HND in International Travel & Tourism: Professional Identity Report

This report examines the concept of professional identity and its development within the context of the TUI Group, a major travel and tourism company. The report begins by evaluating the benefits of ongoing professional development for various stakeholders, including employees, suppliers, and cus...Read More

Professional
Identity and
Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1) Evaluate the key benefits of on-going professional development for various stakeholders
in an organisation........................................................................................................................1
P2) Identify professional employer expectation of skills and competencies in TUI Group.......3
LO 2.................................................................................................................................................4
P3) Study self skill, abilities and competencies for assistant manger in TUI Group..................4
P4) Range of learning theories and approaches .........................................................................5
LO 3.................................................................................................................................................6
P5) Prepare development plan....................................................................................................6
LO 4.................................................................................................................................................8
P6) Conduct a job interview........................................................................................................8
P7) Strength and weakness of applied interview process...........................................................9
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Professional identity is formulated on individuals attitude, motives, beliefs and
experience through which particular people can present themselves in the existing professional
life (Attenborough and Abbott, 2018). In order to grow the career graph over the years it is
essential to make improvements in professional skills, knowledge and competencies. By taking
proper training and closely observing other co-workers skills associated with professionally can
be groomed accordingly with the phase of time. For the completion of this report TUI Group is
undertaken. It is a successful travel and tourism business in Germany. This came into working in
the year 1923 and the CEO of this leading company is Friedrich Joussen. This assignment
covers benefits on on-going professional development. Necessary skills and competencies
expected by employer from employee are highlighted. Self abilities and skill are assessed for
specific job role. Brief explanation of various learning theories and approaches adopted by
professional development processes are done respectively. Development plan is illustrated for
improvements for skills and competencies. Additionally, interview is undertaken and their
strengths and weaknesses are reviewed.
LO 1
P1) Evaluate the key benefits of on-going professional development for various stakeholders in
an organisation.
TUI Group is a international travel and tourism firm located in Hannover, Germany.
Across the globe this is the leading leisure, travel and tourism organization which is successfully
meeting the emerging needs of the customers on priority level. This successful organization
owns five European airlines as well as numerous tour operators based in Europe. It is listed in
Frankfurt Stock exchange (Broadhead, 2017). The area served by this travel and Tourism
company is North America and Europe. In order to bind targeted customers over the years TUI
Group provide distinguish products services such as, Hotels, cruise lines, package holidays,
passenger airlines, resort and many more.
Some of the subsidiary airlines provided by TUI Group are, corsair, TUlfly, TUlfly
Nordic AB, TUI Airways LTD and so on. Organization is training their staff members to work
effectively in order to achieve the emerging needs of the customers (About TUI Group, 2020).
On the other stakeholders (employees, suppliers, creditors, directors, shareholders, government,
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unions etc.) are invited in their decision making process so that most suitable decision can be
made. In the global market this is the world's largest tourism group that includes whole tourism
value chain under one roof. 27 million customers are build by travel and tourism industry as well
as provide unmatched holiday experience in 180 region.
On-going professional development is showcased as procedure of documenting,
developing and maintaining professional skills. TUI Group workers skills can be enhanced
through training or by observing other teammates working in the premises. On the other hand
TUI Group keep record regarding what staff members experience, gained and applied in their
day to day working style. Continuous professional development is important to conduct at the
workplace so as to ensure co-workers to be competent in own profession. Additionally, this aid
in uplifting carrier graph of the TUI Group employees in positive way which will benefit the
employees in the coming years (Connolly and Snook, 2018). In some condition it assist in raising
salary packages of the workers. In the open market place there are various positive side of on-
going development from the perception of distinguish stakeholders. Below are the brief
explanation of these :
 TUI Group conduct on-going professional development in order to raise the skills,
competencies and knowledge in such a manner so that professional services can be given
to customers and employees. By this consumers can be made satisfied and can be bind
for longer time duration.
 Stakeholders plays a vital role in making the TUI Group successful in the international
market. On-going professional development helps employees to make meaningful
contribution in working of team in order to meet emerging needs of the customers.
Through this huge monetary value can be gathered by full-filling their expectation level.
 The confidence level of stakeholders (suppliers, employees, customers and many more)
are raised gradually. By this issues can be tackled by them easily. The confidence level
upgraded in employees will assist them to manage and handle problems associated with
investors, co-workers, suppliers and so on.
From the above discussion it is cleared that how on-going professional development are
beneficial to various stakeholders. Moreover, it directly or indirectly helps TUI Group to
maximize huge revenue by full-filling their expectation level up-to their standards (Cruess and
Steinert, 2018).
2

