Professional Identity and Practice Report for Hospitality Management

This report examines professional identity and practice within the context of the TUI Group and the broader hospitality industry. It begins by outlining the merits of ongoing professional development for various stakeholders, including personal satisfaction, improved performance, and enhanced organizational brand image. The report then analyzes the skills and competencies expected of professional leaders, focusing on both soft and hard skills, customer service abilities, and time management. It further delves into the specific abilities and skills required for a hospitality manager role, including a SWOT analysis to identify strengths, weaknesses, opportunities, and threats. The report explores different learning theories and approaches, such as behaviorist and humanist approaches and Kolb's learning cycle, and how they can be applied to personal and professional development. The report also considers a personal development plan (PDP) to enhance skills and competencies and concludes with a reflection on the job interview process, including strengths, weaknesses, and recommendations for improvement.

Professional identity
and
practice

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1 ................................................................................................................................................3
P 1 Merits of ongoing professional development for different stakeholders.........................3
P 2 Analyze professional leader expectations of skills and competencies in business .........5
LO 2.................................................................................................................................................6
P3 Abilities, skills and competences for job of hospitality manager.....................................6
P4 Range of learning theories and approaches that helps in personal and professional
development processes...........................................................................................................7
LO 3.................................................................................................................................................8
PDP to heighten skills or competencies of work....................................................................8
LO 4 ..............................................................................................................................................10
Job interview for hospitality manager role...........................................................................10
Review strength and weakness of an interview process in reflection..................................11
Presenting the challenges and recommendations during an interview.................................12
Critically analyse own abilities during the interview process..............................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Professional identity is the combination of understanding about the roles of professional
as a result of the particular activity. It considers both professional and personal development. It
can creates through the attitude, motives, experience and values which a person define
themselves. The report will be based on the TUI group, TUI is the UK based firm which deals in
the various hospitality sectors and travel operator firm. This study will provide the various merits
of ongoing professional development for the various stakeholders of TUI group. This report will
provide brief discussion on the professional leader demand of ability and competencies in the
firm. Further the report will be summarised about the abilities and skills for a particular
occupation role and also assessment a learning approaches and theories that are used in the
professional & personal development procedure. The study will describe about the improvement
plan to intensify the skills and undertakes the job interview for the suitable services with its
strengths & weaknesses of an applied interview activity in the administration.
LO 1
P 1 Merits of ongoing professional development for different stakeholders
Ongoing professional development:
Ongoing professional development refers to the operation of tracking & documenting the
knowledge, skills and experiences that the individual can gain both informal and formal manner.
It is the planned and continues process whereby the individuals try to evolve their personal and
professional qualities or skills and to improves their own knowledge and practises to leading to
their empowerment (Girvan, Conneely and Tangney, 2016). Following are the merits of the
continues professional development for the different stakeholders of TUI group:
Personal satisfaction:
Employees are learned something new they may feel motivated in the organisation. It
facilitates to increasing the value in the labour market which creates the high level of personal
satisfaction in the individual who works in the TUI. It makes the individuals more pleasant in the
company.
Improves Performance, productivity and competitiveness:
Ongoing performance development helps the TUI organisation to boost up its
profitability and competitiveness. TUI group encourages their employees to take part in the

professional development which helps the staff to enhances their knowledge and skills. Likewise,
more educated and skilled employees perform better and encases the firm more productive
(Darling-Hammond, Hyler and Gardner, 2017). Thus, the ongoing professional development
provides the better competitiveness and profit in the company.
Increases flexibility and adaptability:
In the current scenario there is a cut throat competition and frequent changes are
dominated, which required the high level of flexibility and adaptability. Continues or ongoing
professional developments in the TUI organisation are enables the firm to keep up changes and
adapts the new realities.
Intrinsic motivation:
Continues professional development creates an intrinsic motivation among the employees
which helps them to performs their work in an efficient & effective manner (Darling-Hammond,
Hyler and Gardner, 2017). Continues learning provides benefit to the worker that they can
germinate their own skills and knowledges which creates the high level of motivation and
confidences to perform a specific task.
Employee Engagement:
Deficiency of growth is one of the reason of high worker turnover in the organisation.
TUI group are providing high level of growth opportunity through continues learning in the firm
which facilitates in employee engagement in the organisation. Workers in the organisation wants
to develop their own skills and knowledge and engaged employees continuously use their mind
and enhances their skills.
Organisational brand images:
It has a one of the benefits for the employer, if the firm will provides an effective training
and employees development program then it facilitates to increase the brand image of the
company the market which leads to attract the top talent in the firm (Girvan, Conneely and
Tangney, 2016). TUI group arrange the continues professional development program for their
employees to retain them in effective manner and boost their brand image in the market.
Added values on employment :
Ongoing professional improvement facilitates the firm to add on the values of future
employment, which means if the firm provides the development opportunities to their employees

