Professional Development and Restaurant Supervisor Role Analysis

This report delves into the concept of professional identity and practices, examining how individuals present themselves in their occupations and how they are perceived by others. It focuses on the context of the Tan Hill Hotel, a well-known establishment in North Yorkshire, and explores the benefits of ongoing professional development for employees, employer expectations for skills and competencies, and the assessment of abilities for a restaurant supervisor role. The report includes a personal assessment of skills, abilities, and competencies, supported by relevant theories and approaches for professional development, culminating in a development plan. Furthermore, it addresses interview queries and includes a self-reflection of the interviewee, providing a comprehensive analysis of professional development in the hospitality industry.

Professional Identity
and Practices

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Benefits of on-going professional development.....................................................................3
Employer expectations of Skills and Competencies..............................................................6
Assessing Abilities, Skills and Competencies for Restaurant supervisor job role.................8
Theories and approaches for professional and personal development...................................9
Development plan.................................................................................................................11
TASK 2..........................................................................................................................................17
Undertaking Job interview...................................................................................................17
Interview Reflection.............................................................................................................17
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20
Books and Journals...............................................................................................................20
Online...................................................................................................................................20

INTRODUCTION
Professional identity is a concept of understanding ways and manners through which one
present oneself in occupations and the same way in which other perceives that person. Practices
is this regard include efforts or activities of one to develop professionalism in personality and
improve professional identity (Borg, 2018).
In this report, a discussion is focused over improving and developing performances in
profession. Report has discussed benefits of professional development in context of Tan Hill
hotel organisation and expectations of employer in same hotel. Tan hill inn is very popular hotel
located in North Yorkshire district of England. The World Famous Tan Hill Inn has a restaurant,
bar, shared lounge, and free Wi-Fi. Private parking can be arranged at an extra charge. A Full
English/Irish breakfast is available every morning at the inn. Hawes is 17 km from The World
Famous Tan Hill Inn. The nearest airport is Durham Tees Valley Airport, 48 km from the
accommodation. Couples particularly like the location — they rated it 9.6 for a two-person trip.
The Hotel is one of those hotels of United Kingdom which as an age old history of offering
shelters and services to customers or passengers coming there in. started earlier from a site
located at isolated location and famous for Coal mining, Tan Hill was a shelter to visitors coming
that way. But at present Tan Hill is developed in a full-fledged renowned hotel of United
Kingdom. Discussion on expectation is made in regards to two job profiles in kitchen of
restaurant in Tan Hill. Later in report, Restaurant supervisor's role is focused, as personal choice
of writer, following personal assessment of skills, abilities and competencies. This is supported
by use of various theories and approaches for professional development. Following on, a
professional development plan is also prepared. In another task, interview queries are addressed
along with self reflection of interviewee.
TASK 1
Benefits of on-going professional development
Professional development is the process of filling those gaps of skills and abilities in
employees which they do not possess but are crucially important for performing a particular job
role. In regards to a particular job there could be more than basic skills and competencies
requirements. Hence need of professional development in Tan Hill is crucial, which will help:

Improved employee performance- Employee performance are helped increasing through
professional development. This is actually the goal of activities undertaken in professional de
development. Gaps between actual and desired performance of employees are figured out and
they are trained or imparted new knowledge in a way delivering optimum results of their
performance (McMahon, 2017). Performing the role of restaurant supervisor in Tan Hill, as an
initial employee I had no very good knowledge of kitchen products and appliances and raw
materials used by chefs and food makers. As a result, supervising them was difficult.
Professional development practices helped increasing my knowledge in this regard and
supervising them got easier.
Addressing weaknesses- Hospitality is a business where only knowledge of job, book related
knowledge or information does not help only. Of course, book knowledge and information are
helpful in creating base for performance, but other skills like social communication and
understanding of behaviour of visitors in hospitality business is something that could not be
learnt from book. However, this is an example only and there could be may other deviations.
These weaknesses of employees can be identified by senior management and they can help
employees improving them. Like in my case, senior imparted me all learnings of kitchen affairs
and improvising this weakness enhanced my performance.
Consistency- Consistency is an advantageous position where employees are seen performing
their tasks in uninterrupted and undisturbed manner. Consistency helps employees improving
performance over specific job and in specific organisation. Consistency of employees through
professional development is further supported by improved knowledge and increased job
satisfaction (Kirsch and et.al., 2020). Through this employee stays longer term in an
organisation. Tan Hill is a very reputed and age old organisation. Expectations of customers
remains higher with organisations of this stature. Consistency of employees improves their
services which ultimately render more customer satisfaction. Through consistency, bought by
professional development practices in my role as restaurant supervisor a leader of future is
inculcated within myself.
Builds confidence and credibility- Professional development is an overall job improving and
performance improving practice. There are many possible weaknesses and flaws with regards to
a particular employee and its job specific role. When an employee joins an organisation, book
knowledge is with employee, in case of new joiners. And in case of migrated employees,

