Employability Skills: Responsibilities, Objectives, and Motivational Techniques

This document discusses the importance of employability skills in enhancing effectiveness and securing a better place in the professional field. It covers the development of responsibilities and performance objectives for a care professional, evaluating own effectiveness, making recommendations for improvements, and reviewing motivational techniques to improve quality of performance. The document also addresses work-based problems and provides solutions to overcome them.

EMPLOYABILITY
SKILLS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Develop set of responsibilities and performance objectives............................................1
1.2 Evaluate own effectiveness against outlined objectives...................................................2
1.3 Make recommendations for improvements......................................................................3
1.4 Review motivational techniques how they can be used to improve quality of performance4
TASK 2............................................................................................................................................5
2.1. Development of solutions to work based problems........................................................5
2.2. Communication in variety of styles and appropriate manner at various levels...............7
2.3. Identification of several time management strategies.....................................................8
TASK 3............................................................................................................................................9
3.1 Explain roles member play in team and how they can work collectively to attain goals.9
3.2 Analyse team dynamics..................................................................................................11
3.2 Suggest options to accomplished tasks and attain team goals........................................11
TASK 4..........................................................................................................................................12
4.1. Evaluation of own tools and methods for developing solutions to problems................12
4.2. Development of appropriate strategy for resolving a particular problem.....................13
4.3. Evaluation of potential impact on business of implementing the strategy....................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Employability skills refer to several transferable, as well as, interpersonal skills in order
to enhance effectiveness within a person, to enhance their employability within their desired field
of work (Singh and et. al., 2017). These are highly essential and effective competencies, which
are required to appropriately and effectively be present in a person, as this would help them to
secure a better place on professional front. Furthermore, these skills and capabilities allows a
person in making a sound and professional career for themselves, where they would be having
effective opportunities to ensue personal and professional growth for themselves.
The report below is based on employability skills for a care professional. It covers a
detailed and specific determination of one's own responsibilities and performance. Development
of interpersonal and transferable skills is analysed by the report. Moreover, it covers an effective
understanding of dynamics of dynamics of working with others, along with development of
several strategy for problem solving within an organisation.
TASK 1
1.1 Develop set of responsibilities and performance objectives
Care assistant is an individual who gets paid to look after disabled patients in hospitals
and provide other medical helps to professionals. Performance objectives are personal golas that
an individuals sets on the basis of quarterly, half yearly and annually. These are more specific in
nature, relevant, time specific and achievable, etc. There are different responsibilities that I need
to perform as care assistant, some of them are as follows:
First responsibility is Administering Medications and Treatments, As Care assistance
I will be responsible to give medicines, prescribed refills and injections to patients. It is one of
my responsibility to instruct patients about medicines and related diet. I should respond to their
doubts, assist and look after individuals in hospital so that they get proper and respective
treatments (Suleman, 2016). Another responsibility is Assisting Patients which implies that I am
responsible to take vital signs of patients and assist to doctors by examining individual. In this I
will perform certain responsibilities like removing stitches and changing dressing of patients. It
will depend upon size of organisation I am working for, there are chances that I required more
in-depth knowledge.
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As care assistant I am responsible for Handling Administrative Tasks which is to
answer calls, schedule appointments, handling billing and maintain stock of mediations. I also
need to assist patients in filling forms of health insurance, scheduling operations and surgeries in
hospital. As care assistance I am responsible to Maintaining Medical Records and update
details of patients medical information. I am liable yo keep these data confidential and discussed
only with related individual. I need to code all medical records for purpose of billing and
analyses of patients information (Suleman, 2018).
Performance objectives are targets that I will set for my goals to become more effective
as care assistance. First and foremost objective as care assistance is To enhance patients
satisfaction level in 3 months to monitor and look after health of patients. Provide them proper
guidance and monitor their health so that there satisfaction level is improved. Another objective
is To maintain regulated intakes of medicines in 6months to ensure that there is maintained
regulations for patients especially children take medicines regularly. Many times it is difficult to
convince them to take medications or either they throw it out (Williams, 2015). Another
performance objective is To develop qualitative services so that waiting time is reduced
within 12months to improve my skills and efficiency so that I can provide quality services to
patients within specified time. This will helps in reducing queue for patients as well.
1.2 Evaluate own effectiveness against outlined objectives
To measure own effectiveness it is important that SWOT analysis is conducted so that
strengths and weaknesses are identified in relation with performance objectives (Simatele, 2015).
Strengths:
One of my biggest strength is communications skills which helps me to maintain
relationships and increase patients satisfaction. Another strength that I have is good interpersonal
skills like positive behaviour and attitude which helps me to enhance patients experience. Time
management skills that I have helps me complete my task within specified time which helps in
reducing waiting time for patient in availing services. Management skills provide me assistance
to manage my activities according to priorities so that I can regulate and monitor patients
medicines. All this strengths will help to grab opportunities and develop professional growth as
care assistance. These strengths are helpful in overcoming weaknesses and hurdles that they will
possess in future career development.
