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This Unit 13 Personal & Professional Development Assignment Travelodge provides effective insight on the aspects of Personal and Professional Development. The Hotel taken into consideration for the application of this concept is ‘The Travelodge’ Hotel located in London. The first segment consists of the evaluation of various approaches of self managed learning and the most suitable ones for the Hotel has been discussed. The various ways in which lifelong learning can be encouraged at The Travelodge has also been discussed. The benefits of self managed learning have also been documented. The second segment comprises of the evaluation of personal competencies in comparison to the standards of a successful Hotel Manager. A personal and professional development plan has been prepared focusing on the deficiencies. Finally the various processes and activities required in order to implement the development plan prepared successfully has also been analysed and discussed.
The Travelodge Hotel in the UK already has a well strategized development programmes in place. The JuMP (Junior Management programme) for 18+ students and the GEM programme will definitely validate the statement. Apart from this, there is also chance for effective self managed learning in this organisation as Travelodge focuses on hiring and giving employment opportunities to the youth. (Travelodge, 2016). The various approaches to self managed learning involve Metalearning, Strategic Learning, Collaborative Learning, Motivational Learning, Consensual Learning and Autonomous learning. The Two approaches that are suitable for the staff at Travelodge Hotel are motivational learning and Consensual Learning.
Lifelong Learning is a concept that seeks consistent development in an individual all throughout the individual in both the personal and the professional context. Here, emphasis will be laid on how I as a manager can encourage lifelong learning at the Travelodge Hotel. As a manager I will have several roles in encouraging lifelong learning for personal development. One of the primary roles would include recognizing the various interests or hobbies of each employee and always encouraging him or her to acquire a little bit extra skills or competencies on that aspect. This will help the employee be updated on his topic of interest. Discipline is an aspect that is absolutely mandatory for success in any field. Professional discipline can never be achieved if personal discipline is not in place. Thus my role will be to foster the conditions for development in self discipline. Apart from the regular course of interests for the employees, I will constantly motivate them to acquire a completely new skill set like a course on designing, motor mechanic, etc. This will provide wider options to the employees as it will only make their ability list more diverse. (Skillsyouneed, 2016)
In the professional context, the current trend of development programmes that is prevalent at the Travelodge Hotel, namely the JuMP and the GEM programme should be followed by the injection of similar programmes. But only one thing has to be kept in mind while designing the training and development programmes for the staff. They should be in compliance with what the staffs wants to learn. The programmes designed should be consensual and also should motivate the employees to participate. No training programmes should be designed which would oblige or in a way force an individual to acquire learning. They should be motivated at all times by inculcating in them the significance of lifelong learning and this can be achieved by recognizing and appreciating their line of interest, motivating them to adopt skills in that sector and by focusing on their growth.
The various benefits of self managed learning to me as an assistant manager and the Travel Lodge are:
The International Standards of a hotel manager entails the following job roles. A hotel manager should be able to plan and organise accommodation, promote the business, manage finance plans, analyse the sales figures, recruit and train staff, meet and greet customers, offer brilliant customer service, address troubleshooting, ensure effective security and also ensure that the current mode of operations is in compliance with the licensing laws and other statutory regulations. (Prospects.ac.uk, 2016). The primary objective of the Travelodge Hotel is to be the best value oriented hotel globally with emphasis being laid on leisure and business travel. Their main objective is to offer maximum employment to students just stepping out of school as they want themselves to be the primary option of employment for people in the Hospitality Industry. Youths are targeted so that they can be trained and developed through their internal training programmes like the JuMP and the GEM. (Travelodge, 2016)
My current skills and competencies are well in line with the required attributes required in a hotel manager except on the avenues of managing finance plans and staff training. With an inherent weakness in the line of accounts and mathematics, I would require considerable development on the area in order to manage finance plans. The second shortcoming is in the avenue of training. This is because Travelodge focuses on the employment of young right out of school candidates. It can be a tough time getting accustomed to their immaturity with regards to the professional world, patience level required, making ways with levels of infancy, etc. I personally feel i would need to learn the aspect of training youths before being able to discharge my responsibilities as a Hotel Manager completely.
