Unit 3: Professional Identity and Practice Assignment Sample

Introduction - Unit 3: Professional Identity and Practice Assignment Sample

Professional identity is a representation of the self achieved stages over time, during the norms, values and characteristic of the professionals. The report will be based on the Premier Inn; it is a British limited-service hotel chain and UK’s largest hotel brand with the more than 72000 rooms in the 800 hotels (Premier Inn, 2024). The report will shed light on the assessing the key benefits of the ongoing professional development for the different stakeholders in the organisation. Moreover, it will delve into the own abilities and skills for the specific job role.

P1: Examining the key benefits of the on-going professional development for the different stakeholders in the specific organisation

(PD) Ongoing professional development offers benefits to the employers and employees within the Premier Inn, it a well-known hotel chain based in the UK (Professional Development Plan, 2024). For the employees, PD boosts the different career prospects via developing the competencies in the operational, leadership and consumer service effectiveness. Training within the problem solving, communication, hospitality management equips the workers to manage the inquiries of guest in the effective manner, boost the career growth and job satisfaction.

The employers gain the benefits from the talented workforce who lines up with the commitment of Premier Inn to efficient consumer service (Fitzgerald, A., 2020,). The ongoing programs of training make sure that the staffs stay effectively adaptable to developing trends of the industry. This involves the sustainability initiatives and check-ins with the digitalisation. An effectively training team enhance the consumer loyalty, guest satisfaction and brand reputation.

From the business viewpoint, the professional development offers support to the retention of talent via offering the opportunities to the workers for the promotions. By investing within the training of staff decrease the prices of recruitment, as workers are likely to be with the organisation. Moreover, the training with the regulatory compliance within the health and safety makes sure that Premier Inn aligns to the industry and legal standards, developing the operational effectiveness and reduces the risks.

P2: Investigating the professional employer expectations of skills and competencies within the specific organisational context

Premier Inn majorly expects workers to focus on the soft and technical skill mix to manage the standards of high service.

Problem solving and adaptability: Effectively able to manage the operational challenges and unexpected requests of guest plays a major role.

Digital literacy and technical skills: Workers are particularly expected to pilot the kiosks of self service, booking systems and software of hotel management.

Collaboration and teamwork: working effectively with each colleague makes sure about the problem resolution and seamless delivery of service.

Effectiveness and time management: workers need to manage the effective tasks to manage the housekeeping operations, room service and fast check-ins (Tomlinson and Jackson, 2021).

Communications skills: The efficient written and verbal communication makes sure about the effective coordination among every department and boosts the interactions of guest.

Consumer service excellence: Workers should offer the welcoming and warm experience, exceed the expectations of guest and manage the complaint professionally.

Employers focus on the brand representation, personal presentation, professional standards and ethical conduct. The training programs emphasise on the effective awareness of culture, the premier Inn operates within the different locations and serves to the various guests.

M1: Evaluating the importance of ongoing professional development and associated professional skills requirements in the organisation

The regular PD within the Premier Inn assures that workers can be capable and competitive of fulfilling the developing needs of industry. For example, the effective training within the CRM systems (Customer relationship management) permits the staff to customised the overall guest experiences. The programs related to the leadership development prepare the workers for making sure about the skilled supervisors and managerial roles.

From the strategic viewpoint, the PD offers support to the ongoing business via effectively equipping decision making, critical thinking with the workers, decreasing the operational disruptions (Matthews et al, 2019). The overall industry of hospitality is effectively dynamic and trained workers within developing trends like as digital transformation and sustainability might boost the innovation in organisation. Therefore, PD majorly is integral to the business success and career growth of the individual.

D1: Critically evaluating own skills and competencies to meet the employer expectations of professional skills

Evaluating my competencies alongside to the expectations of the Premier Inn, I posses’ efficient teamwork and communication skills. These lines up with the approach of the consumer service oriented. On the other hand, I need to boost my expertise in technical skills within the data analytics and hotel management software to boost the effectiveness. Moreover, I aim to boost the skills in leadership to effectively prepare for the roles of supervisory. By focusing on the courses of digital training and programs of leadership development in the Premier Inn, I might effectively fulfil the employer expectations and bridge gaps of skills.

P3: Assessing the own abilities, skills and competences for the specific job role

For the role of guest relations manager within premier inn hotel, I effectively assessed skills by making use of the SWOT analysis.

Strengths: Effective communication and interpersonal skills, experience related to the consumer service and ability of the problem solving.

Weaknesses: Limited experience within the decision making based on the data driven and specific hospitality software.

Opportunities: Programs of the training within the leadership development, digital systems and hotel operations within the Premier Inn.

Threats: Competition from the major candidates along with the experience of industry specific and technical expertise.

Moreover, related to the roles of Team within the Belbin, I understand the resource investigator and coordinator roles, I mainly excel within the external engagement and team leadership. On the other hand, I require boosting the specialism based on technical to boost my credibility within the decision making operational. I have identified these are align with the workers engage within the different on the job training.

