HNC HM - Unit 03: Professional Identity and Practice Report

This report, submitted by a student, focuses on professional identity and practice within the context of the hospitality industry, specifically targeting a Human Resources role at Marriott International. It begins by examining the benefits of ongoing professional development for various stakeholders, including employee empowerment, satisfaction, and career advancement. The report then investigates employer expectations of skills and competencies, such as goal setting, stress management, and conflict resolution. A self-assessment of the student's own abilities and skills for the HR role is provided, identifying strengths and weaknesses in areas like supervision, planning, and communication. Furthermore, the report reviews different learning theories and approaches used in personal and professional development. A development plan is constructed to enhance chosen skills and competencies. The report concludes with a mock interview for the HR position, followed by a review of the interview process's strengths and weaknesses, offering a comprehensive analysis of professional development and career planning within the hospitality sector.

5/31/2021
Unit 03 – Professional Identity and Practice
Self-assessment and personal career planning
SOURAV KUMAR
R2597346

ASSIGNMENT COVER SHEET
Course Title HNC MQF/EQF Level 5 – Higher National Certificate in Hospitality Management
Unit Number and Title Unit 03 - Professional Identity and Practice
Assignment Title Self-assessment and personal career planning
Assignment Code HNCHM_U03A1_1S1
Assignment No Sit No Assignment Type Academic Year Student Group
1/1 1 Home 2020/2021 HNC HM
Student Full Name Student ID/Passport No Student Email
Assessor Full Name Assignment IV Date of Verification
Roderick Zammit Emmanuel Galea 05 April 2021
Issue Date Deadline Date Submitted Date
28 April 2021 31 May 2021
Assignment Instructions: Read the following instructions carefully before you start the assignment. If you are
not clear regarding any point, kindly ask your lecturer.
- This assignment is a Home assignment and must be submitted by the deadline indicated on the cover
sheet.
- Fill in the Assignment Cover Sheet appropriately – Student Number is your ID/Passport No.
- Plagiarism is Strictly Prohibited. Plagiarism is the presentation of someone else’s ideas, words or work as
one's own creation. A student who copies or paraphrases published or on-line material, or another
person's research, without properly identifying the source(s) is committing plagiarism. A Student who
copies another Student’s work is also guilty of plagiarism. Disciplinary action will be taken against anyone
guilty of plagiarism.
- All references should be listed at the end of your assignment – preferably using the Harvard System Style.
- This Assignment covers the following assessment criteria:
Student Declaration
I hereby acknowledge that I have read and understood the instructions as provided in this cover sheet.
I certify that the work submitted for this assignment is my own and research sources are fully acknowledged,
and included in this work.
Student’s Signature: ______________________ Date: 31/05/2021
Pass – P1, P2, P3, P4, P5, P6, P7 Softcopy submitted
Merit – M1, M2, M3, M4 Yes
Distinction – D1, D2, D3 No

Contents
Introduction...........................................................................................................................................3
P1 Examine the key benefits of ongoing professional development for different stakeholders within a
specific organisation..............................................................................................................................3
 Employee empowerment..........................................................................................................3
 Personal Development..............................................................................................................3
 Employee satisfaction and retention.........................................................................................4
 Career advancement.................................................................................................................4
 Increased Recruiter Marketability.............................................................................................4
P2: Investigate professional employer expectations of skills and competencies within a specific
organisational context...........................................................................................................................4
Main goals.........................................................................................................................................4
Stress management...........................................................................................................................4
Hiring.................................................................................................................................................4
Training and development.................................................................................................................4
Coaching for Outstanding Performance............................................................................................4
Creating High-Performance Teams....................................................................................................4
Conducting Performance Appraisals..................................................................................................5
Conflicts.............................................................................................................................................5
P3 Assess own abilities, skills, and competencies for a specific job role................................................5
Supervision Ability.............................................................................................................................5
Self-awareness...................................................................................................................................5
Planning Skills....................................................................................................................................5
Time Management............................................................................................................................5
Leadership Skills................................................................................................................................5
Better communication skills..............................................................................................................5
Problem solving skill..........................................................................................................................5
Positive Attitude................................................................................................................................6
Customer handling skill.....................................................................................................................6
P4 Review a range of learning theories and approaches used for personal and professional
development processes.........................................................................................................................6
Behaviourism.....................................................................................................................................6
Cognitivism:.......................................................................................................................................6
Constructivism...................................................................................................................................6
P5 Construct a development plan to enhance chosen skills and competencies within a specific work
context..................................................................................................................................................7
Problem-solving skills........................................................................................................................7