Weaknesses:
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One of my major weakness is critical thinking which hinders my decision making skills
in complex situation and thus reduce quality in services. I am not persistent in performing tasks
which reduce my ability to collect each and every information and thus effects my services. I am
poor in analytical skills which decreases my time management ability and thus delays in
performing my duty and this hinders patients satisfaction level. I am weak in keeping patience
with individual which hinders my monitor skills to regulate patients in taking their prescription.
This can reduce power of my strengths as care assistance and will reduce qualitative aspects of
my services provided to patients. These needs to overcome by continuous learning and
development of skills.
Opportunities:
Communications skills will help me to build relationship with patient and monitor them
with ease. This will help in increasing their experience. Time management will allow me to meet
my deadlines and reduce waiting time durations for patients in relation to provide qualitative
services. Management skills will allow to regulate and monitor patients and activities related to
them so that their experience is enhanced (Rowe and Zegwaard, 2017). There are different
opportunities which can be explore with my strengths so that I can develop my skills and career
as care assistance in health care sector.
Threats:
Not being persistent in nature as care assistance this will hinder my qualitative aspects of
delivering services and handling patients. Analytical skills are required by care assistant as there
are cases when I have to take complex decisions in absence of any professional helps. In that
situation I will be ineffective as care assistant. Critical thinking will hinder my decision making
skills as there will be times when I have prioritize my task and I will be jumble up with my
duties. Not having enough patience will lead to negative patient feedback which will hinder my
career goal and services that I provide as care assistant. There are some threats that can hinder
the process of leaning and developing my skills as care assistance. With the help of my strengths
and opportunities I have time to turn my threats into skills and develop my career.
1.3 Make recommendations for improvements
It is essential to select measures which assist me to improve execution or effectiveness of as care
assistance as well as to evolve for future roles. Recommendations are as follows:
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Training sessions: Training techniques will help me to improve my skill set most
importantly in the effectiveness. It is clear that role of continuous training would lead to
development in skills and positive attitude that will help me to handle patients as care assistant.
It will help to bring improvement in existing skill and efficiency level while handling patients.
The education can assist in improving the knowledge about my job title in future and thus result
in accomplishment of performance objectives.
Personality Improvement Program: I evaluated from my experience that I needed to
enhance my overall personality such as communication skills, confidence, positive behaviour,
patience level, etc. To increase my efficiency in quality services and handling patience with ease.
I would join personality improvement program and also work one by one to better myself.
Monitor and feedbacks: Monitoring performance as care assistance helps in reappraisal
the performance and effectiveness in execution of activities assigned to me. This will improve
my performance by giving feedbacks over factors which I need to be transformed so as to
improve quality. The deep discussion with senior can help me to nurture the strengths element
and issues could be resolve in correct way and can also work as response about performance.
Through feedback and mistakes will be identified along with efficient job performance.
Focus on personal growth: For personal development there is need that I focus on
myself and identify issues faced by me to solve them and opportunity to grow and be effective.
This will help me to enhance my skills to provide qualitative services to patients and regulates
activities so that there is no delays (Rayner and Papakonstantinou, 2015).
Incentives: Other than all other factors, motivator are most driven factors that helps in moving
towards achieving performance objectives. Through bonus desired level of performance and
learning the new methods will enhanced, and it could effect in advanced level of quality services.
1.4 Review motivational techniques how they can be used to improve quality of performance
Incentives and remuneration are important factors in motivating employees and increase
their performance. Along with this the motivational technique can help extensively in increase of
motivational level which brings developments. The Maslow’s need hierarchy theory determine
fulfilment of basic needs which is money, shelter and food of employees so that they gets
motivated to perform with efficiency and develop skills. This ensures that staff are able to meet
their basic and motivated to achieved further needs. For example, Providing monetary or non-
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monetary benefits is an impressive technique which helps in enhancing performance of workers
(Pradhan, 2015). These techniques ensures that there are improvement in performance and
quality of services. Monetary rewards helps in gratifying the monetary related needs, makes
them satisfied and raise their efficiency. Non-monetary benefits help in providing task
satisfaction to the individual as they are appraised for their work and encourage as they involved
into different functions in organisation. Motivation helps an organisation in building finer
manpower and providing competitory advantage over competitors in surroundings in which it
operates.
The Herzberg’s motivational theory gives basic ground of increment for motivation by
center management practices. It focused on improving quality of supervision or leadership so
that employee are monitored in direction of achieving goals and objectives. If the management
style is structural, it will helps to motivate staff on ground level and relationship is developed
between the employer and staff. Further, this motivational aspect has major role in explaining
role of manager’s support in the organization. The care assistance team should get correct
support and counselling from professional nurses and doctors. Ahead the HR Manager should
evaluate team and needed to provide possibility for growth and development. It will help in
accelerating motivational level as it leads in direction of job safety and employee will be
motivated to work with full dedication and determination.