M2: Evaluating the own skills and competences and the most appropriate developmental approach

In order to boost my skills for the specific job role of the guest relations manager, I would adopt the approach related to the blended learning focusing on the:

Programs of leadership development prepare for the responsibilities of the managerial. The coaching and mentorship are from the professional and experienced managers (Rodrigues and Mogarro, 2019). The modules of the E-learning for the proficiency of the hotel software and training of on the job for the management skills in the practical hospitality are significant. The approach makes sure about the practical application and theoretical knowledge, lining up with the learning principles of the self directed and experiential learning of Kolb’s.

D1 Critically evaluating own skills and competences

My plan of development would focus on developing strategic decision making, leadership skills and digital proficiency. Requesting the supervisors feedback, joining the workshops of the industry and joining within projects of cross departmental would boost my growth professionally. The structured training framework of the Premier Inn would offer support within the overall journey, also offer help in changing within the leadership roles in the company (Iranzo-García et al, 2020).

P5: constructing a development plan to enhance chosen skills and competencies in the specific work context

In order to process within the role of Guest relations manager within the Premier inn, I mainly developed a SMART plan for development to boost the critical skills. This involves the strategic problem solving, digital proficiency, leadership and consumer service excellence.

Specific goals: In order to boost the digital literacy gaining proficiency within the hotel management system of Premier Inn. Development of the decision making and leadership skills are for the management of the team. The problem-solving capabilities development to manage the effective guest concerns.

Measurable outcomes: Achieve the proficiency 80% within the software of hotel management in the upcoming six months. Complete the courses of hospitality leadership in the upcoming nine months (Tsybulsky and Muchnik-Rozanov, 2019). Gain the evaluation based on the positive performance in managing the guest complaints.

Achievable steps: Enrol within the programs of the internal digital training within the Premier Inn. Seek the mentorship through the experts and senior managers and join the workshops based on the leadership. Engage within the projects of cross functional to boost the problem solving strategically.

Relevant justification: These effective skills are line up with the core values of the Premier Inn of the operational effectiveness and exceptional service.

Time-Bound: Gain competency within the 6 months in the software systems, leadership skills via the problem solving by 12 Month.

Employer sought would be required via reviews structured performance, feedback sessions and managerial guidance to track the overall progress.

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M3: Providing a detailed development plan that applies underpinning learning and development theories

My overall development plan lines up with the learning theory of Kolb’s experiential; this focuses on the learning via application, conceptualisation, reflection and experience.

Learning approach

Practical application (Applying the novel skills within the day to day operations)

Programs of the formal training (Achieving the structured knowledge within leadership)

Coaching and mentorship (showcasing challenges along with the mentor)

On the job training (Effectively experiencing the interaction of consumer with the real time)

Key skill developments

Technical training: Utilising the learning based on the self directed to boost the digital proficiency.

Leadership development: Using the team roles Belbin to boost the management style and collaboration (Mbalinda et al, 2023).

Problem solving and consumer service: learning effectively from the reports of the guest feedback and enhancing the development strategies for the actionable service.

Employer development

Regular feedback and performance evaluations

Development to develop small projects with the experience based on hands on

By focusing on the structured mentorship and experiential learning, the effective plan makes sure about the adaptable, progressive and practical process development.

D2: Producing the comprehensive development plan that sets out achievable and clear outcomes, strategies and targets

Boost digital competency

Strategy: Enrol within the training digital systems of Premier Inn

Outcome: Gain the certification within the proficiency in the hotel software

Increase the leadership abilities

Strategy: Join the workshops of team leadership and also focus on the role of supervisory shadowing

Outcome: Achieve the team management experience and effectively eligible for the role in the managerial

Boost the problem solving and consumer service

Strategy: Engage within the training of conflict resolution in real time and track the scores of the guest satisfaction

Outcome: Decrease the 15% of the guest complaints and boost the rates of guest retention

The employer involvement involves the structured skill development programs, performance tracking and mentorship to makes sure about the ongoing professional growth. Effectively setting the achievable and clear goals, the plan develops the transition of the structure career in the Premier Inn.

P6: Undertaking a job interview for the suitable service industry role

Please make job interview questions

P7: Reviewing key strengths and weaknesses of an applied interview process

Reflecting on the interview, I have indentified the various weaknesses and strengths within the approach.

Strengths

Proactive engagement: Asking effective questions related to the career growth and performance expectations left the effective and positive impression.

Relevant experience: I offered instances from the background of the consumer service to lines up the needed roles with my skills.

Confidence and professionalism: My tone, eye contact and body language projected reliability and enthusiasm as well.

Effective communication skills: I smoothly expressed clear answer, utilizes the interviewer engagement and STAR method.

Through preparation: Researching about the operational processes, service standards and values of the Premier Inn offered me the confidence.