My personal deficiencies and drawbacks include an efficient understanding of finance plans and the inability to tackle the youth contingent of Travelodge especially during the training sessions. There are a number of ways by which i can aim to improve my skills in the mentioned avenues.
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There are considerable development opportunities for me in my quest of being a successful manager in the future. As mentioned earlier, the biggest avenues of drawbacks and shortcomings is in the field of managing finance plans and budgeting and also the need for harmonious co-existence with the youth contingent of Travelodge. The future objective of course is to become a successful hotel manager. It is imperative that i develop my competency in the field of financing and my attitude towards the young subordinates. This is because without substantial knowledge in finance and without coming in terms with the subordinates, it will not be possible to earn the post of a Hotel Manager as it would require considerable knowledge in finance and budgeting and the overall objective of Travelodge is to hire young professionals so that they can be trained and developed.
Opportunities inside Travelodge include asking assistance from senior managers, extra interaction with the youth contingent to facilitate better understanding of their psyche, be present at the development programmes designed for the youth like JuMP and GEM as that will help me get an idea as to how the young individuals should be dealt with. (Travelodge, 2016). Opportunities outside Travelodge include management development programmes by the virtue of seminars and e-modules, Business Coaching, Life Coaching; module based leaning sessions, Personality and behavioural profiling and Team Building modules, etc. Subjecting myself to case studies and success stories of successful managers and entrepreneurs will also help me develop my managerial and interpersonal skills. (MTD, 2016)
My personal and professional development plan will concentrate on the following aspects:
Stage 1: Analysis. (“What are my needed skills?”)
This stage deals with the personal analysis of the required skills and competencies. In this case, the most significant factors that i need development on include the avenues of managing finance plans and understanding budget allocations. This is generated by an inherent weakness for figures and numerical from an early age. The other aspect of improvement would involve efficient inter-personal skills in order to have a better attitude and outlook on the youth contingent of Travelodge. (Managers.org.uk, 2016)
Stage 2: Setting Goals (“How am I going to develop these skills?”)
This stage deals with the identification of methods and by setting goals as to how to go about developing these skills. In the case of finding the correct wavelength with the young employees, consistent development through module based learning sessions, Personality and behavioural profiling and Team Building modules will help me make ways with the employees much more efficiently and will also drive a better endurance power within me. The Finance and Budgeting competency can be acquired through seminars and e-modules, Business Coaching, Life Coaching and by interaction with the senior employees on relevant matters.
Stage 3: Personal Objectives (“when are you going to develop intended skills?”)
The aim will be to learn all the fundamentals of budgeting and financial resources allocations before the next financial and budgetary plans are discussed and allocated so as to be in contention for the post of Hotel Manager in the next promotion criteria. The more i delay to come into all the term required to be a hotel manager, the later will the opportunity come. Similarly, the attitude and perceptions on the youth need to be changed as soon as possible in order to stand a chance of working here as company objectives clearly signify the importance of recruiting youths.
The various processes or activities involved in order to implement the development plan would be the following.
Undertaking these various processes and activities will help me implement the development plan that I prepared earlier.
The development plan prepared can be efficiently implemented by successfully carrying out the activities discussed previously. The various processes include that of management development programmes, Business Coaching and Personality Profiling. Other additional activities involve module based learning sessions, team Building modules, etc. Here emphasis will be laid on how the development plan was implemented. The various steps involved with the implementation include the following.
All these three stages were incorporated in all the training programmes that i subjected myself under which includes business coaching, management development programmes, e- modules and tutorials, module based learning, etc. By adhering to all of these, I successfully implemented my development plan.
