Professional Development At Premier Inn Management Essay
Award-winning Premier Inn is a subsidiary of Whitbread PLC and is considered as the UK’s largest and fastest-growing hotel brand with 578 budget hotels and more than 40,000 rooms across the UK and Ireland at reasonable prices.
In 2008 Premier Inn launched in Dubai and will be opening in India later this year. On a domestic front, Premier Inn is set to be the largest provider of budget hotels in London by the 2012 Olympics.
As Premier Inn consists of huge number of employees, it has to manage all of them in better way since success of the company significantly depends on their people management efficiency along with their career success. As a proud team member of UK’s largest and fastest-growing hotel brand, I would like to explain my career /professional development plan in detail by this report.
1.2 Premier Inn philosophy
A cornerstone of the Premier Inn philosophy is all about widening employee career paths or access new roles; further, all open positions are advertised internally prior to searching for outside candidates and we will always look to promote members of the team where possible the development of employees is the key aspect, though we are all motivated by different aspirations. Moreover, Company share the same commitment to quality of work carried out by the employees as it has been recognized the fact that rewarding employees is a crucial factor in terms of motivating employees.
1.1.1. Premier Inn Values
Genuine – We really care about our customers
Confident – We strive to be the best at what we do
Committed – We work hard for each other
Premier Inn Core Values
1.3 What is Personal Development Plan
Personal Development Planning refers to the creation of an action plan based on a reflection of personal, career, and academic objectives. In addition to a PDP, these reflections are typically a portfolio containing evidence of the skills gathered over a particular timeframe. It is presumed in education that undertaking POP will assist in creating self-directed independent learners who are more likely to progress to higher levels of academic attainment. It is also used in Human resource management.
Continuing Professional Development is just a method of ensuring that you attain the right abilities to do your job and maintain/enhance your skill. It embraces everything that you perform to get better your job performance and your ‘lifelong employability’. Many Professional organizations and Societies have a obligation for their members to stay a record of their professional updating and growth. It can also assist those who are, or will be undertaking nationwide Vocational Qualifications (NVQ’s) in the UK.
This is also high-quality practice for an association striving towards creature ‘World Class’, a Learning Organization. Most of these professional societies have a obligation that you demonstrate personal development and learning representing 3-5 days (25-35 hours) per year. Increasingly, your professional culture is asking to see evidence of continuous growth in order to maintain your registration/ expert status. If your professional corpse does not yet have an obligatory requirement for this the length of with a monitoring/ auditing system they soon will Have.
1.4 Who is responsible for personal development
To be successful it is fine practice to work in partnership with your employer. You be supposed to realize however that ownership of your CPD proof is yours and no one else’s. The plan you set up will need to be flexible and change as your job requirements and aspirations change. It should also be realistic, not each one can become the Director of Nursing or Executive Director but everybody with forethought and some planning can discover challenge, diversity and interest in their job and vocation.
Change is continuous in all aspects of life and efforts you put into keeping abreast of new knowledge and expanding your abilities will reap rewards when opportunities arise. It will have become obvious that a key feature of CPD is training but the significant difference between CPD and training is that CPD is prearranged to suit you and your career.
1.5 Job Profile
I am working as the Hotel Manager and responsible for achieving optimal guest satisfaction and a good working environment to attain all set objectives. To achieve this, I’m responsible for running the hotel in accordance with the Standard Operating Procedures and Policies as set out by Premier Inn. Further, I’m responsible for the Implementation of optimal and attractive products and services required to address the hotel’s target groups, based on pre-agreed marketing plans and budgets while ensuring the correct production and distribution of information and promotion materials as agreed to.
Guard the efficiency/productivity and the company results:
Draw up plans and budget concepts (revenues, costs, etc.);
Safeguard the realization, tracing and adjustment of deviations;
Developing improvement actions, carry out costs savings;
Guard/ controlling of cost price Delivering of data and proposals for the budgets and investments.
Safeguard quality of operations (internal & external audits)
Manage the various Department Heads
Coordinate planning of Department Heads and Assistant Managers with regard to time-tables, work schedules, employment of employees within the different services; solving of bottle necks;
Coordination of the execution of activities via instructions to the Heads of Departments/ Assistant Managers, supervision of the execution;
Determination of the workforce, recruitment and hiring of new staff, supervision of sufficient introduction, execution of performance reviews and training of staff.