Weaknesses

Limited leadership development discussion: While I effectively showcased the experiences of the past leadership, I can effectively elaborate that how boost my further skills related to the leadership.

Answer over explanation: Within some answers, I offered more detail, this might be more concise.

Nervous in the unexpected questions: The question related to the managing the different complaints of guest simultaneously immovable me off the security, it is developing to the responses unstructured.

In order to boost, I would regularly practice emphasis on the strategies related to the leadership growth, refine the conciseness responses and answering the question which are unexpected within my future interviews.

M4: Evaluating the job interview process and obstacles and challenges to overcome

The overall process of the job interview has been an effective experience, permitting me to evaluate my efficient suitability in the Premier Inn’s Guest relations manager role. The major challenges involve the managing the concise responses and managing the unexpected questions and focusing on the potential leadership beyond the past experience (Kumar et al, 2022). The obstacle was related to the pressure at the time of problem solving. In order to reduce this, it will boost my practices of the mock interviews and strategies of the critical thinking. Another challenges related to the making sure about that the answers were impactful and also concise; I would utilize the rule of 60 second to responses of structured effectively.

Moreover, I faced the challenge within the effectively discussing the career growth based on the long term in the Premier inn. In order to resolve, I will research about the pathways of internal career before the next or future interviews.

D3: producing a detailed and coherent critical reflection interview process and own abilities

The process of interview was efficient experience; I showcased the both development areas and strengths. My confidence and preparation were the major assets, offering the help in delivering engaging and structured responses in interview. On the other hand, I understood that managing the pressure within the questions unexpected needs the further practice. I require boosting the approach based on the more strategic to answering questions of the problem solving. This is making sure about the responses majorly are impactful and concise. Moreover, I need to place the focus on the plans of career development to align and show the vision of organization.

Job description

Job description: guest Relations manager (premier Inn) Job title: Manager of Guest relations Locations: London, Premier Inn Salary: per annum 30,000- 35,000 £ Job type: Full time	Key responsibilities Optimise guest experiences Health and safety regulations, hospitality policies Mentor and train consumer and teams of consumer service
Required skills and qualification Degree in the related field, business management and hospitality Experience in the service and hospitality of 3+ years Capability to resolve the conflicts

CV

Name: Address: Email: @gmail.com Phone: 123456789	Professional summary: Dedicated manager guest relations with the more than 5 years of experience in the hospitality industry. Expert in the team leadership, conflict resolution
Education: Certification:	BA within the hospitality management Team management and leadership training (2022) Certification of the consumer service excellence (2020)
Skills: Problem solving Hotel management software Team management Conflict resolution Consumer service excellence Professional Experience Hotel Marriott

CONCLUSION

Conclusively, it states The Ongoing professional development provides the major advantages to the employees and employers in the hotel Premier Inn. The employer effectively focuses on the personal presentation, representation and ethical conduct. The ongoing PD in the Premier Inn makes sure about the competitive workers can meet the needs of the organization. My development plan will effectively emphasize on the enhancing digital expertise and strategic decision making.

REFERENCES

Books and journals

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• Iranzo-García, P., Camarero-Figuerola, M., Tierno-García, J.M. and Barrios-Arós, C., 2020. Leadership and professional identity in school teacher training in Spain (Catalonia). Journal of Education for Teaching, 46(3), pp.309-323.
• Kumar, N., Parsa, A.D. and Rahman, E., 2022. A systematic review on the current trend in nonsurgical aesthetic training for knowledge, skill, and professional identity formation. Aesthetic Surgery Journal, 42(9), pp.1056-1063.
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• Mbalinda, S.N., Najjuma, J.N., Mubuuke, A.G., Kamoga, L. and Musoke, D., 2023. Understanding and barriers to formation Professional Identity among current and recent graduates of nurses and midwifery in two universities in a low resource setting: A qualitative study. Research Square, pp.rs-3.
• Nikoçeviq-Kurti, E., 2021. FOSTERING STUDENT TEACHERS'SELF-EFFICACY AND PROFESSIONAL IDENTITY THROUGH VICARIOUS EXPERIENCES. International Journal of Education and Psychology in the Community, 11(1/2), pp.140-163.
• Nurtanto, M., Sudira, P., Sofyan, H. and Kholifah, N., 2022. Professional Identity of Vocational Teachers in the 21 st Century in Indonesia. Journal of Engineering Education Transformations, 35(3).
• Rodrigues, F. and Mogarro, M.J., 2019. Student teachers’ professional identity: A review of research contributions. Educational research review, 28, p.100286.
• Tomlinson, M. and Jackson, D., 2021. Professional identity formation in contemporary higher education students. Studies in Higher Education, 46(4), pp.885-900.
• Tsybulsky, D. and Muchnik-Rozanov, Y., 2019. The development of student-teachers' professional identity while team-teaching science classes using a project-based learning approach: A multi-level analysis. Teaching and Teacher Education, 79, pp.48-59.