Professional Identity And Practice Assignment Sample

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Introduction of Professional Identity And Practice Assignment

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To achieve its goals, a company must put forth unrelenting effort. However, it is not enough to put in long hours in the factory or in the sales office to achieve success. As a result, businesses must invest in training and development for their employees. And it's a great method to go forward in management work. Career advancement benefits both businesses and employees. They are open to new experiences and are always looking for ways to push the boundaries of the company's norms. They are more productive as a result of their satisfaction with their job. It's important to take advantage of any opportunities for professional advancement that come in way. Mock interviews are another method for improving the quality of interview candidates. In the end, they accept their flaws and strengths. One might learn a lot by engaging in such activities.

The key benefits of on-going professional development for different stakeholders in Hospitality industry (Hilton hotel)

The development of professional abilities is an important part of professional progress. A case study process, consultation, coaching, mentorship, practice communities, monitoring, etc. are all examples of possible approaches.

The Hilton hotel chain is our selection for this instance. This is a high-end house rental service that offers all the comforts of a five-star hotel in the privacy and comfort of one’s own home. The company's headquarters are located in London, England.

Several sorts of career education are offered by the business. Among them are:

Worker learning via solved business cases in a real setting was noticed by McWilliams (2020). The real-world phenomena that an organization might face is reflected in business cases. Using these techniques is a must for the company in order to deal with particular situations. These case studies will help both companies and employees learn how to adjust or deal with any scenario.

  1. B) Mentoring: According to Boaz (2018), the best way to motivate under-skilled employees is to provide them with guidance from more experienced colleagues. Professors in excellent health are good teachers, good listeners, and good supporters. Their job is to help the younger generation adapt to the fast-paced world of today's corporate world by providing them with advice and direction.

Mentoring is a characteristic that includes coaching. A tutor may help employees develop by guiding them. Employees are able to enhance their skills and talents via it.

Champ (2020) said that supervision includes checking to see whether a work is being done properly or not. It facilitates the work of the employees, promotes accurate learning, and follows instructions. (Howell, 2020). In addition to these, professional growth typically attracts qualified recruits, enables them to offer valuable ideas, and so on.

Professional employer expectations of skills and competencies

A list of credentials and abilities required by skilled employers is provided below.

  • A person's attitude may be described as their manner of thinking or feeling about something. As a HRM in hospitality industry, the employees are required to feel upbeat about their work. Employees' high levels of productivity and co-operation are boosted as a result of this.
  • Humans and their functions: The ability to engage with other people is referred to as an adaptive capability. As a team, staff members must do a variety of tasks. It's impossible to keep a team going without strong leadership skills (Kakti, 2018).
  • In the workplace, everyone must be able to communicate effectively. Both the lower and upper echelons of management interact with one other. They'll often have to interact with people outside the organisation. Excellent verbal and written communication skills are a need in this position (Tsitskari, 2017).
  • One of the main objectives of the company is to provide excellent customer service. As long as the customer is satisfied, the business will grow. The importance of excellent customer service cannot be overstated in the travel and hotel industry. These are the criteria that customers use to contact the company.
  • Honesty and completion: According to Goudas (2017), an employer's primary expectations are honesty and completeness. When people have confidence in one another, it leads to greater levels of dependability, dignity, and compassion. In order to prevent another group from acting opportunistically, trust must be established. Trust is essential for every business. If an employee isn't trusted, the company can't do its job effectively.
  • Employers have the freedom to choose their own hours. Ability to function in many industries is required. They'll also work with those who have gone missing or are otherwise having difficulty finding them. When faced with a circumstance like this, an employee must always be more hospitable and comfortable (Pesha, 2020).
  • Knowing one's responsibilities: Tan (2018) emphasised the importance of employees recognising and executing their duties.
  • Efforts are required: In certain cases, a solution to a problem cannot be organised. Making choices should be something that employees can do rationally in their heads.

Employees must have the ability to resolve disagreements. Unexpected and unfavorable working situations are to be anticipated. A company's workforce must be capable of meeting and even surpassing these obstacles (Laswad, 2018).

Workers need to be aware of their schedules at all times. Organizing one's day The task must be completed at some point. That the whole project will be delayed if one surgery is postponed. M1 In a particular workplace, assessing the value of ongoing education and the corresponding professional skill requirements:

Employees need to be aware of how the market is evolving and where it is going. With a strong foundation in technical knowledge, the organisation is able to expand into new directions. Employees are more likely to take initiative when their employers provide opportunities for ongoing professional development.

