Self-Assessment of Skills and Competencies for Assistant Manager Role

This report presents a comprehensive self-assessment of skills and competencies, focusing on the role of an assistant manager at Thomas Cook. It begins with an introduction to professional identity and the benefits of ongoing professional development for both employees and the organization. The report identifies general skills and competencies expected by Thomas Cook, specifically for the assistant manager position, including time management, educational skills, coaching, and positive behavior. It then delves into the individual's own skills and competencies, comparing them to the requirements of the role. The report also explores various learning theories and approaches, such as Kolb's Experiential Theory, VAK Learning Styles, and social learning theory, which are crucial for professional development. Furthermore, the report includes a detailed development plan, a job interview simulation, and a reflection on the learning process. The overall aim is to identify strengths and weaknesses and to create a roadmap for professional growth and development within the context of the travel and tourism industry.

Self-assessment of skills and
competences
1

INTRODUCTION...........................................................................................................................3
Project 1...........................................................................................................................................3
Key benefits of on-going professional and personal development........................................3
General skills & competencies...............................................................................................4
Own skills & competencies....................................................................................................6
Learning Theories and Approaches........................................................................................7
Project 2...........................................................................................................................................7
Development Plan..................................................................................................................7
Job Interview........................................................................................................................10
Reflection.............................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
Books and Journals........................................................................................................................12
2

INTRODUCTION
Professional is defined as an individual who perform works in an independent way with help of
the capabilities, knowledge, competence and skills. This will assist them to effectively contribute
in success of the achievement of organisational objectives and corporate goals in respective
period of time (Prabandari, 2020). It has been identified that professional identity is basically a
separate identity of a person who is having unique experiences, skills, characteristics, attributes
and value. Present assignment is based upon Thomas Cook this organisation is performing as a,
well renowned travel and tour operator and offer wide range of services and facilities to
customers around the world. In this report format of discussion has been made upon benefits of
ongoing personal and professional development, types of learning theories and expectation of
employer in context with competencies and skills. Along with this report include professional
development plan, job interview and reflection in order to identify strengths as well as
weaknesses.
Project 1
Key benefits of on-going professional and personal development
Overview about organisation:
Thomas Cup is one of the renowned organisations which is providing number of high qualities
international travel experience services to consumers around the world. This organisation was
established in 2007 and satisfies customers with many high quality facilities as well as services
in travelling and tourism sector (Kellar and et. al., 2020). It has been identified that the company
have number of experience and competent managers those who are performing their roles and
responsibilities in an effective manner through which company attract large number of customers
around the world (Leedham-Green, Knight and Iedema, 2020). With the support of competent
workforce this company assures maximum level of profitability and offer remarkable travelling
and tourism experience to consumers. It has been identified that organisations serve customers
with fresh food and meal along with other accumulated facilities that enhances its sustainability
and loyalty among consumers.
3

Benefits from ongoing professional development:
Ongoing professional development is one of the most important and strategic process due to
which individual can make significant enhancement in their existing level of skill knowledge and
potential. It facilitates individuals to make continuous improvement in their skills as assure more
growth and development in future. Ongoing professional development is basically a continuous
process that assists individual and organisation to effectively overcome their weaknesses in
respect period of time and acquire more potential and skills to perform their roles and
responsibility in effective manner (Jain, Jones and Thammasitboon, 2020). This is basically a
formative procedure through which organisation can enhance their workplace efficiency and
maximize skills and knowledge level of employees. It has been identified that an ongoing
professional development has number of benefits which stated below.
For employees:
On-going professional development assists employers to enhance efficiency of the daily basis
performance within organisational workplace structure (Brewington and Godfrey, 2020). It also
aids them to maximize their existing level of skill and knowledge and perform their
responsibilities with higher efficiency. Thomas Cook Employees with the help of ongoing
professional development can significantly make enhancement in their skill knowledge and
competencies in order to acquire more development opportunities.
For Thomas Cook:
With the assistance of ongoing professional development an organisation can effectively
maximize their overall rate of productivity and profitability, as with the help of this plan
company can maximize competencies and skills of their workforce (Wilkins, 2020). It enhances
productivity of employees that automatically enhances profitability organisation. With the help
of necessary training Company can enhance confidence and skill level of employees through
which customers can be served in an effective manner.
General skills & competencies
Organisation has some certain form of expectation from employees in order to conduct
organisation roles and responsibilities with unique skills and competence in order to maximize
company positioning in respective industrial segment (Bi and Marsden, 2020). In context with
4

