Assessing Professional Identity and Practice within Travelodge Hotels

This report delves into the realm of professional identity and practice, focusing on the context of Travelodge Hotels Limited. It begins by highlighting the key benefits of ongoing professional development for various stakeholders within the company, emphasizing enhanced retention, better decision-making, increased trust, confidence building, and effective planning. The report then investigates professional expectations regarding skills and competencies within the hospitality industry, specifically for roles within Travelodge Hotels. Furthermore, it assesses the author's own abilities, skills, and competencies in relation to a specific job role, followed by a review of various learning theories and approaches used for personal and professional development. A crucial component of the report involves constructing a development plan to enhance chosen skills and competencies within a specific work context. The report culminates with a simulated job interview for a service industry role and a review of the key strengths and weaknesses of the applied interview process. The analysis covers crucial aspects of professional growth, emphasizing the importance of continuous development, skills assessment, and practical application in a real-world business environment.

Professional Identity and
Practice.

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................3
P1. Key benefits of on going professional development for different stakeholders within
company......................................................................................................................................3
P2. Investigate professional employer expectation of skills and competencies within industry 4
TASK 2............................................................................................................................................5
P3 Assess own abilities, skills, and competences for a specific job role....................................5
P4 Review a range of learning theories and approaches used for personal and professional
development processes................................................................................................................7
TASK 3............................................................................................................................................7
P5 Construct a development plan to enhance chosen skills and competencies within a specific
work context................................................................................................................................7
TASK 4............................................................................................................................................9
P6 Undertake a job interview for a suitable service industry role..............................................9
P7 Review key strengths and weaknesses of an applied interview process..............................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Professional identity is considered as a set of meanings that people utilise to states that in
what manner they perceive themselves in an occupational context. It is developed by the
individuals, experiences and motives, attitudes and beliefs through that one's explain itself in
their expected or recent professional life. For this report the chosen company is Travelodge
Hotels Limited which operates in hotels and hospitality industry. Its headquarters is in Thame,
UK. The purpose of this report is to explain the key benefits of ongoing professional
development for various stakeholders. Investigate professional expectations as well as their
abilities, skills and competences for particular job role. Learning theories and approaches used in
personal and professional development process. Formation of a development plan and job
interview for suitable role in service industry. Along with this key strengths as well as weakness
of used interview methods are also mentioned in this report.
TASK 1
P1. Key benefits of on going professional development for different stakeholders within
company
On going professional development is considered as a organised process of maintaining
records regarding skills, experiences and knowledge that people learn from the work area (Trede,
Macklin and Bridges, 2012..). This enhance individuals knowledge and skills as well as develop
them independent to make effective decisions by applying professional skills. It is essential as
this ensures that people is going to be competent or professional by learning new things. So,
Travelodge Hotels Limited can facilitates training to their workers which leads towards on-going
personal development as well as attain the objective of the particular company (McNeil,
Mitchell and Parker, 2013.). Therefore, the key benefits of on going professional development
for various stakeholders within Travelodge Hotels Limited are mentioned below:
 Enhance retention: This assists in enhancing the retention of workers as in case firm
will has the staff experiences as well as performance records then this will useful for
workers to retain. Travelodge Hotels Limited can retain the proficient staff as per its
knowledge and skills records.
 Better decision: Ongoing professional development assists in taking effective decision
regarding firm's various aspects such as employer, workers and so on. This facilitates

them a structure for examining employees performance. Travelodge Hotels Limited
formulate strategic decisions depending upon the tool of on-going professional
development.
 Enhance trust: due to effective role and important efforts of on going professional
development, the workers trust maximise towards company (Wenger-Trayner and et.al
2014.). It is so as they have knowledge about its performance as well as do not have fear
to lose job. In Travelodge Hotels Limited, its workers and employers have faith towards
their firm and perform effectively.
 Develop confidence: On going professional development is advantageous in developing
the confidence of workers. It is so as in case staff are retained as per its performance and
experiences then this will encourage them. Employers and employees of Travelodge
Hotels Limited are confident as well as encouraged as they do not has fear to lose its job.
 Formulating successful planning easier: Ongoing professional development is
advantageous for developing future planning regarding employees. This is possible as it
enables manger to understand employees on-going performance and because of this it can
develop strategies and plans for workers as well as company. Travelodge Hotels Limited
apply continuing professional development for creating polishes and plans regarding
future.
P2. Investigate professional employer expectation of skills and competencies within industry
Employer is consider as an individuals who decides to perform business, organise funds,
gather resources, collect data regarding requirements of market and individuals as well as initiate
a business with the assistance of workers (Izadinia, 2013.). The main aim of hospitality industry
is to provide appropriate and affordable services to its customers and guest that comes from
different areas. Thus, hotel workers and employers plays a essential role in offering services like
room cleaning, amenities, food and so on which assists to grab attentions and making decision to
acquire services repeatedly. Employer have various expectation to recruit professional as well s
experiences workers which aids them to enhance number of facilities and maximise profitability.
The role of workers as well as the employer expectation in Travelodge Hotels Limited are
vary from kinds of choices and size of firm. For example: manager have required to recruit chef,
room services, waiters, maids etc. who facilitates services to consumers and influence them
through its behaviour. Besides from these roles, employer also required receptionist and cashier