may increased the values of such firm in the market and more and more individuals are willing to
work in the company.
P 2 Analyze professional leader expectations of skills and competencies in business
In TUI group a firm needs to appoint a manager for which the firm needs following skills
which are following below:
Professional standards and expectations:
Soft skills:
Soft skills are attributes and personality trains that affects the interpersonal interactions.
A manager needs to be well in the soft skills such as effective communication skills, time
management, flexibility, delegation, networking, confidences, creative thinking and initiatives.
These are the soft skills that every manager should be hold for being a good manager.
Hard skills:
Hard skills are the part of the set of skills which are needed for a job. It considers the
expertise individual for performing job in effective manner (Tsitskari and et.al., 2017). It
involves the knowledge about the basic business competencies of an organisation, use of
technology, programming and accounting and the knowledge of statistics.
Customer services skills:
Customer services skills mean to being prepared to deal with the difficult situations in the
organisation. Such skills are undertaking to meeting the needs and demand of the customers of
the organisation. It is one of the important factor that the manager should be respects the
customer and aid them with an empathy.
Time management:
An individual job applicant may expects that they have an ability to perform the task in a
specific time period with an affectivity in the work (Lazarus and Ferris, 2016). It concerns with
the control over the amount of time spent on specific activities in the view of increasing the
effectiveness.
Maintain professional standards:
A manager needs to work in the professional ethics. Professional ethics and standards are
concerns with the corporate standards and behaviour which is expected by the professionals in
the organisation. It is concerns with the representation out of the work.

LO 2
P3 Abilities, skills and competences for job of hospitality manager
In order to perform operations in a hospitality company, hospitality manager play a
significant role in carrying out all the operations of the company (Lashley, 2018). Hospitality
manger coordinates with all different departments in an established hospitality sector. Their role
is to plan and process commercial and management strategies in order to achieve profit targets,
hygiene and safety norms and the quality charter. This position requires several skills and
characteristics in order to become a effective hospitality manager. As per my view there are
several skills which in which I am meeting all the criteria, and there are some skills where I am
facing some issues. These issues can be determined with the help of SWOT analysis, which
consist of strengths, weakness, opportunities and threats. For shaping my career and personal
goals, I have determined aspects of SWOT which can help to develop a learning plan for me,
These factors are determined as follows:
Strengths
In relation to my career in hospitality industry there are several strengths in me as per my
views. The major thing required to be a hospitality manager is good communication skills
(Burgess, 2017), I believe that I am having significant communication skills that are required for
this position in this industry. In the hospitality sector, there are different customers from different
countries which needs understanding of several languages and I believe I am having a good
command at various languages like English, Spanish, French, Dutch and German. Another thing
which I think is required to work in hospitality is interest, I am having a good interest in working
with food and beverage sector specially in the beverage sector which encourages me in working
with this sector.
Weaknesses
These are several skills required in order to work in a hospitality industry, I believe that
I'm lacking in several skills which are essential to work in this sector. Time management is a
significant skill which is required in providing consistent and timely food production, I feel that I
am not able to perform this task effectively which I need to improve. Budget formation is also
required for managing operations in hospitality sector as it helps in increasing productivity by
preventing unnecessary expenses, I am unable to form an effective budget which I think I need to
develop in myself. The major skill required to manage workforce in hospitality sector is

leadership skill which I feel I lack fulfilling this skill, I will improve this skill by understanding
several leadership theories which can help me to understand requirements for becoming an
effective leader.
Opportunities
There are several opportunities for me as per my view. There is a recent growth in
hospitality industry which leads to more employment positions for the same service sector. I can
use my skill of understanding several languages for certifying in criteria for international
positions.
Threats
The threats which I believe I can face majorly includes visa and work restrictions that can
limit my work opportunities. There is a huge competition in this industry which can be faced by
me, and I have to be more effective from them in order to compete them and secure my position
in the same.
P4 Range of learning theories and approaches that helps in personal and professional
development processes
There are different approaches and theories which can be utilized for personal and
professional development processes. These theories and approaches consist of humanist
approach, behaviourist approach and Kolb's learning cycle.
 Behaviourist approach: It can be determined as a psychological approach that focuses
on objective and scientific methods of research. This approach majorly focuses on
noticeable stimulus-response behaviours which states that all the behaviours are obtained
through interaction with the environment. This approach can be used in TUI in order to
determine the behaviour of employees towards their work, which can help in personal
and professional development processes. By determining the behaviour of employees,
company can make necessary changes for the purpose of personal and professional
development processes (Watson, 2017).
 Humanist approach: It can be referred as approaches to studying that are based on the
principles of humanism. This focus basically on the learner as a single person and
consider that learning is about educating a whole person, rather than considering learning
is not just about intellect. A whole person is being educated by taking an individual's
interest's goals with the enthusiasm into account, it is being done for the purpose of

