Professional Practice: Skills, Competencies, and Development Plan

This report examines professional practice within the context of the hospitality industry, specifically using The Landmark London as a case study. It begins by outlining the benefits and importance of ongoing professional development for both managers and employees, emphasizing how it enhances skills and competencies. The report then delves into the evaluation of personal abilities, skills, and competencies, including willingness to learn, problem-solving, and the use of innovation. It explores various learning theories, such as behaviorist, cognitive, humanist, and social learning theories, and how they can be applied to improve individual and professional growth. Furthermore, the report constructs a development plan aimed at enhancing chosen skills and competencies within a specific work context. Finally, it addresses job interview processes for service industry roles, highlighting key strengths and weaknesses. The report concludes with a summary of findings and relevant references.

Professional Identity and
Practice

Contents
INTRODUCTION......................................................................................................................4
TASK 1......................................................................................................................................4
Benefits and importance of on-going professional development...........................................4
TASK 2......................................................................................................................................6
Own abilities, skills and competencies...................................................................................6
• Willingness to learn and adopt: In this situation, I would rate myself 7 out of 10 since I
am consistently prepared to discover some new information................................................6
• Problem solving: It is significant for supervisor to examine issues emerge at working
region to make workstation more productive.........................................................................6
• Use of innovation: according to current situation, advances are changing as I would give
score 7 out of 10. As, I realize diverse how to work and utilize innovations for performing
position exercises. This sort of data assists me and my subordinates in ad lobbing
specialized abilities.................................................................................................................6
Scope of Learning hypotheses and approaches......................................................................6
There are diverse learning speculations and approaches that concentration in ad lobbing
singular learning. In this specific circumstance, director of The Landmark London
implements scope of learning hypotheses to dissect new and creative approaches to
determine issues. With the assistance of learning hypotheses, representatives can improve
their proficiency level at working region...............................................................................6
• Behaviourist: This kind of hypothesis incorporates new activity that react rapidly as it
additionally confirmed that information exists outside the person. Corresponding to this,
The Landmark London focus on carrying out new advancements to consumers that is
related with how workers embrace new innovation. This can be assisting in responding
rapidly by dealing with this kind of difficulties.....................................................................7
• Cognitive: It incorporates realities that an individual can support their insight which
depends on his manageability. Along these lines, The Landmark London can apply one
methodology that help them in do all the essentials ‘roles and commitment at working
region......................................................................................................................................7
• Humanist: This kind of learning is completely founded on the individual experience. In
the event that, The Landmark London utilize this methodology then they use part insight of
staff individuals to accomplish every one of the put out objectives and destinations............7
Social learning hypothesis: It is referring to the new angles and lead that can be gained
with the assistance of noticing others.....................................................................................7
TASK 3......................................................................................................................................7
Construct a development plan to enhance your chosen skills and competencies within a
specific work context..............................................................................................................7
TASK 4......................................................................................................................................9
Job interview for a suitable service industry role...................................................................9
Key strengths and weaknesses of an applied interview process...........................................10
CONCLUSION........................................................................................................................11
REFERENCES.........................................................................................................................12

INTRODUCTION
Capable recognize is suggests the data, capacities, characteristics and disposition what
granted to one to other in an affiliation and a specialist assembling as well. Basically, it is
recognized as a special miracle which is complete by an affiliation or master social affair to
form from unequivocal examination concerning a specialist work life(He, 2020). Thusly, it is
immense for an individual having a strong master recognize as it engages them to do their
characteristics and besides relate with the practices at the hour of working in a predefined
work role. In a various levelled setting, every business base on enrolling the fit and qualified
experts for explicit occupation work so they can without a very remarkable stretch achieve
their objections and centre in a fitting time span. This can is profitable for relationship to
redesign their advantage and at the same time in like manner develop their strong
circumstance at market. Current report relies upon The Landmark London, is a five-star hotel
which opened in 1987 and moreover guarantees various lodgings in London. Assignment will
portray benefits of on-going capable headway that help both chief and labourer inside an
affiliation. Besides, current capacities and abilities is furthermore notice that met supposition
for decided occupation work i.e., Hospitality executive. Different learning speculations and
approaches used for individual and master improvement will be analyzed in this report. Plus,
capable improvement plan is furthermore cultivated that associates in redesigning capacities
and competencies within workplace (Reid, 2020). Around the completion of adventure,
extent of organization industry and versatile capacities for work structure is also referred to
here.
TASK 1
Benefits and importance of on-going professional development
Advancing capable headway is implying the term that used to choose learning practices that
an individual or master partake to encourage their abilities to perform well at s work express
occupation work. Basically, the crucial point of convergence of CPD is to make, keep up and
report capable capacities of an individual (Jefferson, 2020). Thus, it is basic for specialist and
supervisor to make their learning as it helps them in get-together their set targets. In setting to
The Landmark London, on-going capable progression is valuable for both chief and labourer
through which the two players can without a very remarkable stretch endeavour by
developing their targets. This will clearly contribute in improving brand image of association
at business focus. Thusly, there are some meaning of on-going capable headway for labourer
and supervisor appreciated by following core interests:
Benefits to administrator
Supervisor expects a urgent part in business relationship since they by and large revolve
around promotion lobbing the overall presentation of association by managing each and every
activity. In setting to on-going capable new development, the matter of The Landmark
London invests in learning and headway programs that successfully encourage workers to get
compensations of CPD. With the assistance of this, business ensures selective necessity all
through the association by prodding their delegates to invest a fearless energy at work space.
Close by this, on-going capable improvement moreover support supervisor in contributing
insistently in definitive turn of events and accomplishment (Tsaousi, 2020). Beside this, if
director having strong professional development, then they may engage a positive culture of
finding that advance sound working relationship with agents. Through on-going capable
development, business of The Landmark London can embraces change and all the while
similarly holds agents.