Supervisory skills...............................................................................................................................7
Time management.............................................................................................................................7
Planning skills....................................................................................................................................7
Communication and relationship skills..............................................................................................7
P6 Undertake a job interview for a suitable service industry role.........................................................7
P7 Review key strengths and weaknesses of an applied interview process..........................................8
Strengths...........................................................................................................................................8
Weaknesses.......................................................................................................................................9
Conclusion:-...........................................................................................................................................9

Introduction
There are a variety of methods for continuing professional growth and enhancing professional
identity via employment possibilities. It is up to the individual to become involved with the level of
professional growth that a self-leaving provides. Career development necessitates self-directed
learning, in which a person analyses internal strengths and shortcomings in order to have successful
professional growth in order to take advantage of career chances and set goals based on those
chances. It will discuss the necessity of professional growth as well as its advantages. In addition, the
expectations of employers in terms of competencies will be studied. There will also be an
opportunity for personal reflection on skills and capabilities. There will be a discussion of various
learning theories and practices. For the function of HR at Marriott International UK, a professional
development plan will be developed. It is one of the most well-known accommodation companies in
the world. It owns and manages about 6500 properties across 130 countries. In 2017, it brought in
more than $22 billion in revenue. The report will conclude with a mock interview for the position of
HR in the aforementioned company. The advantages and disadvantages of the interview process will
be discussed.
P1 Examine the key benefits of ongoing professional
development for different stakeholders within a specific
organisation.
Only those businesses and workers who are always in touch with new information as well as the
outcomes are able to achieve their aims in today's competitive hospitality industry. Individuals who
are always learning and improving their skills and capacities are more likely to stay with a company
for a long period. Being hired as a Human Resource Officer at the Marriott Hotel necessitates an
understanding of the job of HR as well as the development of one's professional identity.
Marriott's fundamental philosophy is "Put People First." The nicest aspect about working at Marriott
International UK is that the organization provides the required information and takes steps to ensure
that its employees are knowledgeable and skilled. This will be beneficial to both the organization and
the employees. Marriott will reaffirm its commitment to creating a workplace that values each
employee's unique contributions. This would be extremely beneficial to employees and other
stakeholders in terms of delivering high-quality service and motivating them to go the additional
mile for the organization. As a consequence, the stakeholders have contributed to Marriott
International's prosperity, as well as their own personal success. Marriott's management thinks that
effective professional development will result in multi-skilling, higher competences, and more
responsible employees. (Alfes, 2013) There are several advantages to continuing professional
growth, which are listed below: -
 Employee empowerment: These career development possibilities allowed
employees to obtain new and advanced skills that would boost their morale while increasing
their capacity at work.
 Personal Development: These programs are designed to provide workers with
relevant abilities or to improve their current skill set. These would be extremely beneficial to