environment and business practices are completely out of employee’s mind. This increases
chances of deviations in employee’s performance and desired results will not be yielded.
Professional development adresses these weaknesses and improves quality of performance.
Employees feel motivated and encouraged and their confidence is booted up (Haemer, Borges-
Andrade and Cassiano, 2017).
Professional development of employees is also helpful for employers and senior
management and leaders in Tan Hill. Few of these points are mentioned in report:
Maximize staff potential- Staffs are most important part of organisation, especially in case of
Hospitality business. Hospitality business is a business of this nature in which people are very
much involved. From service providers to customers and civil societies, all stakeholders have
psychological interests. Thus level of understanding and social competencies are very highly
required. In this manner there are chances that one may easily deviate from expectations and
goals of organisations. However, technically employees could be very much correct according to
their basic knowledge. In professional development practices, these basic and book knowledge of
employees are used in manner to satisfy organisational goals actually along with imparting
additional skills (Rubens and et.al., 2018).
Staff morale and motivated workforce- Professional development is helpful for employers in
securing motivated and dedicated workforce in Tan Hill. Through professional development this
can be helped in many ways. As, it helps employers in imparting those skills and abilities in
employees that is exactly match able with job role and organisational goals. In this manner their
performance with regard to their particular job is increased and efficiency thereon. Hence they
become more confident in discharging duties. Also a feeling of self-satisfaction is derived in
them that their contribution and efforts are paying results for them and are worth for achieving
organisational goals. This boost their morale and ensure continued engagements in job.
Retention of employees- Results derived from Professional development of employees, such as
improved knowledge of employees, increased motivation and continuous engagements with of
role ensure employees stays longer term and maintain their faith in management and
organisation. It is much helped by increased level of satisfaction among employees. On
improvised knowledge they start seeing work as easy and enjoyable. They are completely aware
of their role, nature of work, what steps and protocols are involved and many other doubts gets
sorted. Hence their performance is boosted. This reduce dissatisfaction and chances of employee

turnout. Reduction of employees turnout is important to continue undisturbed and performance
of all tasks (Deale and Lee, 2021).
Adding value- Professional development is not a task like training, it is very much differentiated
from that. In training those skills and learning are taught to employees which improves quality of
working only. For example, teaching about any new technological development in business
environment or necessary changes in working process. This improves quality of work only.
Whereas, in professional development value addition is made in employees. Value addition
simply means bringing up those changes in personality and behavioural skills of employees
which will help them in their entire career. Hence, their performance in regards to current job in
Tan Hill is improved in such a way which is naturally reflected.
Employer expectations of Skills and Competencies
As a Restaurant supervisor, an employer various skills and competencies from employees
working in Kitchen team. Restaurant is one of the most important spaces in Hotel where people
enjoys their meal, after a daylong tiredness. Report have discussed expectations of employers
with regard to job roles of Head Chef and Waiter (Marneros and et.al., 2020).
Communication- Communication skills are utmost necessity in restaurant services. This
especially required in Waiter. Waiter is the one who maintains continuous communication with
customers. From point they enter in restaurant to make them sit to last billing. Therefore, they
must make soft communications and make thorough understanding of what customers are
actually looking for. Waiters are required to assist customers in every little and big problem.
Listening to their grievances is more necessary. Maintenance of communication is also important
to head chef while dealing with other chefs and assistants in kitchen. Rude and pathetic tone of
Chef can make other people hostile and offended, which will then reflect in their attitude with
customers.
Problem solving- This approach is vital in entire business and all range of duties in hospitality
business. This is so because this business runs on people and their visits to hotel, completely new
to them. Here they expect homely feeling which creates various doubts in their mind if not met.
In restaurants waiters are required that they first listen to complete problem of customers, what
they want to communicate and what are they looking for, make analysis that whether solving this
problem is feasible in reach of restaurant and then make aware customers with available options.