Benefits to specialist:
Relentless master progression is one of the huge activities for agent considering the way that
it may enable them to manage changes occurs at working district. Without on-going capable
improvement labourer may fail concerning the one of a kind universe of work. With the
assistance of proper CPD, labourer of The Landmark London can engage and excited with
their working activities and occupation role. Basically, it furthermore keeps awake with the
most recent that help them in making capacities at work. Close by this, on-going capable
improvement is in like manner interfaces openings data and moreover engage workers to get
all the fast-moving changes. This can be significant in keeping agents focussed on the
predefined pathway to demonstrated work that contributes in accomplishing achievement at
workplace.
Capacities and abilities expected by the business
In a business affiliation, chief accept a basic part as they have some supposition for labourers
that directly assist with promotion lobbing the overall performance. As the fundamental job
of capacities and abilities is to broaden similarly as update by and large usefulness level.
Thus, it is basic for manager of The Landmark London to enlist skilled and qualified people
who prepared to decide issues and improve overall productivity level of association at
business focus. Close by this, The Landmark London also required from labourers to give
their sincere endeavours to achieve all of the set forward destinations and focuses in
portrayed time span. Thus, a couple of capacities (hard and soft) and abilities expected by the
business for neighbourliness manager mentioned underneath:
Hard capacities
• Better usage of development: In a movement circumstance, use of current advancement is
fundamental since it assist individual to keep their work direct and quick with no kind of
misstep. In setting to The Landmark London, chief necessities to use advance and present day
development at working district so that work can be conveniently done and improve as a rule
proficiency of association. For accomplishing something comparable, supervisor moreover
manager certain advances including system programming and much more to satisfy
customers.
• Accounting: Proper data and care about accounting and money related activities is pressing
for employer. In this, business of The Landmark London having this sort of capacities so they
can without a doubt manages all of the inflows and floods of association. With the help of
this, business can keep up their strong financial circumstance at business focus that
contributes in setting up sure brand picture.
Fragile capacities
• Effective correspondence: It is critical for supervisor to guarantee that delegate have real
social capacities as it is fruitful in associating with customers. By this, workers can
understand customer’s needs and give them accordingly. This can be reducing the possible
results of arising any kind of issues and confusions while serving customers.
• Self-assurance: Employer of The Landmark London needs to sure at the hour of working
their activities. Without conviction, business cannot have the alternative to decide issues at
working area. Accepting supervisor is sure; they regulate working activities and all the while
also encourage positive culture. By this, business can improve their picture at business focus
and moreover attracts more customers towards its organizations.