their personal growth. They can pursue their interest in order to achieve their personal
objectives.
 Employee satisfaction and retention: As employees' personal growth
progresses, they will feel more linked to the organization and value their work. This would
increase their pleasure and, as a result, their time at Marriott would be extended.
 Career advancement: As their knowledge and abilities develop, they become the
best contender for a promotion. In other words, professional development aids in the
advancement of one's career.
 Increased Recruiter Marketability: Employees with improved skill sets may be
able to apply for opportunities at other firms. Professional development, in other words,
increased their marketability.
P2: Investigate professional employer expectations of
skills and competencies within a specific organisational
context
While performing certain significant functions and obligations, every employer expects and aspires
for great results from their personnel. The Marriott Hotel has engaged a Human Resource Officer to
manage important functions and duties in order to effectively manage the business. Marriott Hotel
employers have high expectations on their Human Resource Officer in concern for professional
abilities and standards, which are detailed below:- (John Bratton, Jeff Gold, 2017)
Main goals: HR should be able to identify and create goals that are in line with the
organization's broader objectives. Furthermore, the goals should promote the specific ambitions of
employees.
Stress management: There are instances when employees become overwhelmed,
especially during peak hours, and they have an emotional and mental collapse. HR's role is critical in
such scenarios since they must minimize tension and stimulate employees. HR's communication
abilities act as a link between senior management and employees. As a result, they must have
excellent communication abilities.
Hiring: HR's main duty is to hire the proper employee who will stay with the company for a long
time and whose goals are aligned with the company's.
Training and development: Members' Training and Development, because the scope of
Marriott's activities is ever-changing, the HR manager is needed to give frequent training to keep
them up to speed.
Coaching for Outstanding Performance: The primary responsibility of HR managers
is to give essential coaching to employees. Because the activities are difficult and often beyond their
skill, employees require continuous direction.
Creating High-Performance Teams: Because the emphasis is on producing high-
quality work with minimal effort. HR should place a strong emphasis on fostering a high-performing
culture. With the same number of employees, Marriott's income would climb.

Conducting Performance Appraisals: It is the responsibility of the HR manager to set
up a performance management system. They should monitor and analyse their performance on a
regular basis. This necessitates the HR department's knowledge and skills.
Conflicts: Marriott has various divisions, and because it is an international company, various
employees may have various perspectives. As a result, the HR manager must be able to manage the
dispute that may emerge on a regular basis.
P3 Assess own abilities, skills, and competencies for a
specific job role.
There are some crucial parts of a person's job are knowledge, skills, and talents. The thin line that
separates each aspect is frequently blurred and utilized interchangeably. And, when the skills gap
widens, these three factors become even more critical. This is because we need to determine
whether the skill, knowledge, or talent that needs to be developed is knowledge, skill, or ability.
(Anon., 2019)
I recognize that being an HR professional is not a stroll in the park. The success of a worldwide
company like Marriott is determined on the effectiveness of its Human Resources department. The
HR manager is in charge of everything from hiring to employee evaluations. It's a fantastic chance for
me to be a part of such a well-known company. This would improve not only my current profession,
but also my future career. It is critical for me to examine my HR abilities and other vital capabilities
for the position of HR at Marriott International before attending the interview.
Supervision Ability: I have a mediocre supervisory ability. This is owing to my inexperience in
the sector of human resources. But I'm confident that with practice, I'll be able to improve. I'll be in
charge of overseeing and managing human resources if I obtain the job. This will assist me in my
development.
Self-awareness: It's all about self-evaluation and identifying my own flaws. It isn't something
that everyone is good at. All I have to do now is take an honest look at myself and figure out how to
transform my flaws into assets. It's something I excel at.
Planning Skills: I have mediocre planning skills. As an HR professional, I am in charge of time
management and resource planning. In this subject, I have sufficient experience.
Time Management: When an emergency arises and I must deal with it, I become frightened.
This causes my senses to become numb, and I am unable to complete the work on time. As a result, I
would rate my time management abilities a 6 out of 10.
Leadership Skills: It is necessary for me to have great leadership skills in order to guide,
control, operate, and direct personnel. However, I am confident in my ability to lead from the front.
Better communication skills: Marriott is an international company that hires individuals
from all over the world, thus communication skills are essential. Top-notch communication skills are
necessary to deliver any information to them. I am terrified of public speaking and I must work on it.