Thomas Cook it has been identified that organisation management have expectations from the
role of assistant manager.
Job Role: Assistant manager
Assistant manager job role is acquitted with number of responsibilities which is related to
mentoring, developing and coaching sales consultants group in an organisational workplace
structure. It has been identified that assistant manager is authorised with the most important
growth which is related to provide encouragement and motivation to team in order to enhance
their performance as to enhance overall growth and sales ratio of organisation. This company
offers holiday packages to customers in order to enhance its long-term sustainability and revenue
within the respective industry (Qi, Sheng and Shi, 2020). Thus, in order to accomplish this
mission it is important for assistant manager of respective organisation to have different skills
and competed in order to perform these responsibilities that is more effectiveness.
Skills and competencies
Thomas Cook is expecting assistant manager to have efficient time management skills in order to
accomplish multiple objectives and task in significant period of time. Along with this company is
also expecting from the assistance manager to have efficient educational skills in order to
develop induction plan (Fitzgerald, 2020). Furthermore, it has been identified that assistance
manager is also required to process skills of coaching, developing and mentoring other
individuals in order to encourage the motivation and performance towards company objectives.
Positive and good behaviour:
It is the most important skill which is expecting by Thomas Cook from the assistant manager. In
this it is important for assistant manager to have positive and good behaviour towards employees
and customers in order to provide a positive workplace environment to employees and treat
customers in an effective manner (Richards and Hadaway, 2020). With having positive and good
behaviour productivity of organisation can be enhanced and large base of customers can be
attracted compared to other rivals.
Problem solving:
It is one of the most efficient professional standard competencies which are being expected by
the respective organisation from the role of assistant manager. Problem solving is an efficient
skill through which assistant manager can solve issues and problems with more efficiency and
5

effectiveness (Sheng, Wang and Cai, 2020). This skill will also allow them to undertake best
decisions for company in different situations.
Own skills & competencies
It is essential for individuals to have different competencies, skills, abilities and knowledge to
perform professional role within an organisational workplace structure. It enhances individual
competitiveness comparatively to other candidates (Kunrath, Cash and Kleinsmann, 2020).
According to the analysis has been determined that in order to perform the role of assistant
manager it is important for an individual to person as unique features, talent and capabilities as to
effectively handle multiple responsibilities associated with the role of assistant manager in more
effectiveness. It has been identified that person is required to have efficient listening and
communication abilities in order to resolve issues and conflicts among workplace structure and
provide support and guidance to employees with the help of different non monetary rewards and
practices (Wu, Palmer and Sha, 2020). Furthermore, f it has been underlined that in order to
effectively conduct the role of assistant manager must have efficient communication skills in
order to provide necessary information to individuals in Thomas Cook (Steils, Moriarty and
Manthorpe, 2020). Along with it has been identified that interpersonal, problem solving and
decision making skills are must for the role of assistant manager. According to the analysis has
been identified that I mainly fall into the role of team worker as according to my view this is one
of the most supportive role that allows to collaboratively conducting organisational roles and
responsibilities with the combination of different individuals with different skills. It not only
enhances unity and harmony among workplace organisation but also strengthen company
workforce which automatically enhances organisational efficiency compared to other rivals.
No. Skills and competency which is
required in organisation
Scores Scores from other
people
1. Problem solving skills and taking
corrective decision.
8 8
2. Able to make successful plan,
organise and give prioritise job
6 9
6

3. Interpersonal skills 8 6
4. Communication skills (listening
and speaking )
8 6
5. Competent to attract the customers
and tourists
7 8
Learning Theories and Approaches
It is important for assistant manager to have knowledge of different approaches and learning
theories in order to maximize their knowledge skills and competencies to perform their roles and
responsibilities with more effectiveness (Grace, Fleischmann and Vaughan, 2020). Mentioned
below examples of some of the certain approach theory shopping defined:
Learning Theories:
Kolb Experiential Theory:
It is one of the most effective and widely used theories established by David A Kolb. It has been
identified that Kolb experimental mainly operates on two different levels that are learning cycle
consists of four phases and four individual learning styles (Mo and Chan, 2020). In context with
stages of learning cycle it emphasise upon learning, reflective observation, active
experimentation and abstract conceptualization. While if it is talked about 4 forms of learning
style it include diverging, assimilating, converging and accommodating.
VAK Learning Styles:
In this year there are mainly three different forms of sensory receivers that are auditory,
visual, and Kinesthetic order to have most efficient form of learning style. It has been identified
that it is also defined as VAKT (Visual, Auditory, Kinesthetic & Tactile) which is mainly
dependent on modalities that are known as being the channels through which human expression
takes place. It mainly determined to be perceptions and integration of memory. It is essential for
learner to have three modalities in order to receive and learn new information as well as
experience.
7