• Creative thinking: In solicitation to improve customer dedication or higher convenience,
supervisor needs to think in an innovative way. It will in general be contributing in growing
the possible results of set concentrations in a fitting way and at the same time moreover assist
with keeping customers more satisfied by influencing them towards The Landmark London
and its organizations too.
Capacities
• Team leading: Proper streetcar work is basic for The Landmark London because it enhances
the capability level of agents. As such, supervisor prerequisites to convince similarly as affect
their specialist to fill in by and large to achieve their goal in a nutshell time period. With the
assistance of this, association set up their genuine picture at business focus.
• Work ethically: Employer of The Landmark London expected to worm ethically in current
pandemic situation asset Assists Company in improving their turn of events. Close by this,
business needs to manage customer’s needs and moreover oversee them ethically so
customers improve their positive experience towards the association.
• Positive direct: To keep up genuine position, both director and supervisor keep up their
positive lead as it leads in administering positive association with their customers. If business
of The Landmark London has positive lead towards their workers, then they can easily serve
better organizations to its target customers and moreover keep up relentless picture at
business focus.
TASK 2
Own abilities, skills and competencies
As a cordiality director, it is significant for me to adequately assess just as evaluate my
abilities, capacities and capabilities(Hogard, 2020). This is on the grounds that, it will give
suitable approach to play out all the allocated work. In this connection, I can play out my
work job suitably yet there are a few abilities that I need to dissect through which I can take
advantage and improve seriousness at commercial centre. As there are assessment of my
capacities, abilities and skills that help me in settling on an educated choice.
• Willingness to learn and adopt: In this situation, I would rate myself 7 out of 10 since I am
consistently prepared to discover some new information(Thomas, 2020). As an
accommodation administrator, this kind of expertise helps me in overseeing changes through
which organization effectively perform well at commercial centre.
• Problem solving: It is significant for supervisor to examine issues emerge at working region
to make workstation more productive (Dankova, 2021). In such manner, I will be rating to 8
out of 10 as there are a few regions wherein I flop in overseeing issues.
• Use of innovation: according to current situation, advances are changing as I would give
score 7 out of 10. As, I realize diverse how to work and utilize innovations for performing
position exercises. This sort of data assists me and my subordinates in ad lobbing specialized
abilities.
Scope of Learning hypotheses and approaches
There are diverse learning speculations and approaches that concentration in ad lobbing
singular learning. In this specific circumstance, director of The Landmark London
implements scope of learning hypotheses to dissect new and creative approaches to determine

issues. With the assistance of learning hypotheses, representatives can improve their
proficiency level at working region.
• Behaviourist: This kind of hypothesis incorporates new activity that react rapidly as it
additionally confirmed that information exists outside the person. Corresponding to this, The
Landmark London focus on carrying out new advancements to consumers that is related with
how workers embrace new innovation. This can be assisting in responding rapidly by dealing
with this kind of difficulties.
• Cognitive: It incorporates realities that an individual can support their insight which
depends on his manageability. Along these lines, The Landmark London can apply one
methodology that help them in do all the essentials ‘roles and commitment at working region.
• Humanist: This kind of learning is completely founded on the individual experience. In the
event that, The Landmark London utilize this methodology then they use part insight of staff
individuals to accomplish every one of the put out objectives and destinations.
Social learning hypothesis: It is referring to the new angles and lead that can be gained with
the assistance of noticing others (Dahm, 2020). In association setting of The Landmark
London, the majority of representatives are improve new abilities and information by seeing
just as watching different workers work inside the organization. By this, they effectively
learn new angle and furthermore assess how they manage issues and issues emerge at
working region.
TASK 3
Construct a development plan to enhance your chosen skills and competencies within a
specific work context
Proficient improvement plan is considered as a significant report that emphasis on the
particular objectives, required abilities that workers will necessities to accomplish in a
specific timeframe (Trevallion, 2020). Essentially, it is related with the vocation
development that centres on improving individual learning as per nonstop basis. With the
assistance of this, worker can undoubtedly make do or upgrade their abilities and skills at
work place. For better agreement, advancement plan is referenced underneath:
Current skills and
competencies
Goals and
professional
development plan
activity
Monitoring of
progress
Evaluation of
effectiveness
Problem solving skill This is long haul target
that requirements to
improve. For fostering
this kind of ability, I
will take around 1 year
in which I need to zero
For checking the
general advancement
of this expertise,
testing is a way that
assess that the number
of issues have been
This kind of long-
termobjective
assistsme in
overseeing issues that
primarily looked by
labourers at working

in on breaking down
issues looked by
labourers at working
region.
settled. It assists in
overseeing just as
taking care of
determined issue.
region. With the
assistance of this, I can
undoubtedly manage
employee and
customer connection
by giving them better
arrangement of
determined issues.
Decision making skill It is transient objective
that will take around
2-3 months. For this, I
will center in taking
right choice by
breaking down whole
perspectives and
furthermore set aside
some effort to make
last judgment.
By dissecting past
execution, I will
screen the general
advancement.
According to this
evaluate the abilities
by taking fitting
choice.
This kind of target
required successful
examination of choice
that taken by me.With
the assistance of
breaking down result,I
can assess the
adequacy of expertise
at indicated work job.
Focus on learning new
things
It is medium term
objective that required
approx. a half year for
improving this ability.
As it focuseson change
in which I can
undoubtedly execute
something new and
special. This should be
possible perusing on
the web articles,
papers and a lot more
angle.
By dissecting current
and past authoritative
improvement, I can
undoubtedly made
advancement in
carrying out indicated
task exercises.
This sort of objective
is compelling as boss
of The Landmark
London carry out
certain progressions
that may help with
welcoming just as
drawing in skilled or
expected
representatives.
TASK 4
Job interview for a suitable service industry role
Prospective employee meeting measure is attempted inside organization to assess if
individual appropriate according to The Landmark London prerequisites.