Similarly, Head Chef is responsible of solving problems related to meal products and other
workers in kitchen staff as well (Heimerl and et.al., 2020).
Leadership- Leadership is the vital role for Head chef in kitchen department. As evident from
the job name, which includes Head in its initials. Therefore, Head Chef must perform the role of
leadership in discharge of its duties. First responsibility that Head chef is required to fulfil is to
establish integrations in various other workers like, junior chefs, utensils cleaners and waiter.
This is important because, work of one person is related with other one and the entire work of
kitchen goes in a process. As a leader, Head chef is responsible to ensure safety and security of
all workers as well.
Self management and personal wellness- Self management includes those traits which are
reflective of attitude of employees. In a Hospitality business, reputation of Tan Hill is directly
reflective to its customers. As customers are paying personal visits to hotels. Therefore, it is
required for employees to maintain themselves. Like proper dressing in uniform and uniform
should be maintained. Other needs in self management includes maintaining hairs and beards as
well. All such requirements are needed to be fulfilled because they are directly reflecting to
customers, perceived from employees and are showing status of the organisation. In an
organisation like Tan Hill it is more important as it has age long reputation and legacy (Self-
Management, 2019).
Professional work and ethics- Ethics are crucial part of not just professionalism and work life
but also personal life as well. Ethics reflects good behaviour and natural understandings in a
person. Good academics and education is most supportive in developing ethics in a person. So
employers are also seen scrutinising academies when looking for professionalism and quality of
ethical standards. In a job of Waiter and Head Chef, ethics are reflected in two ways. One, it
comes required while dealing with customers and discharging of duties. Like maintaining
communications with customers and colleagues as well. Helps understanding problem and
difficulties of them. Helping them in doing work properly. This build coordination within them
and cultivate team spirit. And, secondly they are required in manner they take work and working
environment seriously, like punctuality, following rules of Tan Hill and adhering to protocols
etc.

Assessing Abilities, Skills and Competencies for Restaurant supervisor job role
One individual is most likely to succeed in career when one is completely aware of skills
and abilities in one's possession and how they match requirement of job. When one is totally
aware of job requirements and aligns them with personal traits and professional knowledge, this
ensures success. In the report I have analysed my strength and weaknesses of skills and abilities
with job profile as Restaurant supervisor for Tan Hill hotel, using SWOT analysis. It would be
helpful for me in managing my abilities efficiently to do justice with this job.
Strengths- Strengths that are required in an individual who serves as Restaurant supervisor have
a complete list of varied skills and knowledge. Here, as a supervisor, academic and theoretical
knowledge gets secondary and personal abilities gets primary (Arafah, 2019). My observations
so far as per my academic records and experience in multiple restaurants before have concluded
of having good leadership qualities. In hotel management college, practical’s have always always
attracted me. My professors have always admired me for my management of fellow employees.
Along with leadership qualities, problem solving approach of myself was very effective. I am
seen having different outlooks towards them and try solving them in an efficient manner
possible, in right time.
Weaknesses- My personal weakness comes, when I have to be quickly adaptable to any change.
Many of the time, when I had been required to make necessary adaptations towards any
developments, I have seen myself having restraints towards changes. This is a very negative
point affecting my analytical skills and decision-making approach, and I better improvise it as
soon as possible. Dynamics are inevitable, and they come from various dimensions, from internal
changes is business and external environment as well. Here, employees themselves are required
to develop skills and cope with these changes in order to ensure continued and uninterrupted
flow of work. Necessary for personal and organisational development, both.
Threats- For restaurant industry itself, threat lies in growing market of online food delivery
applications. Online food deliveries have eroded markets for restaurants. By offering luxuries to
people over getting food of their choice at door steps, people now hardly wishes of coming to
restaurants and enjoy meal in totally different environment. However, role of kitchen service is
increased, what is disrupted is role waiter’s management, integration and coordination between
various services. Therefore, not much scope is left for leadership qualities and analytical thinking

and problem solving approaches. What learnt and cultivated all these long years is seen going in
vein mostly.
Theories and approaches for professional and personal development
Various theories and approaches, that can be helpful for one in developing qualities of
professional development are discussed in report:
Behavioralist approach
Classical conditioning- Classical conditioning is the theory of learning where any conditioned
stimulus gets correlated with unconditioned stimulus to bring a conditioned response.
Conditioned stimulus can be said as sort of motivation that induces employees or learners in
cultivating particular skill. Conditioned response is thus a learned response, helping learners to
grow such skills for rest of their career and sometimes in personal life as well. As a restaurant
supervisor role for Tan Hill, conditioned stimulus can be cultivated through Human resource
functions of motivation and incentivise employees. Ensuring their continuous engagements.
When employee will relate it to their personal enthusiasm, unconditioned stimulus, progressive
results can be derived (Kenyon, Robinson and Musgrave, 2020).
Operant conditioning- Operant conditioning is the approach of making employees develop a
particular skills or learnings. Which are helped by rewards and punishments. Rewards are
appraisals or appreciations for employees when they deliver such performance and work which
is remarkable and significant. For this Restaurant supervisor can be rewarded through monetary
rewards as well as through recognitions and promotions. This will be helpful in enthusiasm and
attitude in employee where one itself will be curious to develop performance. Through
punishment an employer can generate negative approach of motivation. Punishment to restaurant
supervisor for any negligence or deviations will make employee cautious about its performance.
Social learning- Social learning is an approach of helping employee's professional development,
where tools of development are taken from society and social environment. It is basically helped
by observing other people in organisation or in the society and learn from their mistakes and
failures. Also their achievements are helpful in developing learnings. Restaurant supervisors
have a role of supervision which involves skills of different ranges like leadership, critical
thinking and problem solving and many more. However, these skills are described well in
different academic literatures but personal experiences in this context are better teacher than any