Kress Multimodality:
This is one of the most effective learning theories that are widely being used in which it
is necessary for individual to set communication and interaction with other individuals. In this
communication does not only undertake in writing but also through the mode of hand movement,
gesture, visual aid speaking, posture and body language.
Erikson’s Stages of Development Theory:
According to this learning theory individual is required to have 8 stages to negotiate their
biological force and social culture (Neubert and et. al., 2020). It has been identified that every
stages of 8 phases are significant part 2 conflicting factors.
Learning Approaches:
Social Learning Theory:
This theory emphasise 2 aspects that are social behaviour and learning process that
defines that new behaviour can be acquitted by an individual by the way of imitating and
observing others (Neubert and et. al., 2020). According to this theory learning is a defined as a
cognitive process that mainly under take place in social context and occurs via direct instruction
and learning can be even in the absence of director enforcement and motor reproduction.
Maslow Hierarchy of Needs:
It is one of the secure approach in which individual is required to accomplish individual needs in
order to maximize their overall level of productivity (Kellar, Steenhof and Austin, 2020). This
includes five stages in which different needs of individuals are included that are psychological,
love esteem, self actualization and safety. With the help of this company can drive positivity and
can accomplish overall objectives and goals with more effectiveness.
Weiner Attribution Theory:
This theory turns out to be very influential in context with social psychology. It has been
identified that individual basically try to evaluate why individuals do and what they do that
include interpret causes to an event or behaviour. A three-stage process underlies an attribution:
 behavior must be observed / perceived
 behavior must be determined to be intentional
 behavior attributed to internal or external causes
8

Project 2
Development Plan
Personal Development Approach
Development plan play most important role for both individual and organisation through
which efficiency in current level of skills, capabilities and knowledge can be assured. It has been
identified that with the assistance of this plan efficient future growth and development
opportunities can be acquired for more growth and development (Jain, Jones and
Thammasitboon, 2020). It has been identified that development plan is basically embedded by
managers and individuals in an organisation with the motive to accomplish their objectives. With
the assistance of this plan one can guide individual or organisation in a certain area. For the role
of assistant manager in Thomas Cook different skills and approaches are required to be
possessed in order to perform this role in effective manner. Thus, personal development plan
effectively aid acquiring the competencies and skills as it allows developing an effective action
plan through which all the required competencies and approaches can be acquired in a respective
period of time.
Personal Development Approach
Approach Aim/objectives Action plan Desired outcomes Time period
9

Time
manageme
nt
Main aim to have this
skill in to manage and
accomplish multiple
task associate with the
job role in more
effectiveness and in
perfect time frame as to
enhance my
professional
competence.
To schedule activities
according to time and
accomplish them in
defined period of time.
Properly monitor my
performance as to
ensure success.
By having proper time
management plan all
the activities can be
accomplished in given
frame of time. This
will help me to have
desired outcomes of
higher professional
growth and
opportunities in future.
4 Month
Leadership
training
By having this skill I
can acquire ability to
provide proper guidance
and support to
individuals. It will
enhance my
professional leadership
skill and future growth
capabilities to guide
others.
By continuously
practising my
leadership role and
taking feedback from
seniors. To guide
small group of
individuals and
monitor my
performance against
my set standards.
Daily basis activities
will facilitate me to
contribute effectively
to develop my
professional leadership
skill. Along with this
with the formative
support from my
seniors I can have this
skill.
2 months
Decision Practice long term role By taking assistance of By undertaking Daily basis
10

making practices and condition
based scenario as to
effectively take best
decisions. Along with
this, with the assistance
of social learning style I
can enhance my
decision making
capabilities. It will
allow me to have more
competent logical
thinking through which
I can have collective
decision power to
enhance my future
growth capabilities.
training and coaching
session and undertake
guidance from my
peers.
advantage of strategic
decision making
through which I can
enhance my future
develop capabilities.
Job Interview
They were certain set of competencies, skills and knowledge possessed by me while I was
applying for the role of assistant manager in Thomas Cook. With the help of these skills and
competencies I can effectively execute the responsibilities and role in respective organisation.
During the interview process I answer various questions related to my field that impressed
interviewer in an effective manner. Interviewer was impressed by my spontaneous ability to
respond to the question. In addition to this it has been underlined by me that internship also assist
me in a significant manner to crack this opportunities comparatively to other potential
candidates. According to my view it is essential for an individual to possess adequate skills and
knowledge of the roles of the job profile for which they are applying. After having information
about vacancy of assistant manager in Thomas Cook I effectively started to prepare for the
11