Assessment of own abilities, skills and competencies for a specific job role.

  • There is a distinct role for a Human Resources Manager. The human resources manager considers the best way to use a company's people resources. Their goal is to increase the productivity of the company's workers. As a human resources officer, I have the following competencies, skills, and abilities to draw upon. Among them are:
  • Fukada (2018) found that a human resources officer has to be able to communicate effectively. He'll have to get along with a lot of people, both within and outside of the company. Workers are consulted, given advice, and monitored on a regular basis by management. Additionally, they're working with people outside the company. Interviewing and hiring new employees requires effective verbal and nonverbal communication skills.
  • Director of Human Resources: Chalkiadaki (2018), said that a director with human resources would be responsible for several different activities. Involved in the recruiting, training, planning workforce development plans, supervising their work, and rewarding successful employees. If they don't improve fundamentally, they will struggle in all of these endeavors. If one is in charge of Human Resources, he/she needs to know how to get things done.
  • Decisions: A human resources professional's ability to make decisions. Employees must be given work that matches their abilities because he is always making judgments, reviewing the effects of those decisions, and making new ones. An open mind is required for each of these endeavours (Mamabolo, 2017).
  • Incentives provided by human resources departments encourage people to develop and strengthen their talents. Kerrin (2017) emphasised the need of managing human resources in order to enhance budgeting skills. Budgeting is an essential element of their work, and must be budgeted for.

Review of a range of learning theories and approaches used for personal and professional development processes.

Managers, trainers, and facilitators can use Gagne's Nine Levels of Learning as a step-by-step guide to help them design effective training programs for their students or teams. Each phase focuses on a method of communication that helps students learn. Learners are more likely to retain what they're learning if each step is completed sequentially rather than in a random order. As an example, I may use the chance to practice generating new solutions to old HRM difficulties in order to master cognitive methods. I need to be exposed to a persuasive role model or compelling arguments in order to achieve this goal. Learning, according to Vangrieken (2017), can help me completing a task well and consistently. In today's fast shifting environment, people need to strengthen their inner resources and that can only be honed with effective learning.

Gagne

Using Kolb's theory of experiential learning, i may better understand how to design and implement training programs as a HR manager. The Kolb Cycle is the name given to this process. The four stages of experience-based learning are outlined in the cycle. This can be started at any time, but it must be completed in order for learning to occur. When it comes to management conflicts in my profession, effective training programs that combine experiential learning methodologies provide staffs the chance to participate in an activity, evaluate it critically, and then implement in practical situations what they've learned.

 Kolb’s Learning cycle 

Evaluation of Personal Skills and competencies

Decision-making is a major difficulty for me when it comes to reducing the staff, compensating individuals who have been laid off, and instilling loyalty in my present team so that they don't feel like they're the next to be sacked. Seniority should be taken into account when making furlough choices because that's a criterion most people recognize. There should also be a documented policy in place for when hotels need to make rapid staffing modifications, such as when inclement weather means outside sitting won't draw many meals, for example. I need to adopt the rationalize my decision-making process so that I don’t end up making hasty decisions. I can look up to the conceptual model of Cabantous and Gond (2010) to get help in decision making process.

Conceptual model of rational decision making

Another problem I confront is the loss of employees. When an employee departs and their position is not filled, it is referred to as a vacancy. As a result, there are openings in the hotel industry. Customers will have to endure longer lines and less facilities as a result of the current labor shortage. Customers may even decide to shop elsewhere as a result of this.

Development plan to enhance chosen skills and competencies within a specific work context.

Professional progress cannot be achieved only via the use of these techniques. A plan for career education must be drawn out. Developing a career plan in one’s area of expertise can help one grow as an individual. The following are the phases of a professional development strategy:

Achieving professional goals: The first step in creating a career development plan is to identify one’s professional development objectives, as stated by Cusack (2017). Priorities may be both short-term and long-term depending on the situation. Objectives are a person's plans for the future. Unless one has a certain goal in mind, no analysis can take place. Setting goals and achieving them is a critical part of developing a development strategy.

The second phase of plan development has begun. Developing a strategy This stage is all about setting the groundwork for the activities that will be taken at the first level in order to achieve the goals that were previously defined. In a short period of time or with any effort, a goal cannot be achieved. To achieve a goal, one must break it down into smaller, more manageable tasks. A person's intended outcomes are attained as a result of the actions used. Together, they form a plan (Ridzwan, 2017).