Problem solving skill: In a hotel like Marriot, Ii is important for me to solve any kind of
problem during the services.
Positive Attitude: I give myself an 8 out of 10 for having a positive attitude. As I am extremely
capable of dealing with difficult events at the hotel while maintaining a cheerful attitude with my
employees. I have a clear vision of my job and objectives, which enables me to cultivate good
attitudes toward my work, clients, and subordinates.
Customer handling skill: I will give myself an 8 out of 10 since I have excellent
interpersonal and communication abilities, which enable me to provide excellent customer service
and foster strong customer involvement.
P4 Review a range of learning theories and approaches
used for personal and professional development
processes
As the expectations and needs of the organization vary, the hospitality industry is through significant
adjustments. It is critical for personnel in the hospitality industry to develop both professional and
personal skills in order to achieve the organization's common goals and objectives. There are several
methods to study or obtain information. Many scholars have already presented their learning
theories, which are a well-structured collection of principles that explain how humans learn, retain,
and recall information. Learning theories are divided into three categories: behaviourism,
cognitivism, and constructivism. Understanding learning theories allows one to comprehend what
learning is and how it occurs. The following are the three hypotheses that have been developed: -
Behaviourism: In this method of learning, a person gets information by objectively monitoring
changes in other people's behaviour. Learning, according to behaviourists, is all about gaining new
behaviours or changing old ones. The learning process begins when the learner is exposed to a
stimulus or cue from the environment and responds to it. In the context of the organization, HR
might offer incentives and bonus points to encourage workers to complete more work. In addition,
employees' behaviour is governed by laws and regulations. The disadvantage of this idea is that it
does not adequately educate employees for complicated situations.
Cognitivism: It is concerned with the internal processing of data and other information. Unlike
the preceding view, internal processes, rather than external circumstances, rule and control the
cognitive process. Instead than emphasizing observations, the theorist focuses greater attention to
and emphasizes mental processes. Changing behaviour, on the other hand, is watched and used in
the cognitive process to get insight into what is going on within a person's brain. This notion may be
used to problem-solving in the workplace.
Constructivism: It is a philosophy that emphasizes the need of acquiring and developing a
foundation of knowledge in order to comprehend and develop ideas. People establish their own
knowledge models, which they then utilize to construct an experience. This theory increases the
comprehension of concepts. Furthermore, because outcomes are generated by learners based on
their knowledge, they are impossible to forecast. As a result, this idea cannot be applied when

organizations need consistent results on a regular basis. These are utilized in collaboration and
simulations.
P5 Construct a development plan to enhance chosen
skills and competencies within a specific work context.
The hotel business employs a broad workforce, with a wide range of jobs that may or may not need
extensive schooling. Check-in clerks, concierge providers, and managers have different requirements
than valets, cleaning staff, and restaurant waiters. However, because the whole workforce reflects a
hotel's hospitality culture, everyone must be schooled in particular specific values and standards
from top to bottom. (Leonard, 2019)
Here are some of my weaknesses that I need to improve:-
Problem-solving skills – This skill is very important to learn during working hours as I get
panic when I see any kind of problem during work. To work on this I need to train myself in real life
training to handle problems and it will take about 15 to 20 days.
Supervisory skills – This skill is mandatory to learn if you are working on a manager level. I
am inexperienced in managing and I need to work on this in under senior manager and internship for
20 days.
Time management – Time management is crucial in this field as you have to finish your task
on time. Sometimes in an emergency situation, I find it hard to manage the time. To cure this
problem, I need to work on mock drills and it will take 15 days.
Planning skills – This skill helps you a lot to manage any kind of situation at any level.
However, my planning skills are very poor as I have studied in low-class schools. To learn planning
skills, I need to work on software base assignments and modules. It will take about 45 days.
Communication and relationship skills – You should have a better class of
communication skills to maintain the relationship between customers and staff. My confidence level
is a bit low as I have a phobia of public speaking. I need to get training from Public speaking centres
and training in body language improvement centres. It will take about 2 months.
P6 Undertake a job interview for a suitable service
industry role.
Before going to an interview, double-check that you have prepared well. You should do some
research on the firm to learn more about what they sell and how your abilities could be a good fit for
them. When interviewing for a job as a cook, you can go to the restaurant, go through the menu,
and order and consume a meal. Take a look at you. How does the restaurant appear? What is the
general tone and ambiance? Do the employees appear to get along? Do your employees work
together as a team? Is this the kind of place where you would want to work? Do you think you would

