Royal Hotel London: HR Management Skills and Development Report

This report provides a comprehensive analysis of HR management practices within the Royal Hotel London. It begins with an introduction and overview of the hotel, highlighting its brand reputation and importance in the industry. The report delves into the essential skills required for an HR manager, including communication, time management, and professional ethics. It explores various professional development methods used by the hotel, such as social and cognitive learning theories. A significant portion of the report focuses on a critical analysis of the author's own skills and abilities, utilizing models like skill audits and SWOT analysis. It also includes a PDP with SMART goals and an evaluation of the PDP's effectiveness. Finally, the report includes a reflection on the interview process, offering insights into strengths and weaknesses, and concludes with recommendations for improvement.

Professional Identity and
Practice
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INTRODUCTION
It is necessary for an individual to have professional and personal development while
working within an entity as it aids the staff members to increase its capabilities to achieve goals.
Present Report focuses on Royal Hotel London. Study focuses on introduction as well as
overview of the Royal Hotel London as well as respective skills that can be needed for the
requirement of the firm. Further Report also includes importance and benefits regarding HR
development plan for career enhancing point of view (Best. and Williams, 2019)
. Study also critically analyses own skills as well as abilities accompanied by self-evaluation
concepts. Various Progress methods also be included within this report. C.V is prepared of
Hospitality manager as well as PDP along with SMART target is applied within this study.
Report also focuses on the interview procedure evaluation along with pros and cons in addition
to this reflection is described to analysis the process of interview (Richardson. and Watt, 2018).
Lo 1
Introduction and Overview
Royal Hotel London are known as the well-known Prominent Brand within Hotel
industry as well as they have hotels within various locations all over the world. They are the one
who is a known for their quality services and also being employed within such prestigious brand
for each and every person. As a person establishing a career within Hotel like Royal Hotel in
Human Resource Management field as a HR manager, getting employed within Royal Hotel
London consider as a major milestone (Seemille. and Priest, 2017). Thus, it is not an easier task
as well as not able to achieved easily because of the enhanced amount of the competition as well
as high skill set the desires of the employer within HR manager of the firm. Furthermore, a
fresher person in the Royal Hotel London is not appointed direct as a HR manager after a
considerable amount of time.
Continuous process Development assures that they can increase knowledge as well as
skills as it can increase capabilities within same field. It helps to make consistent and meaningful
contribution to the team they are working with. A person becomes effective within organization.
It helps them to advance within their career as well as move into new positions where they can
manage, lead, coach, mentor as well as impact other people. It aids advance the knowledge
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regarding technology in their profession. It also leads to increase the public confidence within
individuals profession (Richardson. and Watt, 2018).
It deliver a deeper understanding as it implies areas such as specified practice areas, high risk
areas and many more. Formulating as well as following a professional as well as personal
development plan is beneficial as they are accountable for the development of the individual
career. Staff members gets benefited through using several advantages such as getting motivated
so that it can increase their performance that leads to increase the employability and incentives
as well as enhance the competency (Vähäsantanen. and Hämäläinen, 2019).
Skills as well as competencies needed through organization
To select Royal Hotel London as HR Manager, there are several sets of skills that are
needed to possess as well as characterized into as follows
Communications Skills- As HR manager is required to manage and handle staff working within
hotel as well as critical situation which arise with the guest. An individual admitting for role of
HR manager as it should be benefited with highly and effective communication skills as well as
have as capability to address various issues with proper amount of satisfaction.
Time management- It is a kind of another skills where manager is needed to manage various
activities as well as roles assigned to the various manager of the Human Resource working
within Hotel as well as take out time for aspect such as hiring process, grievances, meting and
many more so that all the roles are completed within an efficient way (Richardson. and Watt,
2018).
Preserving Professional Ethics- The person who intended to being a manager should able to be
fully outfitted as per the formulated code as well as also gain info of how one know the dress for
several events without being cooperating the culture ethics as well as hotel's brand image.
Work Ethics- It is an another kind of skill that can be needed through Royal Hotel London
where it must always recognizes that the difference between the wrong and right as well as
choose what is right. A strong work ethical person able to lead people leads within correct
direction that motivates them to do what is right as well as increasing working environment of
the whole hotel (Best. and Williams, 2019)
.
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LO 2
Professional development is happens during staff members develop them accompanied by
admiration to the role they will play within a firm that understands their job as well as
accordingly makes improvement. It is always assures that their understanding and knowledge
along to a specified areas in which they are expertise. Managers of the Royal Hotel London uses
the different methods (Seemille. and Priest, 2017).
Social Leaning theory- As per this theory, staff members learn indirectly and directly through
observing others within working environment. Here managers of the human resource work on
several personal communication of the staff members as they can also learn each other their
replicating as well as observing skills to get develop as well as aids them to grow in professional
way
Cognitive learning theory- As per this theory, every staff members have its own perception
process which is different from another employee. There are several internal as well as external
factor that can produce learning within each staff member. Managers of Royal Hotel London
aids the individual to focus on their own experiences as well as new solutions through boosting
the employees. It develops the personal skills so that they will be attentive as well as doing their
task with more motivation. It also aids them to grow professionally.
Critical analysis of own skills as well as abilities with models of self evaluation models
Skills Audit- It is a kind of a procedure that can be utilised to assess group and
individual skills by assistance of an survey. It assists within finding the skills gap within firm as
it may impact long term goals of the Royal Hotel London as well as its staff. The skill audit is
also having several steps such as
Assure that Firms have organisation support- the managers of the HR of Royal Hotel London to
audit resource, cost time as well as money so that they have appropriate knowledge in order to
accomplish goals of the business. Human Resource manager always tried to prepared with
according to the change plans as because they have prepared the backup plans (Vähäsantanen.
and Hämäläinen, 2019).