After developing a plan, Huda (2017) found that a mentor must be sought. The Trainer is a senior member of the team who gives advice and motivation to the younger members of the team in order to help them achieve their goals. Any employee's working environment would be significantly improved by the presence of a mentor. The experiences of a prior mentor might be a gold mine of knowledge for a new employee. One needs to think about one’s priorities while looking for a good coach. If a trainer is not a nice person, well-focused, and well-trained, he is no good. The path to achieving one's goals is promoted by a successful coach (Jasmi, 2017).

There are several professional development programmes that take place both within and outside of an organization, according to Hanapi (2017). Individuals who wish to pursue a career in education or training should attend these programs. There will be readings from a few of the speakers here. Several courses are often offered. Attending these events might be beneficial as well.

In terms of career advancement, they are also the actions to take. That is the path to professional success.

Undertake a job interview for a suitable service industry role

The procedures listed below can help one conduct a lighthearted interview:

Just write 100- 200 words to describe a scenario for the interview of a hotel staff

Reviewing of key strengths and weaknesses of an applied interview process.

The Mock interview procedure has both pros and cons. The advantages include:

  • It has been shown to help alleviate interview anxiety and tension. Applicants get a genuine interview experience and may prepare themselves for the real thing (Ramirez-Hurtado, 2017).
  • Mock's interviews help candidates enhance their body language by focusing on the language of their bodies. To demonstrate that the mock interviewer can correct the applicant's body language and that the candidate does not have to battle with this problem in the actual interview (Shan, 2020). Educating oneself. In a mock interview with a candidate, he learns about the specific company or function, and this broad information enables him to proceed in the actual interview, as well.
  • The claimant benefits much from the fake interviewer's feedback. Errors are easily remedied, and he has a strategy in place to account for them.

These are the flaws:

  • It's well-known that, according to Seay (2020), the person conducting the mock interview is usually someone the candidate knows personally. And although they may be open with their family and friends, they may have difficulties in an interview with a stranger.
  • Additional interview blunders may cause depression in the candidate. He would lose his self-confidence throughout the interview. That might have a serious impact (Rougeaux-Burnes, 2017).

Conclusion

Career growth is a must for every employee in any organization. A person is looking for a way to improve his professional abilities in a quickly changing environment, where technology and the younger generation are always changing. He won't be able to deal with other people until he accomplishes this. As part of one's personal growth, one's professional education might vary widely. Basically, the procedure itself. Employees benefit greatly from specific career-related approaches and practices. Priorities must be established; activities must be planned and people must be helped if one wants to grow in their career. Professional training is required for a wide range of positions. Human capital management, hotel agencies, and a variety of other occupations play an essential role in the travel and tourist industry. In order to avoid becoming the product of the organizations, this must be developed through time as well. A mock interview is a way for a candidate to improve his or her credibility in the real thing. That's an extremely useful procedure. But there are certain disadvantages.

References

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Chalkiadaki, A., (2018) A systematic literature review of 21st century skills and competencies in primary education. International Journal of Instruction, 11(3), pp.1-16.

Champ, F., Ronkainen, N., Tod, D., Eubank, A. and Littlewood, M., (2020) A tale of three seasons: a cultural sport psychology and gender performativity approach to practitioner identity and development in professional football. Qualitative Research in Sport, Exercise and Health, pp.1-17.

Cusack, E., Killoury, F. and Nugent, L.E., (2017) The professional psychiatric/mental health nurse: skills, competencies and supports required to adopt recovery?orientated policy in practice. Journal of psychiatric and mental health nursing, 24(2-3), pp.93-104.

Dutta, S., Kumar Chauhan, R. and Chauhan, K., (2017) Factors affecting customer satisfaction of online Hotel agencies in India. Tourism and hospitality management, 23(2), pp.267-277.

Fukada, M., (2018) Nursing competency: Definition, structure and development. Yonago acta medica, 61(1), pp.001-007.

Gumus, E., (2019) Investigation of Mentorship Process and Programs for Professional Development of School Principals in the USA: The Case of Georgia. International Journal of Educational Leadership and Management, 7(1), pp.2-41.

Huda, M., Maseleno, A., Shahrill, M., Jasmi, K.A., Mustari, I. and Basiron, B., (2017) Exploring adaptive teaching competencies in the big data era. International Journal of Emerging Technologies in Learning (iJET), 12(03), pp.68-83.

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Korthagen, F., (2017) Inconvenient truths about teacher learning: Towards professional development 3.0. Teachers and teaching, 23(4), pp.387-405.

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