of my
interview process as I seem to be quite confident about my leadership style. Confidence in the
interview process is very important, as people are generally judged according to this aspect as
well (Naim And et.al., 2018).
The interviewer then asked me, “What factor do you consider as the biggest motivator for
employees?”. Human Resource Department of the company is responsible for motivating and
encouraging employees. I realised that questions of the interview process were based on
potentially real situations of the organisation. I was confident while answering this question as
from current job experience I have knowledge about this aspect of HR role. The answer to this
question acted as strength and success of interview process. I told that there are different factors
that may lead to bring motivation to employees but no one can buy loyalty. Appreciation and
recognition acts as a great factors that bring motivation for employees (Rubens and et.al., 2018).
I also added that developing a good and flexible working environment will lead to bring great
influence on the employees performance as it will lead to motivate and encourage them.
The next question of the interview process was quite challenging for me. It was “What
are the most effective approach you will suggest for effectively managing the given task and
completing it on time”?. Through self-assessment and skill audit, I realised that I was not so
good at my time-management skill and I was not able to perform various activities of my job
role. I developed time-management skill through developing personal and professional
development plan and accordingly following it. I answered to this question as everyone needs to
focus on prioritising their task activities and set a target for the same so that they can effectively
manage the time. According to me it was very basic answer to the question. I could have
provided more specific and detailed answer for this question. I could have managed to provide
use of time-management strategies and approaches for managing the task and activities in better
and timely way.
There were various challenges that I faced during interview process such as I was not
able to feel normal or relaxed, I was very nervous during the process (Choy and Chua, 2019). I

was not able to provide proper answer to some questions and I think I was also having
inadequate information and preparation for the interview. I can easily overcome the challenges of
interview process by being focusing on the message or answer rather than on the nerves. I can
become more confident by thinking that I would not have approached for this interview if I was
not capable enough. Interview process act as a way for developing oral argument, thus, it will
allow me to present my skill, capabilities and qualifications which are based on various evidence.
CONCLUSION
Individuals needs to focus on developing their skills, abilities and knowledge so that they
can easily and effectively manage the professional roles and responsibilities. There are various
actions and resources that needs to be taken for improving the knowledge and skills. The present
report explains about different learning theories and approaches that are used in professional
development plan. Self-evaluation models are applied to identify own abilities, skills and
competences and according development plan is prepared to bring out needed improvements.
Report further reflects about the interview process and also describes challenges and ways for
overcoming them.

REFERENCES
Books and Journal
Bolton, G. and Delderfield, R., 2018. Reflective practice: Writing and professional development.
Sage.
Choy, W. K. and Chua, P. M., 2019. Professional development. In School Leadership and
Educational Change in Singapore(pp. 69-86). Springer, Cham.
Fahim, T. A., 2016. The selection & recruitment process of Grow n Exce.
Hertzman, J. L., Moreo, A.P. and Wiener, P. J., 2015. Career planning strategies and skills of
hospitality management students. Journal of Human Resources in Hospitality &
Tourism. 14(4).pp.423-443.
Hurrell, S. A., 2016. Rethinking the soft skills deficit blame game: Employers, skills withdrawal
and the reporting of soft skills gaps. Human Relations.69(3).pp.605-628.
Hussain, I., 2016. The HR activities performed by “Grow n Excel” & it’s significance.
Larson, M., 2018. Professional Development Needs among WIOA Youth Service Professionals.
Info Brief. Issue 46. National Collaborative on Workforce and Disability for Youth.
Lo, K., Macky, K. and Pio, E., 2015. The HR competency requirements for strategic and
functional HR practitioners. The International Journal of Human Resource
Management. 26(18). pp.2308-2328.
Naim, I. And et.al., 2018. Automated analysis and prediction of job interview performance. IEEE
Transactions on Affective Computing. 9(2). pp.191-204.
Rubens, A. and et.al., 2018. Self-awareness and leadership: Developing an individual strategic
professional development plan in an MBA leadership course. The International Journal of
Management Education. 16(1). pp.1-13.
Zacher, H. and et.al., 2018. Academic career development: A review and research
agenda. Journal of Vocational Behavior.
Zaidi, S., Khan, N. R. and Khan, N., 2018. Organizational Factors, Teachers’ Professional
Development and Teaching Practices: Findings from Female Elementary School
Teachers. International Journal of Experiential Learning & Case Studies.3(1).pp.84-96.
Online