P2) Identify professional employer expectation of skills and competencies in TUI Group
Employer has some expectation of skills and competencies in TUI Group so that right
candidate can be placed in the vacant position. In the open market place employer are the one
who create and provide job opportunity to the employees. Some of the skills and competencies
expected by employer who are applying for the post of assistant manger in TUI Group are
illustrated as follows:
Communication skills: Candidates applying for the post of Assistant manger in TUI
Group need to have effective communication skills in them. This is the expected skills from
employer side which should be there in the nominee who are applying for the post. Effective
communication skills is must because they are the one who will transferring important
information to their subordinates with the help of suitable sources. Gap in communication or
incapable to express the idea or information in proper manner will results in unproductive
outcomes. Having this skills is must in participants because it will results in attainment of set
goals and objectives of TUI Group.
Self motivational skills: There are huge responsibilities assigned to the nominee who are
placed in the position of assistant manger in TUI Group. So it very essential that selected
candidate should have the skills and competencies of being self motivated. This is another skills
and competencies which is expected by TUI Group from their selected candidate. Employees
who can self motivate can work in adverse condition as well as push other team members to
work effectively in order to reach to the set targets (Erickson and Pinnegar, 2017).
Decision making skills: In order to compete with rivalry it is very essential to have the
skills and competencies of decision-making in adverse condition. It is the expected skills which
TUI Group think that participant should posses who are shortlisted for assistant manger post.
They are the one who will be taking decision in many conditions and should not be change
because of external influence on them.
Flexibility: To survive TUI Group in the dynamic environment flexibility in working and
thought is must. Assistant manger should be flexible in nature in order to mould themselves as
well as the team according to the external environment needs. Flexibility is the expected skills
and competencies from employer side. Candidate having flexibility skills will help the travel and
tourism business to be in the leading position as compare to competitors.
3

Life-long learning skills: Best results can be provided by Assistant manger of TUI
Group if the selected candidate is keen interested to learn things life long. Employees can justify
with assistant manger post if they continuously learn things for betterment. They are one who
will take the business to next level in the market for which having this specific skill is must. For
this specific job profile employer is seeking life-long learning skills in the candidate (Fawcett
and Mullan, 2018).
LO 2
P3) Study self skill, abilities and competencies for assistant manger in TUI Group
This is my very first job in TUI Group after completion of my higher education. For the
job profile of assistant manger in TUI Group I am highly interested and excited. When I cleared
the telephonic round with the HR of TUI Group I was highly impressed and decided to pursue
the job role of assistant manager in TUI Group. The call from the management of this leading
travel and tourism has pushed me to get ready for the job profile with a vision and strategic
objective to increase my career on the next level. The HR of the firm sound positive with my
performance which acquired after long practice. In order to crack the interview I started
assessing my own skills and competencies. By doing so proper steps can be taken to uplift the
skills which are lacking behind. In order to flourish in the career I need to develop my
personality more attractive as well as more responsive for the job role (Harden and Loving,
2019). Below table explains rating 1 states good, rating 2 indicates average, rating 3 poor and
rating 4 as very poor.
Serial
Number
Skills and
competencies
Rating 1 Rating 2 Rating 3 Rating 4
Interpersonal
skills
1 Decision-
making ability
X
2 Problem
solving skill
X
3 Listening
ability
X
4 Verbal
communicatio
n mode
X
4

5 Negotiation
power
X
Interventions
Skills
1 Conflict
management
X
2 Counselling
skills
X
3 Empathic
relationship
X
4 Group
facilitation
skill
X
5 Training work X
Which skills are strong: From the above table it can be concluded that decision making
ability and conflict management are those skills and competencies in which I have strong
command (Hökkä and Mahlakaarto, 2017). As I am good in this skill it will help me to perform
the roles and responsibilities of assistant manger effectively. Additionally, empathic relationship
and listening skills are my average, I need to work bite more to have good command on them.
This skills will help me take best decision for the betterment of the employer and employees.
Good and average skills possessed by me will direct me to achieve the set standards of TUI
Group in cut throat competitive world. Additionally, by self evaluation it has helped me to better
understand my skills and competencies which are mandatory for the job profile of assistant
manger.
Which skills need to be improved: Through self assessment I came to known that I lack
behind in problem solving skills, verbal communication skills and counselling skills. I need to
work on my skills so that I can perform the roles and responsibility effectively. In order to
remain in the position of assistant manger in TUI Group I need to discover various ways to
improve weak skills and competencies with the phase of time. Lacking behind in this skills
affect my day to day activities so it is essential to improve (Hulse and Owens, 2019).
P4) Range of learning theories and approaches
For personal and professional development process there are certain learning theories. In
TUI Group regards the theories are illustrated as under:
5