achieving full potential. This approach can be used by TUI for the purpose of developing
several personal and professional processes as it helps the employees in learning those
necessary aspects through which they can develop these processes in them (Ewin and
et.al., 2017).
 Kolb's learning cycle: It is the major theory which can be used by TUI for developing
personal processes. This theory consist of four basic aspects which includes active
experimentation, abstract conceptualisation and reflective observation. With the usage of
this aspect of the process, TUI can achieve its desired objectives through developing
personal and professional processes. Effective scholarship is being seen when an
individual is being progressed through a cycle of these four stages (Smith, 2016).
LO 3
PDP to heighten skills or competencies of work.
Skills or competencies both most important part of people who wanna be a successful in
their future. It is necessary to enhance their own competencies and skills in positive manner. This
will be effective and valuable for successful future growth. The present role is hospitality
manager and for that here is conduct professional development plan for improve weakness and
threats which are underneath:
Present
Competencies
and skills of
personal and
professional
plan
Goals of PDP
ACTIVITY (Use
SMART targets)
Process of measure
progress, underneath
development theory
Analysis the
effectiveness of your
personal development
plan
Time
management
skills
Long term goal (1
year)
Planning activity
and gaining prior
resource activity
planning for become
Evidence collection by
completing event in
organisation on time.
For that here, I use Pickle
Jar theory of time
management (Altinay,
Improvement of time
management skills is
most beneficial for me
which can be achieved
by me within the 1 year.
 This help to

a good manager and
time management.
Paraskevas and Jang,
2015).
This theory is help to
make proper division of
work as per giving task.
reduce stress
level.
 This provide the
proper focus on
task.
 The main
purpose of time
management skill
is enabling
people to get
more and better
work done in less
time.
Leadership
skills
Short term goals (3
months)
Reading books and
also observing
senior staff member
for become a good
leader and also to
build good person
skills.
Evidence collect by
offering guidance and
lead team in particular
task.
In order to improve
leadership skill, here is
select dynamic theory of
leadership development.
This theory is help to
people to take ownership
of their area of influence
and ability to measure
own leadership ability.
Improvement of
leadership skills are
effectively important and
main purpose of
leadership is to deliver
results through others.
Through the continuous
and regular practices and
planning I can improve
my leadership skills
within the 3 months.

Administrative
skills
Medium term goal
(6 months )
Checking budget
and sales old sales
sheets as well as
doing practical work
on managing
administration for
being good and
exceptional
administrator.
Evidence collect from
completing budget report.
For improve
administrative skill, I use
Henri Fayol 14 principle
theory.
This provide specific
guidance for
organisational structure.
Administrative skills are
important for become
good administration in
hospitality industry. The
main purpose of
administrative skills is to
prepare budget and
monitor operating
profits. Needed training
for improve this skills
like practical work on
excel. With this help of
those practices I should
improve my skills within
the 6 months.
LO 4
Job interview for hospitality manager role.
A job interview is the process of conversation between a applicant or representative of an
employer that is passage to assess whether applicant should be hired and selected. Interview for
hospitality manager are underneath:
Interviewer: Hello, tell me about yourself?
Interviewee: Greetings of the day sir, I'm ------, I have done High school in hospitality sector as
well as have bachelor degree. I'm always ready to take any challenges as well as have problem
solving skills.
Interviewer: What is your prior experience in hospitality sector?