other book. Since new supervisor lack in experience therefore other people's experience s can be
helpful (Bufquin and et.al., 2018).
Cognitive approach
Kolb's learning theory- Under this theory personal experience of learner is highlighted more. The
theory talks about four stages in a total cycle through which learnings can be cultivated
(Poltavska, 2017).
Concrete learning- This is the stage where an employee learns skills and knowledge by
encountering a new experience for them. Like there comes time when Restaurant supervisor
meet such visitors who asks totally new dish, not available with hotel and customer is adamant
about that dish. Here, supervisor will learn to handle such customers.
Reflect observation- This is next stage in which learner reflect the skill and knowledge acquired
by him in new experience in first stage. When any similar type of customer come again who is
adamant about particular dish, not available with Tan Hill restaurant. Then, restaurant supervisor
is ready with steps and communications to follow for tackling that customer.
Abstract conceptualisation- This is the stage of deriving a learning and interpretation from
experience. Here, such conclusions are made with experience of encountering and handling
adamant customers, helpful for restaurant supervisor in rest of the career. Like, making polite
communications and effective temperaments are necessary. Observing perspective of customers
is important and many more.
Active experimentation- In this stage, learner, restaurant supervisor in case, will be applying
one's own opinions and new ideas in new similar situations. This is done for better results. Like,
while carrying out communication with customer, supervisor natural soft spoken behaviour can
be reflected. This is also helpful in building confidence in Restaurant supervisor.

Development plan
Performance development plan for an employee is a complete plan for developing skills,
abilities and competencies which are required to perform a specific job role. In its plan an
employee not just intend to develop skills regarding a particular job role but in enhancing
personality and attitude as well. To culminate and secure higher efficiencies and zenith in my
career as Restaurant manager, I am needed to prepare such plan for improvisations in current and
future job roles as well. Developing performance in a planned manner is suitable more because
one can list set of objectives to be achieved and efforts that are required in a well organised and
prioritised manner (Tsai, Hsu and Yang, 2017).
Career
goals
Setting
goals
Taking
inventory
Defining
action
steps
How to
measure
success
Measurin
g success
Visualizin
g success
Time
Frame
Improving
communic
ation skills
However,
at this
time in my
career as
well, I
possess an
effective
in
communic
ation,
derived
and
developed
in me
throughout
my
experience
in
For
developin
g
communic
ation
sikills, it is
much
needed to
learn
profession
al
etiquettes
as well as
profession
al
vocabular
y. To
cultivate it
There are
many
classes
who
endeavour
in
providing
these
teachings.
Joining
them will
be much
helpful.
Valuable
advices of
teachers
there and
notes
My senior
managers
in hotel
advised
me to keep
multiple
approache
s to
measure
my
communic
ation
skills. One
single
approach
of
measure
can be
My
approach
to measure
success of
communic
ation skills
is divided
in three
parts.
One I will
be doing
so through
results of
classes; I
will be
joining.
Second, I
will
Communi
cations are
most
important
skills in a
personalit
y of
person, be
it in
personal
or
profession
al life.
When it
comes to
profession
al
communic
Communi
cation
skills are
one the
most
imperative
skills
required in
Hospitalit
y industry.
And
therefore,
they are
needed to
e
developed
earliest as
possible. I

different
hotels and
restaurants
. Some of
them were
falling
under
prominent
ratings.
But still, it
would be
more good
if I could
achieve
more
profession
alism.
Especially
as desired
up to
status of
Tan Hill.
naturally
in my
attitude I
must focus
on using
these
vocabular
y with
profession
al accent.
provided
will help
me in
longer run.
Until I
completel
y develop
profession
al
communic
ation
skills.
good but
not that
reliable.
analyse
my direct
communic
ation with
customers
and clients
I will be
visiting in
restaurants
. And,
third by
communic
ating with
people in
my routine
frequently
and
checking
their
response.
ation there
are many
dimension
s attached
to it, like
proper
accent,
using
impressive
words,
stability in
pronunciat
ion,
adequate
pause and
soft tone
and many
more. This
is
supportive
in gaining
attraction
of
customers
with their
faith.
am
looking
forwards
of building
them
within
next 1
year or
less.
Adaptabili
ty to
change
This is the
biggest
constraint
in my
pursuit of
For
cultivating
adaptabilit
y and
flexibility
To grow it
as part of
natural
behaviour,
I must
My senior
managers
have
advised
that this
For this
goal, I
have
decided to
follow
Rigidity is
a
weakness
in personal
life as
This
restraint is
inbuilt in
attitude
from a