 Behaviourism: In this theory behaviour of human resource is studied so that they can be
motivated to perform better in the competitive world. Through this TUI Group frame
strategies to improve the attributes of he employees towards their job role (Joynes,
2018). By this positive results can be attained and tough bench mark can be created for
others. The adopting this behaviourism theory effectively and efficiently TUI Group can
raise the employees personal skill through condition occur within working premises.
Apart from this behaviourist believes that response to environment stimuli shapes actions
of employees.
 Social constructivism: According to this theory human construction through interaction
with others is been developed in socially situated. The staff member of TUI Group can
uplift their professional skills by interacting with other team mates who are the part of the
company. By this many skills and competencies of individual can be raised automatically
which is a positive mark for the organisation.
LO 3
P5) Prepare development plan
Development Plan is explained as process through which people do planning of their loop
holes improvements. By preparing development plan weak skills and competencies can be
improved in better way. In TUI Group manager prepare development plan by examining skills as
well as the necessary resources required to support their career aims and objectives.
State my
development
objectives
What activities
do I need to
undertake to
accomplish my
objectives
What resource
do I need
accomplish my
objectives
Target dates for
achieving my
objectives
Actual dates of
achieving my
objectives
Problem solving
skills
In order to
accomplish my
skills I take part
in debate
competition so
that problem
solving skills can
I need support
from my superior
so that I can take
best decision for
the company in
the coming years.
As well as I need
It is a lengthy
process so it will
take more time in
accomplishing.
So the process of
improving
problem solving
Accomplish till
march 15, 2020
6

be improved. But
by taking part in
debate I am able
to resolve issue
which are
emerging but low
level. With the
phase of time I
will be able to
resolve the issues
at large scale in
an organization
for the betterment
of the company.
to actively
participate
voluntary in
debate
competition so as
to enrich my
problem solving
skills (Losano and
Villarreal, 2018).
skill is on-going.
Verbal
communication
skills
In order to
improve my
verbal
communication
skill in need to
interact with
people and try to
understand their
gestures and body
language (Zhu
and Zhu, 2018).
By this I will be
able to
accomplish my
set objectives of
uplifting verbal
communication. I
The resources
which I need in
order to improve
my verbal
communication
skill is you-tube.
By actively
watching online
video regarding
how to improve
my
communication
skill.. And
actively
interacting with
people will help
me communicate
It will nearly take
3 to 4 month for
learning decision
making skills.
The set objectives
will be
accomplished till
30 June 2020.
7

need to watch
you-tube video.
with people
fluently.
Counselling skills To reach out to
their set
objectives
individual need to
watch online
video and to need
to take voluntary
participation in
the activities
conducted by TUI
Group.
The relevant
resources which
are required by
firm to uplift
counselling skills
I need top spend
precious time
with senior
members and
examine how they
work on their
counselling skills
Around 1 to 2
month will be
required to
accomplish set
objectives (Olsen
and Buchanan,
2017).
On August 20 the
set benchmark
can be attained.
Therefore through this professional development plan I will be able to uplift my skills
which will be needed to perform the job role of assistance manager in TUI Group.
LO 4
P6) Conduct a job interview
Interviewer Good morning sir
Interviewee Good morning, please take your seat.
Interviewer: Why are looking for IHG Indigo Hotel
Interviewee: This is the best platform where I can use all my skills and abilities effectively. The
skills which I have will help me to perform the job role of assisting in managing and training the
reception team.
Interviewer: Why do you think your are capable to perform the job roles and responsibilities of
managing and training the reception team.
Interviewee: I am good in communication skill and posses management skills. So in order to
handle reception team in the organization this skills will help me to perform the job duties
properly.
8

Interviewer: How much year of experience do you have in management field.
Interviewee: 2 years sir
Interviewer: What is your salary acceptation
Interviewee: : £25,000.00 /year
Guest Service Manager
Hotel Indigo, Leicester Square
Professional Summary
I am a highly productive and effective Guest Service Manager who has an experience in
overlooking each and every activities of Guest Service Officer and also make ensure about
rendering good customer experience. Some of the duties which I performed as Guest Service
Manager performs is managing check-in- process, solving customer complaints, training
personnel, and gaining feedbacks from guests.
Skills
 Team building
 Effective communication skill
 Management skill
Experience
2 year of experience as Guest Service Manager in New Parkland Hotel & Resort i.e. 2017 – to
present
 Preform duties delegated by Management deemed
 Coordinating with other departments employees clients in which mainly handled
housekeeping and accommodation.
 Managed and developed procedure for reception tasks
 Performed as a assistance in conducting induction programmes
 Develop, implement and execute problem resolution strategies.
Education
Bachelor's Degree in Hotel Management, Central Michigan University
XYZ
UK
9