who has proficient skills to influence visitors and become their consumers. Travelodge Hotels
Limited have some expectation to particular competencies and skills that are mentioned below:
 Flexibility: It is the most essential needed skills which is required for the employer and
workers which assists to minimise stress as well as enhance willingness to perform by
maximising outputs. For example: Travelodge Hotels Limited employers have flexibility
skills and it wants that its staff should has this kinds of skills so that they can perform
effectively by decreasing the stress level and concentrates upon productivity (Xu,
2014.).
 Problem handling competency: Travelodge Hotels Limited employer expect that their
workers well as the staff members should be proficient in solving issues that arise within
company and also, maintain productivity by applying professional skills.
 Positive behaviour: the employer as well as workers should always has positive
behaviour which assists to attract consumers as well as think about another activities of
the business. For example: manager of the Travelodge Hotels Limited expect that their
staff should has positive attitude which can grab the attention of the guest through
facilitating services with good smile.
 Capable to learn quickly: Now a days employer wants that their workers should be
confident as well as proficient so that they can learn new things and also technology
immediately. Travelodge Hotels Limited manager have similar expectation and recruit
effective workers who can face new challenges and easily gain knowledge from the
training programmes conducted by them (Johnson and et.al ., 2012.).
Therefore, the above skills and competencies that employer expects their employees are they
have capability to learn anything quickly in effective manner, positive behaviours, skills to
handle the problems that occurs can occurs anytime and should be flexible in performing task.
TASK 2
P3 Assess own abilities, skills, and competences for a specific job role.
To succeed in life an individual have to be enough capable and own capabilities, skills
and competencies for every one. Capabilities and skills vary from person to person according to
self interest and distinctive spheres. Such as for marketing convincing power and communication

skills are very much necessary to enhance sales. It is very much significant for an individual that
have communication skill that can be express by their thoughts, views and ideas that helps to
organisation to get success ( Albro, 2012.). For an individual to get career growth written and
oral skills and potentials are very obligatory. To lead in competitive environment an individual
have the knowledge of digital tools and techniques that helps to reach at large no. of consumer
base and also helps to promote products and services in proper way by using various channels
and sources.
Further an individual have the skill and competency to think in critical manner and
problem solving skills which are very much potential (Oliver, 2013). In case of Travelodge hotel
their employees give their best in organisational development by accessing problems by going in
depth and know their root cause of that concern so that actual or potential results can be reap out.
Skills and abilities are very much important for an individual to perform tasks and duties in
proper way. If an individual apply for marketing job and for that they require team handling and
distribution of tasks and responsibilities to enhance productivity. Communication and rare
competencies are very much essential for an individual to think and give in appropriate way to
achieve goals and objectives. Some skills and capabilities are required to establish and access
own capabilities, competencies and skill set for a specific job role. To become an effective
manager skill audit is one of important tool to access capabilities.
Skill audit is one of most important tool and technique that helps in analyse or evaluate
potential skills and capabilities in an individual. It mostly used in organisation to access strength
and weaknesses of an individual. To bring improvement in their skills and capabilities,
management of an organisation have to conduct various training and orientation programmes so
that they can develop potential skills set according to requirement of an organisation.
Serial
No.
I am Capable of Score Score From Other
People
Differences
1 Problem solving skill 7 8 -1
2 Communication skill 6 4 2
3 Presentation skill 5 6 -1