fit in here? Doing your research on a possible employer helps you appear enthusiastic about the
position and devoted to the new company. (Anon., n.d.)
However, the interview procedure for the position of Human Resource Management at Marriott
might take months, during which time a variety of activities might take place. Marriott conducts two
or three interviews for managerial positions. The first round of the interview is a broad aptitude
exam that assesses problem-solving abilities. The following phase is the management level round, in
which the HR candidate is asked situational questions and his attitude to the scenario is assessed.
Only experienced managers are chosen since they are familiar with the function and have knowledge
of the industry. The finest of the finest is selected. The following are the questions that have been
given below:
 What tasks and responsibilities did/do you have in your previous/current organization?
 How do you organize and schedule work with a short or lengthy deadline?
 What planning program do you use?
 What will you say to someone who is late for an interview?
 What will you do if a customer becomes enraged?
 What are the confidentiality and other workplace-related laws that an organization must
follow?
Concluding all these questions an interviewer will analyse your skills and abilities to ensure that you
are able to handle any particular position in the organisation. So, it is very important to prepare all
your skills and abilities before giving an interview.
P7 Review key strengths and weaknesses of an applied
interview process
An interview is a very important process in any organisation to select the best candidates for a
suitable vacant position. The interview allows the employer to assess whether an applicant's
abilities, experience, and personality match the job's criteria provided it is conducted properly. It
also aids the employer in determining if a candidate would be a good match for the company's
culture. It helps to boost your confidence and make you more environmentally across the
organisation. Nowadays, many interviews are being done by webcam, skype, cisco and LinkedIn
etcetera. These tools save a lot of time and money for a firm. About 63 percent of companies use
video interviews.
Prepare an honest and impartial response when asked about your strengths and flaws. Take some
time to consider your skills and shortcomings to do this. Make a list of at least five examples for
each. Consider occasions in your work when you have demonstrated these traits to ensure you are
being true. You should be able to convey your strengths and flaws during your interview if you have
an example. (Anon., 2021)
However, the interview was a systematic, well-organized interview that included many interviewers,
referred to as a panel. The interview lasted for two hours in total. The interview procedure has
several advantages and disadvantages.
Strengths
1. In comparison to the other interview kinds, it has the greatest response rate.

2. Standardized questions with a predetermined answer.
3. In the event that the candidate is having trouble comprehending the questions, the
interviewers will explain the meaning of the questions.
4. It boosts credibility.
5. It helps to gain more confidence in future workplaces.
Weaknesses
1. People often lie about their comments in order to avoid seeming awful and to increase their
chances of being chosen.
2. It takes a long time and costs the firm a lot of money.
3. It solely assesses the skills that are linked to the questions. Poor communication skills might
lead to the rejection of the finest talent.
4. In large recruiting, it is more difficult to carry out.
5. Sometimes they judge you by your appearance, not your skills.
6. They focus on too many details
Conclusion:-
The above-mentioned research concludes that combining a personal development plan with a
personal skill assessment helps workers to more effectively achieve the organization's goals and
objectives. Aside from that, good tactics might assist a person in conquering a challenge. It has been
found that both employers and workers may readily perform successfully in a changing business
environment if learning and development theories are used.