P7) Strength and weakness of applied interview process
The Interview conducted with TUI Group have their strength and weakness which are
highlighted as under:
Strength Weakness
Transparency was the major strength of
this interview (Sherwood and O’Donnell,
2018). Due to which interview was
conducted smoothly. However the
interviewer was quite informative and
confident with this questions which he put
forwards to me. Along with this positive
vibes was coming while interacting with
interviewer. Additionally, timing of
interview was perfect to crack the
interview (Zhao and Zhang, 2017).
Lack of information was the major loop hole
in the whole interview. Along with this I was
quite nervous to attend the question
confidently .
CONCLUSION
From the above it can be conducted that on-going professional development is important
to perform in the working premises so that best results can be attained. Own skills and
competencies are examined in order to work on the weak skills. By doing so career graph of the
employees can be raised in the coming years. Various theories like, Behaviourism and Social
constructivism is studied in order to retain the co-workers accordingly. Development plan is
prepared by the individual in order to make improvements in the skills through appropriate
resources. By this in leading companies they can be placed with high salary. However, interview
is being conducted for position of managing and training the reception team in IHG Indigo Hotel.
The positive and negative side of interview is explained in order to avoid further mistake in next
interview. By this most suitable candidate is hired for the vacant position.
10

REFERENCES
Books and journals
Attenborough, J. and Abbott, S., 2018. Building a professional identity: views of pre-registration
students. Nursing Times. 114(8). pp.52-55.
Broadhead, R. S., 2017. The private lives and professional identity of medical students.
Routledge.
Connolly, M., Hadfield, M., Barnes, Y. and Snook, J., 2018. The accommodation of contested
identities: The impact of participation in a practice-based masters programme on
beginning teachers’ professional identity and sense of agency. Teaching and Teacher
Education. 71. pp.241-250.
Cruess, R. L., Cruess, S. R. and Steinert, Y., 2018. Medicine as a community of practice:
Implications for medical education. Academic Medicine. 93(2). pp.185-191.
Erickson, L. B. and Pinnegar, S., 2017. Consequences of personal teaching metaphors for teacher
identity and practice. Teachers and Teaching. 23(1). pp.106-122.
Fawcett, A. and Mullan, S., 2018. Managing moral distress in practice. In Practice. 40(1). pp.34-
36.
Harden, S. B. and Loving, K., 2019. Outreach and engagement staff and communities of
practice: A journey from practice to theory for an emerging professional identity and
community. Journal of Community Engagement and Scholarship. 8(2). p.2.
Hökkä, P., Vähäsantanen, K. and Mahlakaarto, S., 2017. Teacher educators' collective
professional agency and identity–Transforming marginality to strength. Teaching and
Teacher Education. 63. pp.36-46.
Hulse, B. and Owens, A., 2019. Process drama as a tool for teaching modern languages:
supporting the development of creativity and innovation in early professional
practice. Innovation in Language Learning and Teaching. 13(1). pp.17-30.
Joynes, V. C., 2018. Defining and understanding the relationship between professional identity
and interprofessional responsibility: implications for educating health and social care
students. Advances in Health Sciences Education. 23(1). pp.133-149.
Losano, L., Fiorentini, D. and Villarreal, M., 2018. The development of a mathematics teacher’s
professional identity during her first year teaching. Journal of Mathematics Teacher
Education. 21(3). pp.287-315.
Olsen, B. and Buchanan, R., 2017. “Everyone Wants You to Do Everything”: Investigating the
Professional Identity Development of Teacher Educators. Teacher education quarterly.
44(1). pp.9-34.
Sherwood, M. and O’Donnell, P., 2018. Once a journalist, always a journalist? Industry
restructure, job loss and professional identity. Journalism Studies. 19(7). pp.1021-1038.
Zhao, H. and Zhang, X., 2017. The influence of field teaching practice on pre-service teachers’
professional identity: A mixed methods study. Frontiers in psychology. 8. p.1264.
Zhu, J. and Zhu, G., 2018. Understanding student teachers’ professional identity transformation
through metaphor: An international perspective. Journal of Education for Teaching.
44(4). pp.500-504.
Online:
About TUI Group. 2020. [Online]. Available through:
<https://centreforaviation.com/data/profiles/airline-groups/tui-group//>