Interviewee: I have 2 year experience in hospitality sector as a hospitality manager. I manage
administration department as well as handle customers.
Interviewer: What challenges do you expect to face in the hospitality industry?
Interviewee: Yes, I face online travel agents services at the time of work because online services
are mostly affected to business and its growth factors. Online agents are provides all facilities at
lower price in this administrative department is effect budget.
Interviewer: What are your career goals in the hospitality industry?
Interviewee: My career goal is to become a successful manager and exceptional administrative
in future with the best opportunities.
Interviewer: if you get the job, how do you see yourself growing in this organisation?
Interviewee: Hospitality industry is one the best sector. I wanna my growth in this sector and in
my dream organisation if I get the job in this organisation then I want to see myself as a
hospitality manager with the best salary.
Review strength and weakness of an interview process in reflection.
Interview is important and effective process which is help to understand and analysis the
talent of candidate. Interview experience is very best part of my life. I was going for hospitality
manager interview then I was happy. There are various strength and weakness which feel at the
time of interview process. In interview room, I feel very demotivated as well as very excited for
interview. Review of key strength applied in interview process is positive environment of
employer and organisation staff (Noe and et.al., 2017). Positive vibes is always provided
motivation toward work and office. Other strength is my knowledge, interviewer was asked
questions which are interesting. I give each answer in positive manner and best way. The things
goods and worked well was the fact that each people. Strength was my communication skill
excellent and great with the help of this I feel great when I gave replied to interviewer and it was
excellent. Other strength was I know the different languages which was given great impression
on interviewer.
Other hand, review of weakness of an applied interview process which I feel demotivated
because of first I meet with interviewer of my dream organisation. This was my strength but high
weakness. I feel weak when they asked about my experience because most of the time this create
problem in hiring process. Duration of interview my body language was not appropriate because
I got quite baffle. There are certain thoughts was going to work. Therefore, I had little motivation

to actually do the rewriting. In the ended up feeling quite guilty which actually helped me to
work harder in the evening and get the work done faster (Kirillov and et.al., 2015). This was my
great experience and also interesting. Weakness was demotivate to me in interview process. In
my opinion my weakness is leadership skills but I solve case study which was given to me for
testing my skills and ability.
Presenting the challenges and recommendations during an interview
Some challenges which has faced by me in during interview. Those challenges create
interesting and nervous environment in interview room. Most effective challenge which is
interview round tacked on at the last minute. For that here is recommendate, in these sets their
progression should be set and adhered to and speck with a peer with hiring manager. The current
trends of hospitality industry has created challenge for me in negative manner. This process is
highly consisted with great efforts. Here is recommendate for this is use google and get
knowledge about current trends which are happens in industry. By these challenges are
overcome.
Critically analyse own abilities during the interview process
Administrative skills are my great ability with the help of this I solve all the problem like
human resource management, team management and budget formation. This is affect me in
positive manner but other it creates problem like new member is join the group then I face
problem because in this I have to started with him or her form starting.
CONCLUSION
From the present report, it can be concluded that there are various skills which are
essential to become a professional hospitality manager. This report also concludes that there are
several goodness of ongoing professional development for various stakeholders that includes
personal satisfaction, flexibility and adaptability with employee engagement. Further this report
concludes that communication skills and leadership skills play a major role for becoming a
effective hospitality manager. Lastly this report concludes that an enhancement plan can be used
for enhancing skills and competencies. This concept states that learning relate the skill of
abstract concepts that can be applied flexibly in several ranges of situations.

REFERENCES
Books and journals
Altinay, L., Paraskevas, A. and Jang, S. S., 2015. Planning research in hospitality and tourism.
Routledge.
Burgess, C., 2017. Managerial Competencies for UK Hotel Financial Controllers: Are They
Hospitality Managers or Accountants?. The Journal of Hospitality Financial
Management. 25(1). pp.27-43.
Darling-Hammond, L., Hyler, M. E. and Gardner, M., 2017. Effective teacher professional
development.
Ewin, N. and et.al., 2017. Rethinking project management education: a humanistic approach
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Girvan, C., Conneely, C. and Tangney, B., 2016. Extending experiential learning in teacher
professional development. Teaching and Teacher Education. 58. pp.129-139.
Kirillov, A. V. and et.al., 2015. Theory and practice of time-management in education. Asian
Social Science. 11(19). p.193.
Lashley, C., 2018. Education for hospitality management. In Innovation in Hospitality Education
(pp. 33-48). Springer, Cham.
Lazarus, D. and Ferris, T.L., 2016. Assessing self-responsibility in employability competencies
development among Australian engineering students: introductory report.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Smith, A., 2016. Experiential learning. Edward Elgar Publishing Limited.
Tsitskari, E., and et.al., 2017. Employers’ expectations of the employability skills needed in the
sport and recreation environment. Journal of hospitality, leisure, sport & tourism
education. 20, pp.1-9.
Watson, J. B., 2017. Behaviorism. Routledge.