Be accountable for responsibilities of department heads in their absence.
Implement the Golden Tulip franchise formula optimally in the hotel and act as a flagship establishment for the Golden Tulip brand.
Prepare a monthly financial reporting. Ensure an adequate administration, for the outgoing and incoming invoices, for the payment of invoices and for drawing up periodical management data. Justify deviations and differences.
Handling complaints, in the last resort.
Other reliable to the above mentioned, tasks in order of the executive;
Handing over opinions and beliefs, decisions etc. to the executives;
Leading various internal and external meetings;
Supervise the fulfillment of the regulations of the employment
legalization, Occupational Health & Safety Act, HACCP, legionella, fire regulations and other legal requirements
Correct use of Golden Tulip’s corporate identity.
Maintain contacts with public authorities
2 Task 2
2.1 Job Analysis
A lot of people go blank when you ask them regarding their skills. Thus sometimes it is easier to exertion backwards from what you have done to work out and what you are good at. This is where a job analysis can assist. (Personal-skills-audit; 2010)
Take a divide sheet of paper for each of the jobs you have done and mark the job title at the top. Divide each piece into two columns.
Use the first pillar to brainstorm all tasks each role involved. Include as much feature as you can. Don’t just list the bureaucrat duties but include everything you turned your hand over to in that role.
Avoid minor road terms similar to ‘produced a monthly newsletter’. Break it down into the stepladder concerned – wrote articles, canvassed team for ideas, convinced pictures/photos, liaised with print room, etc. Don’t be troubled about whether they are significant or Insignificant; just try to capture as much of what you did as probable.
Observe out for any unenthusiastic self-talk here (‘well, it was only…’ or ‘I just did a little bit of …’). The reason of brainstorming is to squeeze out as much information as possible. You can evaluate the activities later.
The second step of your personal skills appraisal involves looking at these tasks to search what skills you contain developed. Make a list of the skills you needed to take out all these tasks. Were you showing an ability to deal with people? Were you using and analysing in sequence and data? Were you coming up with ideas and being original? Were you using sensible abilities such as repairing things?
If you are not sure what skills you were using, take a look at the checklist of individual skills I have created. You will find that it also helps if you come up with a friend or your Career modifies Buddy – two heads are always better than one.
Don’t discontinue with work. Do additional sheets for former unpaid roles you play in your life – e.g. parent, sports club secretary, gardener, and the list could be fairly long!
A personal skills audit of what you have ended outside of work can be extremely revealing and help you to value the skills you have gained from all areas of your existence. You may find that there are skills you comprise developed here that you just don’t give yourself recognition for.
For example, you may be the trainer for a local football team – using skills like management, motivation, encouragement, training etc.. If you really enjoy this, but do not hold a management or team leadership role at labour this might propose that this could be a new direction for you in your career. And you by now have many of the skills you require.
Personal Skills Audit
An optional strategy is just to sit yourself down and make a list of what you be acquainted with you are good at. This will come easier to a number of than to others.
2.2.1 Step One
Just begin writing. You already know at smallest amount some of the things you are good at. You’ll find there are some skills you feel very sure with and others where you think you can do them ‘a bit’. Don’t be introvert – this is not an exercise where you can be shy. Be proud to list what you be acquainted with you do well.
You will come up with several skills without any prompting, but there will be many further. As I mentioned on top of, if you are the kind of someone that prefers working with a checklist, take seem at the list of personal skills I have shaped as a punctual.
Another basis of ideas is job ads. Start scrutinizing newspapers – for any kind of job – and see what kinds of skills come up frequently. Recruiters know the importance of skills – this is why they list the ones they need in their occupation ads.
I already talk about brainstorming with your Career modify Buddy in the previous exercise. Don’t stop there. Why not in a straight line ask some of your associates and colleagues what they think are your chief strengths and skills as they see them. Give them a bit of time to think concerning it and ask them to highlight what they think are your top 3 or 4 skills. It can be a genuine self-assurance booster to hear others reflect backs what they worth in you as a friend or colleague.