The original aims and objectives set in the development plan were to attain enough interpersonal and behavioural attributes so that I can co-exist with the young employees and become efficient in training them and developing them. Apart from this one of the primary aims was to understand the fundamentals of financing and budget allocation so that i could be in contention for the Hotel Manager’s post. Apart from this I did manage to equip myself with a few aspects through the concept of self managed learning. I completely focused on learning by collaboration. Although the idea behind it was to be able to develop skills in order to work and manage with the youth contingent at Travelodge Hotel, it helped me develop my overall collaborative work ethics. It brought change in my perspective and perception in how I approached people belonging to various age groups and backgrounds. Hence it will not only help me cope with the youth contingent at the Travelodge Hotel but it is a competency that I have earned now for life and can apply in other aspects and walks of life as well. (Byram & Hu, 2013)
Another self managed learning that I acquired was in the form of autonomous learning. I concentrated on this aspect by laying emphasis on a fact that is contradictory to the previous learning of collaborative learning. According to me, it is also important to develop and learn on an individual basis and independent way. This will only make me more efficient and independent. Thus I managed to learn the various dynamics of both collaborative and individual learning.
The following should be updated in the development plan based on feedback and evaluation.
The Personal Profiling development programme undertaken along with self managed learning through aspects like collaborative and autonomous learning helped me improve my behavioural aspects towards the youth contingent in the company. Not only this, I feel that I am now ready to work with not just the young people but with anybody hailing from any background or age group. This has been initiated as a result of the development and learning I received as a result of the development programmes that I subjected myself to. But with regards to budgeting and financing allocation, on evaluation of performance by the business coach, he stated that my concept is still not completely clear on the aspect of finance. The reason he associated was an unclear base from the very beginning and hence he gave the advice of attending one development session every two weeks to completely come into terms with the concept. Budget Allocation is an integral part of any business environment and hence the existing development plan of mine would include subjection to at least one business coaching class every two weeks on the fundamentals of budget and finance allocation.
Through this Unit 13 Personal & Professional Development Assignment Travelodge we come to know the various ways in which self managed learning can be encouraged. The various ways include motivational learning, strategic learning, Metalearning, autonomous learning, collaborative learning and consensual learning. The Travelodge Hotel in relevance to the motivational and consensual learning has been discussed and analysed in brief. The personal and professional development focused on the issue of inability to manage a finance plan and budget allocation and also the behavioural attitude towards the youth contingent of Hotel Travelodge. The evaluation and feedback by the business coach has been updated in the development plan for future fulfilment.
Boles, B. (2014). the Art of Self-Directed Learning: 23 Tips for Giving Yourself an Unconventional Education. Tells Peak Press
Byram, M & Hu, A. (2013). Routledge Encyclopedia of Language Teaching and Learning. Routledge.
Educause.edu. (2016). Individual Development Planning Procedures. [Online], Available at: https://net.educause.edu/ir/library/pdf/EDU06169C.pdf, Accessed on: 23rd June, 2016.
Managers.org.uk. (2016). GUIDE to the COMPLETION of A PERSONAL DEVELOPMENT PLAN. [Online], Available at: https://www.managers.org.uk/~/media/ET/checklist/Personal-Development-Plan-Example-Guide.pdf, Accessed on: 23rd June, 2016.
MTD. (2016). Management Development Programmes. [Online], Available at: http://www.mtdtraining.com/management-development-programme, Accessed on: 23rd June, 2016.
Noe, R. (2010). Employee Training & Development 4E (Sie). Tata McGraw-Hill Education.
Prospects.ac.uk. (2016). Hotel Manager. [Online], Available at: https://www.prospects.ac.uk/job-profiles/hotel-manager, Accessed on: 23rd June, 2016.
Skillsyouneed. (2016). Lifelong learning. [Online], Available at: http://www.skillsyouneed.com/learn/lifelong-learning.html, Accessed on: 23rd June, 2016.
Skiff, D. (2009). Benefits of Self-Directed Learning: Organization. [Online], Available at: http://www.selfdirectedlearning.org/benefits-of-self-directed-learning-organization, Accessed on: 23rd June, 2016.
Travelodge. (2016). Our Company. [Online], Available at: https://www.travelodge.co.uk/our-company, Accessed on: 23rd June, 2016.
This Unit 13 Personal & Professional Development Assignment Travelodge provides effective insight on the aspects of Personal and Professional Development, Locus Assignment Help in UK posting units solutions so scholars can explore assignment help and get review the quality of our work.