4 Problem handling competency 5 8 3
5 Positive behaviour 6 9 3
From the above table it has been summarised that in some key areas or spheres
improvement is needed to reach at desirable goals and objectives (Clark, 2014.). In problem
solving skills, communication and presentation with problem handling are major areas in which
reforms should be needed to comply with competitive world and give their best in personal and
professional life.
P4 Review a range of learning theories and approaches used for personal and professional
development processes.
To lead in marketplace individual and group of individuals have to use their personal and
professional development activities and processes (Crigger and Godfrey, 2014.). These personal
development skills and knowledge help to achieve organisational goals and objectives. There are
various kinds of learning theories and practices that are as follows:
Behaviourist approach:
Behaviourist approach that is related to evaluate or analyse behaviour of an individual at
working area. That approach is very much crucial for the firm to understand the behaviour of an
individual in various situations.
Social learning theory:
This theory is development of behaviourism theory and practices and that theory helps to
learning for an individual in both direct and indirect manner by observing or noticing others. It is
very much beneficial for an individual to react or reply in positive way to capitalize all
opportunities.
Cognitive approach:
Cognitive approach is for personal and professional development. That theory gives
assertiveness of an tutor and their teachings with the passive participation that not give choice in
predetermined way.
Humanistic approach to learning:
This approach is one of most useful for any organisation that focus on learning and
professional development by behaviour and attitude of an individual which provides values to

achieve goals and objectives. Hence learning approaches and practices proved beneficial to
understand tactics of behaviour in particular situation.
TASK 3
P5 Construct a development plan to enhance chosen skills and competencies within a specific
work context.
Development plan is one of essential tool that helps in develop skills and capabilities to
achieve organisational goals and objectives (Hercelinskyj and et.al ., 2014.). Skills are very
much potential for an individual to carry out task to achieve predetermined goals and objectives.
It bifurcate into two parts which is domain specific skills and general (Wald, 2015.). In domain
general skill consist of leadership, management of time and task to retain always motivated and
productive. In case of Travelodge hotel they select or recruit those employees which have skills
and capabilities according to organisational requirement. To attain organisational goals and
objectives Travelodge hotel recruit one of most competitive and capable staff which give their
best in organisational enhancement. Competencies are combo of various set of skills and
competencies that improve effectiveness of an individual that are require for an individual. For
marketing core jobs some skills and competencies are very much necessary such as
communication, team building and problem solving skills and critical thinking that helps in
achieve organisational goals and objectives.
Development Plan
Objectives What will I do
to achieve
Hurdles to
achieving goals
Ways of
progress
monitor
Target date
Problem
solving skill
Focus on
enhancement
analytical skill
Not totally
concentrates.
Workshop and
seminars
Approx 2
months
Time
management
Coaching and
teachings from
Not following Taking guidance Approx 1

online source consistently from tutor month
Team
development
Formal training
and
development
Ineffective
distribution of
work
By practical
work
experiences
Around 2
months
Communication
skills
Project delivery Hesitation and
good vocabulary
Feedback from
boss and
subordinates.
Approx 4
months
Creativity By observation
and analysis
Lack of
knowledge about
a subject or
matter
Feedback from
office friends
Approx 2
month
Team working Training Lack of
coordination
By applying to
work
Approx 3
months
There are various ways and methods for elimination of areas in which an individual have some
backdrops in which taking feedback from higher authority and subordinates. To amend
communication skill an individual have to convey in positive way and read many books and
articles to articulate positive outcomes (Cruess and et.al ., 2015.). Creativity should be enhance
by taking participate in many seminars and activities so that they can explore new things and
events in positive way and reach out desirable goals and objectives. In that case organisation
have also give training and development so that employees feel motivated and can give their best
in organisational enhancement and personal life.
TASK 4
P6 Undertake a job interview for a suitable service industry role.
Interview is one of most effective way to communicate with other person for finding out
potential skills and competence according to requirement of an organisation. In interview some

questions should be ask and candidate have to reply of these questions. Answers and way of their
presentation give important knowledge about core competencies of an individual. If an
individual come for interview in Travelodge hotel for post of marketing manager in travel and
tourism industry then some important attributes should be judged in an individual ( Huston,
2013.). To become competent and capable enough for an interview an individual have resume
and cover letter. Resume and cover letter proved helpful for interviewer to judge key skills and
capabilities to select an potential candidate.
In case of Travelodge hotel they select potential candidate on basis of Weigh age of their
resume and cover letter. It is most important work for an candidate to best represent itself before
an interviewer for that they have to well dress and resume should be updated ( Larson and et.al .,
2013). At the interview process in first round of interview general questions should be asked and
in that if candidate selected then in next round aptitude and technical knowledge should be
judged. If an candidate select in second round then it should be selected for Travelodge hotel.
After that offer letter should be provided to them in which all necessary information mentioned
such as package, Date of joining, place etc..
Curriculum vitae
Name: John solomn
Email ID: [e-mail]
Address: 456, London street, United Kingdom
Date of Birth: 01-11- 1990
Mobile no. [phone]
Objective: To secure a challenging position in reputable organisation to expand my learnings,
knowledge and skills.
Exp.
Phoenix, AZ in year 2016- 18.
Work as an Marketing executive.
Qualification:
Graduate- Graduate from Towson university in year 2012.
Post graduate- Towson university from London, UK in 2015.