When you have done your individual skills audit, take a look at what I propose at the beginning of the personal skills checklist. A list is not sufficient. It is important that you speed your skills by level of ability and level of enjoyment
Personal Development Learning Style
Cognitive styles pass on to the preferred way an individual processes in order. Unlike individual differences in capabilities (e.g., Gardner, Guilford, Sternberg) which describe peak recital, styles describe a person’s typical mode of thinking, remembering or trouble solving. Styles are regularly considered to be bipolar dimensions whereas abilities are unipolar (ranging from zero to a most value). Having extra of ability is usually considered beneficial while having a exacting cognitive method simply denotes a tendency to perform in a certain manner. Cognitive style is a usually described as a character dimension which influences attitudes, values, and social communication. A huge number of cognitive styles have been identified and studied in the history. Field self government versus field dependence is almost certainly the most well known style.
It refers to a propensity to approach the environment in a logical, as opposed to global, fashion. At a perceptual level, field self-governing personalities are clever to distinguish figures as discrete from their backgrounds compared to field dependent persons who experience events in an undifferentiated way. In adding, field needy individuals have a greater social orientation relative to field self-regulating personalities. Studies have identified quantity connections between this cognitive style and learning. For example, meadow independent individuals are likely to learn more effectively beneath conditions of intrinsic motivation (e.g., self-study) and are influenced less by social reinforcement.
Kolb and Lewin Model
I would like to introduce this method to measure personal performance. Learning styles specifically transaction with characteristic styles of learning. Kolb (1984) suggests a theory of experiential learning that involves four major stages: tangible experiences, reflective observation, theoretical conceptualization, and vigorous experimentation.
The CE/AC and AE/RO dimensions are glacial opposites as far as learning methods are concerned and Kolb postulates four types of beginners (divergers, assimilators, convergers, and accommodators) depending upon their location on these two dimensions. For example, an accommodator prefers tangible experiences and vigorous experimentation CAE,CE).
An ordinary approach to viewing learning styles is linked to a learning series of experience, surveillance and mirror image, configuration and then testing of concepts. Although commonly referred to as the Kolb Learning Cycle this round was proposed by Kurt Lewin who got the idea from manage engineering. David Kolb (1984) popularized Lewin’s proposal (hence the common title).
LEARNING STYLE 2010
The four steps of the Experiential Learning Cycle are:-
Observation and Reflection
Testing concepts in new situations
The cycle is a continuous course with the present ‘concrete experience’ being the basis for observations and reflections, which allow the expansion of a ‘theory’, The ‘theory’ is then tested in new situations to direct to more concrete experience.
Kolb developed from the Lewin sculpt the idea that students have a overriding phase of the cycle during which they prefer to learn and therefore will contain preferred modes of learning. In order to identify the preferred learn and learning styles, Kolb developed a Learning Style record that identified student’s preference for the four modes corresponding to the stages in the learning series.
3 Task 03
3.1 Personal Development Plan
To obtain all goals and objective should have proper personal development plan. I have to be more relevant to the company’s requirements. Especially should be practical member who is practicing and matching company’s values and code of ethics while improving my personal skills. Therefore I have to use proper personal development planning model as follows;
Developing a Personal Development Plan
How Can I meet those needs?
What are the Challenges in my job
current that I need to meet?
Where do I want to be in 2 years?
Where do I want to be in 5 or 10
How does that fit in with what the
What adjustments will other people
need to make for me to achieve what
What else should I consider?
PERSONAL DEVELOPMENT PLAN: 2010
3.2 Personal Analysis (SWOT)
A personal SWOT analysis is a powerful technique that can be used when seeking a career change in the Unilever. Linked to a strong and powerful goal, it can enable to take advantage of skills, talents and abilities to take career to the next level. Look at each area and consider the questions that follow and write down the answers that come into the mind.
Personal strengths form an innate part of who are I and my characteristics. Consider my strengths as I see them and talk to your colleagues and friends for a further source of support.
What are the skills and capabilities do I have? Leadership, teamwork, rational thinking
In what areas do I excel?
Leadership & handling people and innovative thinking
What qualifications, accreditations or experience make me unique? Marketing professional qualifications and marketing experience
What would other people consider to be my strengths? Friendliness & negotiation ability
What qualities, values or beliefs make me stand out from others? Politeness, honest and self discipline
Consider my personal weaknesses and how I may be seen by others. It is important to list any areas I feel may be holding me back.