Job portfolio
 Organization: The Landmark London
 Division: Hospitality industry
 Occupation title: Hospitality Manager
 Occupation location: London, UK
 Working hour: 8 Hours out of every day
 Occupation Summary
 The Landmark London is one of the acclaimed hotels which will enlist director to
oversee cordiality exercises. The principle focal point of organization is to enlist fit
competitors who can undoubtedly achieve hierarchical objectives as needs be.
 Job
 Resolving issues by appropriate arranging and observing exercises.
 Developing successful working arrangements for representatives.
 Provide positive and better professional training.
 Give appropriate direction to representatives to performing position job.
Person Specification
Organization:The Landmark London
Job title: Hospitality manager
Qualification: MBA
Essential Criteria:
 Effective communication skill
 Ability to make right decision
 Able to resolve issues
 Ability to negotiate salary
 Effective team management skill
Desirable criteria:
 Ability to use advance technology.
 Minimum 5 years’ experience in hospitality sector.
CV
Name:ABC

Address:XYZ
Phone no.: 12345
Profile summary: I have done my Masters in showcasing and account including 6 years'
experience in friendliness industry as an associate supervisor. I need to work with rumoured
association where can ready to improve my abilities and capabilities suitably.
Specialisation:
 Problem solving skill
 Team management skill
 Salary negotiation.
 Serve quality services to customers as per their needs and wants.
Educational qualification:
 Bachelors in Hotel management.
 Master’s in business administration.
 Diploma in managing customer relations.
Declaration:
All the above-mentioned information is correct on which company can trust easily.
Date: 20th May 2021
Key strengths and weaknesses of an applied interview process
Qualities of Job screening
Assuming an individual needs to get chosen for the ideal work, it gets significant for the
individual to end up being the best competitor among all, so that, the candidate can
additionally be required the prospective employee meeting measure. It is accepted that
meeting comprises around 70% of the choice process. Consequently, every organization sets
its norms and benchmarks for getting the best out of the rest along these lines, on the off
chance that we look all the more carefully at the screening, it incorporates different stages.
Subsequently, in contrast to different organizations, "The Landmark London", additionally
follows a set example or cycle. For instance, beginning from the expected set of
responsibilities, booking interviews, leading starter phase of the meeting, trailed by directing
individual meetings. The whole cycle is done based on some inquiries questions which the
competitor needs to reply. The inquiries can be identified with the work for which the
candidate has applied, or they can be founded on close to home interest. For instance, "as a
cordiality administrator, depict how you will manage a troublesome client." Hence, it is
accepted that during the cycle of meeting, the candidate should be straightforward and
adequate simultaneously. From there on, if the up-and-comer goes through every one of the
phases of the meeting with no commitments then the applicant is chosen for the work.
Focussing on the qualities of the new employee screening measure gives organizations with
influence to choose the right contender for the work on the grounds that recruiting a person
who has right abilities and information will help the organization in bringing its situation up
in the market in not so distant future (Analisti, 2021). From this time forward, the new

employee screening measure was totally founded on proficient guidelines and it is
acknowledged that the individual who is good for the work will get obligations and
assumptions for the organization, and hence, the individual can be result-situated can
additionally accomplish proficient development.
Shortcomings of Job Interview measure
The route by which an organization applies its new employee screening measure, there can be
a likelihood that it puts an effect on a person, to be more exact how the individual has seen
the disposition of the organization. There are examples when positive meeting encounters
have changed or flipped into negative discernment for an individual company. Consequently,
competitors foster unwanted resistance for the part in the organization which they once loved
the most. As per the organization, "The Landmark London", the greatest shortcoming of the
Job screening was that it put weight on a portion of the up-and-comers in light of which being
feeling the squeeze they didn't perform well and subsequently got disposed of from the
rundown. Then again, a portion of the competitors accepted that they were posed wrong
inquiries which were past fitness and psychometric.
Hence, it is appropriately said that meetings are viewed as a door for tracking down the right
up-and-comer in light of the fact that the ideal individual can save the business or it can lead
the organization towards entanglements.
CONCLUSION
From the above-mentioned report, it has been summed up that proficient character is one of
the critical aspects that needs for performing admirably at working region as it provides
assistance in achieving every one of the put out objectives and targets in decided timeframe.
In friendliness industry, it additionally valuable for worker and business since it creates just
as draw in representative towards their predefined work job. Subsequently, it is huge for the
two players to remember for going proficient advancement at the hour of performing task so
they can undoubtedly accomplish something very similar in less timeframe alongside higher
productivity. What's more, proficient advancement plan is likewise fostered that attention on
improving abilities and capabilities of representatives (Boyle, 2020). By this, labourers can
undoubtedly bring positive changes at working environment and furthermore improve by and
large execution also.
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