interview and acquired number of knowledge in order to apply for the respective job role. With
the help of this I avail this job opportunity and accelerated my career towards effective direction.
With the help of my skills and knowledge I responded to the question asked by the interviewer in
an effective manner that allowed me to get selected of the job role assistant manager.
Reflection
With the proper analysis of interview process it has been identified by mean that I am
having certain set of weaknesses as well as strengths which is further being defined below:
Strength:
It has been identified by me that with the interview process there is a significant impact upon me
as it allows me to evaluate my existing level of competence, knowledge and skills. According to
the analysis of interview process I have determined that confidence acted as one of my most
important strength with the help of which interview has been given by me in an effective manner
(Landis and et. al., 2020). In addition to this I undertake application of my spontaneous critical
thinking skills in order to effectively answer interview question in a quick manner without
getting hesitated. With the help of this interview I had lifetime experience that enhances my
capability towards understanding mind set of interview. With the help of my strengths I had a
good impression upon interviewers.
Weakness:
As per the analysis of interview process it has been identified by me that due to lack in
general knowledge there was some certain questions that has not been answered by me. In
addition to this due to ineffective interpersonal skills I cannot put forward my opinions and
thoughts among interviewer. Both of these skills will be enhanced by me in future with the help
of different methods and practices in order to enhance my interview skills and have more growth
opportunities in future.
CONCLUSION
As per the above mentioned report it has been concluded that that professional
development plan is a vital element for individual and organisation that allows identifying the
12

skills and competencies required by them for future growth and development. Along this with
the assistance of different learning theories person can maximize their competency skill and
knowledge in a well-defined manner. In addition to this it has been identified that development
plans help in increasing competencies and skill level through which one can gain opportunity for
more growth and development.
REFERENCES
Books and Journals
Prabandari, C.S., 2020. Attending to EFL Teacher Identity: Reflective Practice in Optimising
Teacher Professional Education Program. Indonesian Journal of English Language
Studies (IJELS), 6(2), pp.93-100.
Kellar, J and et. al., 2020. A Historical Discourse Analysis of Pharmacist Identity in Pharmacy
Education. American Journal of Pharmaceutical Education.
Jain, P.N., Jones, M.B. and Thammasitboon, S., 2020. Envisioning Distinctive Professional
Identity for Critical Care Advanced Practice Providers: Fostering Integrative
Transformation Beyond Orientation. Pediatric Critical Care Medicine, 21(8), pp.e581-
e583.
Brewington, J. and Godfrey, N., 2020. The Professional Identity in Nursing Initiative. The
Research Journal of the National League for Nursing, 41(3), p.201.
Wilkins, E.B., 2020. Facilitating Professional Identity Development in Healthcare
Education. New Directions for Teaching and Learning, 2020(162), pp.57-69.
Bi, X. and Marsden, E., 2020. Managing interpersonal relationships: Teasing as a method of
professional identity construction. Journal of Pragmatics, 165, pp.18-30.
Qi, W., Sheng, M. and Shi, Z., 2020. Professional identity and its work‐related factors among
psychiatric nurses: A cross‐sectional study. Japan Journal of Nursing Science, p.e12380.
Fitzgerald, A., 2020, April. Professional identity: A concept analysis. In Nursing Forum.
13

Richards, N. and Hadaway, S., 2020. Inter-professionalism between teachers and creative
practitioners: Risk, exploration and professional identity–learning in situ and the impact
on practice. PRACTICE, pp.1-15.
Sheng, Q., Zhang, X., Wang, X. and Cai, C., 2020. The influence of experiences of involvement
in the COVID‐19 rescue task on the professional identity among Chinese nurses: A
qualitative study. Journal of nursing management, 28(7), pp.1662-1669.
Kunrath, K., Cash, P. and Kleinsmann, M., 2020. Designers’ professional identity: personal
attributes and design skills. Journal of Engineering Design, pp.1-34.
Steils, N., Moriarty, J. and Manthorpe, J., 2020. The Clarity and Contribution of the Hospital
Social Work Role: Observations on its Professional Identity. Practice, pp.1-18.
Grace, S., Fleischmann, M. and Vaughan, B., 2020. “If you don't use or understand visceral
osteopathy you're not a real osteopath”: Professional identity in Australian osteopathy
through the lens of a single traditional technique. Explore.
Landis, T.T and et. al., 2020, February. Professional identity and hospital‐based registered
nurses: A phenomenological study. In Nursing Forum.
Kellar, J., Lake, J., Steenhof, N. and Austin, Z., 2020. Professional identity in pharmacy:
Opportunity, crisis or just another day at work?. Canadian Pharmacists Journal/Revue
des Pharmaciens du Canada, 153(3), pp.137-140.
Neubert, A and et. al., 2020. Relational professional identity: How do pharmacy students see
themselves in relation to others?. Canadian Pharmacists Journal/Revue des Pharmaciens
du Canada, p.1715163520964500.
Wu, C., Palmer, M.H. and Sha, K., 2020. Professional identity and its influencing factors of first-
year post-associate degree baccalaureate nursing students: A cross-sectional study. Nurse
education today, 84, p.104227.
Leedham-Green, K., Knight, A. and Iedema, R., 2020. Developing Professional Identity in
Health Professional Students. Clinical Education for the Health Professions: Theory and
Practice, pp.1-21.
Mo, Y.H. and Chan, T.M.S., 2020. Professional identity of social work students in Mainland
China: social work educator accounts. China Journal of Social Work, pp.1-17.
14