What are the gaps in your capabilities and what skills do I need to develop? Language skills
In what areas could I improve? Speaking & writing skills
What would other people consider to be my weaknesses? Language skills
What personal difficulties do I need to overcome to reach my goal? Practicing the language
Opportunities are normally external and may relate to changes in technology, people that may influence decisions, or training, development or support that may support my aspirations.
What opportunities are available to me?
Higher marketing post in the industry in Hospitality industry Recognition in the business field
What external influences can help you to achieve success? Marketing environmental influences
Pressure from customers
Who could support you to help you achieve your goal? Professional trainers
Threats are also normally external and are the things that get in the way of my success.
What obstacles am I facing?
Bad economical crisis & market down turn
What external influences may hinder my success? Unemployment & competition for better jobs
Who or what could get in the way of you achieving my goal? Organizational structure
How Develop My Professional Success
I have to be more relevant to the company’s requirements. Specially should be practical member who is practicing and matching company’s values and code of ethics while improving my personal skills.
3.3.1 Leadership Skills
To maximise cooperation and increase productivity within the firm, a few issues should be considered to improve team leadership. Therefore i have to improve my leadership skills with taking support from the company. While the firm has development conversations in place, constructive feedback conversations that work as a two-way process can assist to increases self-awareness of individuals and offers options and encourages development. By taking the conversation to a more informal level and the consequently building of relationships encourages trust between team members.
Specific and descriptive feedback on exemplary and not acceptable behaviour should be given to avoid conflict in an organisation and increase performance levels. By starting with a positive point, people are encouraged and using particular examples of behaviour will assist in bringing the point across. An effective feedback process is particularly important for the firm as it addresses the need to build relationships to not only increase the sharing of information, but also build loyalty and retention of people in the long term.
Ø Be a leader in my area of responsibility, with a deep commitment to delivering leadership results.
To have a clear vision of where we are going.
Focus my resources to achieve leadership objectives and strategies.
Develop the capability to deliver our strategies and eliminate organizational barriers
3.3.2 Teamwork Skills
To be a successful employee in the Premier Inn i have to improve m team work capabilities. To create a
culture of teamwork will encourage collaboration, cooperation and sharing of information as well as empower individuals. Expectations as to teamwork need to be communicated; one of the benefits of introducing this culture is that leaders and managers model teamwork in their interaction with each other and the rest of the organisation. It can have a positive impact on work behaviour and ethics. A performance management system needs to emphasis teamwork and the impact on behaviours which will also need to be reflected by the rewards system. Collaboration through teamwork saves time and money as research efforts are not duplicated, issues can be resolved quicker and beneficial solutions and processes transferred which is a particular issue within the firm.
Regular meetings to review project and progresses and to share work will assist in the implementation of the team work culture. Successes will need to be celebrated, by using communications channels such as the Premier Inn News for the firm. This will not only set a positive example for others but also make individuals feel valued and increase their motivation and loyalty.
3.3.3 Evaluation & Analytical Skills
Create a vision of where your area is going, together with supportive objectives and operational plans communicate regularly, making effective use of a range of different communication methods
Develop a range of leadership styles and apply them to appropriate situations and people
Give people in your area support and advice when they need it especially during periods of setback and change
Encourage people to take a lead in their own areas of expertise and show willingness to follow this lead
To accept personal accountability to meet our business needs, improve our systems and help others improve their effectiveness.
Act like owners, treating the Company’s assets as our own and behaving with the Company’s long-term success in mind
Passion for Winning
Determined to be the best at doing what matters most
Be a healthy dissatisfaction with the status quo.
To have a compelling desire to improve and to win in the marketplace
Respect our Premier Inn colleagues, customers and consumers, and treat them as we want to be treated.
To have confidence in each other’s capabilities and intentions.
Believe that people work best when there is a foundation of trust.
Always try to do the right thing.
Be honest and straightforward with each other.
Operate within the letter and spirit of the law.
Uphold the values and principles of Premier Inn in every action and decision.
Should data-based and intellectually honest in advocating proposals, including recognizing risks.