Skills:
 fluent in communication
 Team building
 Problem solving skills
Thank you.
Date:
Signature
P7 Review key strengths and weaknesses of an applied interview process.
In interview process some key aspects that should be evaluated in clear way so that a
candidate give their best and achieve goals and objectives. Evaluation of one self is very
important for an individual from that s/he can be able to give their best (Hercelinskyj and et.al .,
2014.). In an individual some key strength and weaknesses always present such as good
communication skills that helps to deliver ideas and views in better manner so that an individual
can actively participate in group discussion and express their views in positive and healthy way.
The another key strength is team building and distribution of tasks with responsibilities to
achieve desirable goals and objectives. Team building is an important aspect for an organisation
to work in group in which everyone has some skills and competencies so that they can contribute
a lot in organisational development and enhancement. Team should be build after accessing
potential skills and capabilities of an individual in an organisation. In case of Travelodge hotel
which is an multinational organisation so in context of that organisation team building and
communication is very much important to achieve goals and objectives.
As per my point of view I lacks in convey some to deliver right kind of knowledge and
information that hinders self interest in my career growth and during interview process. On other
hand sometime I get negative in thinking which impacts on my work and impacts on
organisation also.
There are various challenges and obstacles that should be needed to overcome, in that case I have
to take participate in debates and convey in proper manner with others. On other hand I have to
read newspapers and other articles which helps in enhance verbal and written communication
skills of mine.

CONCLUSION
From the above report it has been concluded that Professionalism in every sphere of life
is very important to give their best. To acquire professionalism an individual and organisations
uses kinds of learning and development programmes that give an definite path to achieve goals
and objectives. Personal and professional program give major attributes to convey right kind of
knowledge and information to everyone so that every one can get opportunity to achieve
desirable goals and objectives. For an individual it is necessary to overcome with their own
weaknesses so that it can give their best in personal and professional life.

REFERENCES
Books and journals:
Trede, F., Macklin, R. and Bridges, D., 2012. Professional identity development: a review of the
higher education literature. Studies in Higher Education. 37(3). pp.365-384.
McNeil, K.A., Mitchell, R.J. and Parker, V., 2013. Interprofessional practice and professional
identity threat. Health Sociology Review. 22(3). pp.291-307.
Wenger-Trayner, E., and et.al 2014. Learning in landscapes of practice: Boundaries, identity,
and knowledgeability in practice-based learning. Routledge.
Izadinia, M., 2013. A review of research on student teachers' professional identity. British
Educational Research Journal. 39(4). pp.694-713.
Xu, Y., 2014. Becoming researchers: A narrative study of Chinese university EFL teachers’
research practice and their professional identity construction. Language Teaching
Research. 18(2). pp.242-259.
Johnson, M., and et.al ., 2012. Professional identity and nursing: contemporary theoretical
developments and future research challenges. International nursing review. 59(4).
pp.562-569.
Albro, R. ed., 2012. Anthropologists in the securityscape: ethics, practice, and professional
identity. Left Coast Press.
Oliver, C., 2013. Social workers as boundary spanners: Reframing our professional identity for
interprofessional practice. Social Work Education. 32(6). pp.773-784.
Clark, P.G., 2014. Narrative in interprofessional education and practice: implications for
professional identity, provider–patient communication and teamwork. Journal of
Interprofessional Care. 28(1). pp.34-39.
Crigger, N. and Godfrey, N., 2014. From the inside out: A new approach to teaching professional
identity formation and professional ethics. Journal of Professional Nursing. 30(5).
pp.376-382.
Hercelinskyj, G., Cruickshank, M., Brown, P. and Phillips, B., 2014. Perceptions from the front
line: Professional identity in mental health nursing. International Journal of Mental
Health Nursing. 23(1). pp.24-32.
Wald, H.S., 2015. Professional identity (trans) formation in medical education: reflection,
relationship, resilience. Academic Medicine. 90(6). pp.701-706.
Cruess, R.L., and et.al ., 2015. A schematic representation of the professional identity formation
and socialization of medical students and residents: a guide for medical educators.
Academic Medicine. 90(6). pp.718-725.
Huston, C.J., 2013. Professional issues in nursing: Challenges and opportunities. Lippincott
Williams & Wilkins.
Larson, J.,and et.al ., 2013. The formation of professional identity in nursing. Nursing education
perspectives. 34(2). p.138.