Create your scope – However, to adapt various changes as well as bringing several growth of the
firm , HR managers of the Royal Hotel London also have high leadership and interpersonal
skills which needs to be be taken into consideration by other staff members also. For the various
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managers should have discipline as well as motivating skills to make the staff members
motivated to bring various changes.
Competency framework- HR managers also create a proper connection with firm as well as they
also have integrated skills as well as knowledge that can be used to perform their jobs within
more effective manner.
Communication with team - HR managers of the Royal Hotel talk with team members before
sending any type of questionnaire as they reassure the staff member regarding data that will be
private so that they are able to answer it without any hesitation (Bayetti, Jadhav. and Deshpande,
2017).
Analyses and collect own data- Managers of the Royal Hotel London collect data, and then they
evaluates it in order to understand where they need training and thus provides staff to training.
Swot analysis
Strength
I have motivational and communication skills.
Managers retaining the engaged workers as well as attract the most talented for long duration of
time.
I am able to Set long goals as well as working to accomplish them within effective planning.
Weaknesses
I am having Lack of decisions making over crucial tasks (Han, 2016).
I am not capable to manage tasks.
Opportunities
Increase employees as well as making them for completing the goals of the business.
Hire staff members having skills as well as knowledge to manage the Royal Hotel London
effectively.
Threats
I may face competition from other employees.
Brunel Skill audit:-
the skill audit is useful in finding out what skills are required for improving work. So, it
is applied by HR manager as follows
Time and self-management:-
NO Not YES
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sure
I am able to manage time in order to meet deadlines
I am punctual for business meetings
I am the one who can avoid wastage of time
While continuing present working , I keep focus on my future
goals (Bayetti, Jadhav. and Deshpande, 2017).
Problem solving:-
NO Not
sure
YES
I Always have different solutions regarding any difficulty
I can easily break complex things into easy one
By working with others to resolve various issues
To resolve the problems within the deadline
Communication:-
NO Not
sure
YES
I am able to actively listen to people questions
I can convince other people in effective way
I am confident during communicating with others
Put creative ideas within group discussions
Development approaches
Positive psychology- it is necessary for managers to have a positive psychology along with
emotional maturity through having self awareness as it aids in evolving personal attitudes.
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Know yourself- It is vital for the people to understand their own nature as well as aids the HR
managers of the firm to have hiring practices and effective management in Royal Hotel London
(Vähäsantanen. and Hämäläinen, 2019).
Personal development approaches
 Presentation approach – the managers of Royal Hotel have to plan differently to develop
skills of the staff members as it consider as an cost effective as well as easiest approach.
then it is implemented it is considered as a duty to integrate element within an effective
professional development.
 Feedback- To increase capacity along with reflection of their own skills, HR managers
aids within self evaluation with effective professional skills (Feryok. and Askaribigdeli,
2019).
LO 3
PDP with SMART target
Current skills Target Theory used Effectiveness of PDP
Communication skills
3 month short
term goal
In this
constructivism
theory is applied
which allow me
to take part in
their own
learning,
through this, I
will learn
various forms of
communication
and its ways.
this will increase
my morale and
confidence. I
will be able to
interact with
people in
effective way
(Han, 2016).
It enabled me to
effectively
communicate with
team members. I talked
with them and share
info. also, I took their
feedback which was
useful for me to
evaluate my
performance. the PDP
was highly useful for
me to enhance my
communication skills
(Bayetti, Jadhav. and
Deshpande, 2017)
Time management skills 6 months goal Here,
behaviorism
theory is applied
which allow in
The PDP was not so
effective as medium
term goal achieved was
delayed by 5 days. also,
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managing time
in appropriate
way. by
reinforcement
the learning can
be gained
(Vähäsantanen.
and Hämäläinen,
2019).
the criteria included in
it was not properly
implied in it.
LO 4
Covered in ppt
CONCLUSION
From the above it had been concluded that study focused on Critical analysis Skills such
as Audit, Assure that Firms have management backing Competency framework, Communication
with team. I have also done my swot analysis for interview process such as Strength as
good communication skills as well as lack creativity skills that not able to make bring changes
in my work. It also focused on Brunel Skill audit and many more. It also focused on Reflection
in evaluating job interview process such as Bad interview question , Inconsistency:-Lack of
preparation and also provide Recommendation as it should be specific questions which must be
asked each candidate proper criteria of evaluating answer of candidate.
REFERENCES
Books and journals
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Bayetti, C., Jadhav, S. and Deshpande, S.N., 2017. How do psychiatrists in India construct their
professional identity? A critical literature review. Indian Journal of Psychiatry, 59(1), p.27.
Best, S. and Williams, S., 2019. Professional identity in interprofessional teams: findings from a
scoping review. Journal of interprofessional care. 33(2). pp.170-181.
Feryok, A. and Askaribigdeli, R., 2019. A novice TESOL teacher’s professional identity and
evolving commitment. TESOL Journal.10(4). p.e497.
Han, I., 2016. (Re) conceptualisation of ELT professionals: academic high school English
teachers’ professional identity in Korea. Teachers and Teaching, 22(5). pp.586-609.
Richardson, P.W. and Watt, H.M., 2018. Teacher professional identity and career motivation: A
lifespan perspective. In Research on teacher identity (pp. 37-48). Springer, Cham.
Seemiller, C. and Priest, K.L., 2017. Leadership Educator Journeys: Expanding a Model of
Leadership Educator Professional Identity Development. Journal of Leadership
Education. 16(2).
Vähäsantanen, K. and Hämäläinen, R., 2019. Professional identity in relation to vocational
teachers’ work: an identity-centred approach to professional development. Learning:
Research and Practice 5(1)pp.48-66.
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