TASK 2
2.1. Development of solutions to work based problems
Within a health and social care organisation, there is a high likelihood that several
problems or complex situation arise, which makes it difficult for employees within an the facility
to provide their services to the people appropriately. In addition to this, complex situations also
contribute in making a negative work environment, where employees could not be more
productive than what is required to them (Pheko and Molefhe, 2017).
Thus, below are several complex situation and work based problems, which are likely to
be experienced by the organisation, as well as me as a care worker. This aspect, along with
solutions are presented below:
 Conflicts:
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One of the major work based problem is related to conflicts between individuals. There
could be times when employees within healthcare organisation do not agree to one another in
context of several situations or decisions within the organisation. This could be a major issue in
terms of time management, workplace environment, treatments, etc. (Organisation for Economic
Co-operation and Development, 2015). Therefore, solution to this problem is highly necessary to
be provided which would enhance my competence in context of dealing with such complex
situations for my role as a care assistant. Thus, in terms of solution, effective communication is
an essential method, which could contribute in dealing with this situation perfectly. However,
this does not require only active speaking, but also active listening. It is important that both the
parties involved are approached effectively and perceptions of both the parties are understood
effectively. Moreover, within communication, ethical judgement plays an effective part too.
Thus, active speaking could appropriately be used, while giving suggestions to the parties in
context of how to resolve the conflict effectively. Another method used for ensuring resolution
of conflicts could be Brainstorming. This would allow the parties to collaboratively ensure a
creative solution to the conflict. Moreover, one essential method which could be adopted in order
to resolve the conflict within the organisation is teamwork. Being an active part of the team
would require all the parties involved to have an equal say, as well as, actively listen and
consider viewpoints of others.
Therefore, after all the methods mentioned above, the most effective one could be
Effective Communication. Reason for the same is that it includes principles of both
Brainstorming and Teamwork, along with other essential aspects, like active speaking and
listening, which is required to effectively resolve the conflict (O’Connor and Bodicoat, 2017).
 Demotivated Staff:
Another grieve problem which could appropriately be faced by a healthcare organisation
is that the staff remains demotivated most of the time. There are several reasons which governs
this aspect. For example, the staff is required to appropriately perform their duties at their very
best everyday. Moreover, there is limited or no work flexibility as there could arise uncertain
situations, which could enhance the complexity of employees. This directly reflects on their
productivity, as every employee after a while requires appropriate and effective return of their
hard work. Hence, in terms of solution, effective appraisal system within the healthcare
organisation must be implemented. This would effectively boost their morale and would
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motivate them in working more effectively, to achieve better and effective results. Another
method is effective training. This is because inappropriate and inadequate training methods
could enhance demotivation levels within the organisation. This could directly affect the quality
of services, patient satisfaction, as well as could hamper the working environment within the
organisation. Furthermore, flexible working could also enhance motivation in employees. This
would further contribute in increasing their productivity levels, by giving them effective work-
life balance.
Therefore, appraisal systems out of all these methods could be used in order to enhance
motivation of staff, as they would be getting effective return of their work.
2.2. Communication in variety of styles and appropriate manner at various levels
Communication refers to the overall sharing as well as acquisition of information within
the organisation. This is an essential aspect, which is related to the overall networking in the care
centre. Moreover, apart from the internal environment, communication network expand
externally too, particularly amongst the other medical professionals, peers, etc. (Messum, and et.
al., 2015).
However, within the organisation, there are several styles and levels on which the
communication is required to be implemented to ensure appropriate and effective working. Thus,
presented below are the variety of styles and manner in which communication is implemented
within the care organisation:
 Lower Management Level:
One of the most important levels within a care organisation is lower management level,
which comprises of the care assistants, medical students, etc. Majority of the staff associated
within this level are related towards providing assistance to support the care provided by the
other management level. Thus, the communication style used within this level could be Intuitive
Communication Style. This type of communication is certainly is used in a more casual, yet
formal manner. This is because, instead of getting details about the overall process being adopted
by the company, the staff at this levels are just required to be familiar with their roles and duties
they are required to perform. For instance, a medical student or a care assistant is required to
assist the medical professional in performing the care and treatment methods.
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There are several appropriate principles on which this style is based upon. For instance,
direct instructions, along with physical communication, such as, gestures and demonstrations are
required to be adopted to provide them guidance related to their duties (Lim and et. al., 2016).
 Middle Management Level:
Another prominent level within a healthcare organisation is middle level management.
They are inclusive of specialists, doctors, nurses, etc. These comprise of executive levels within
the hospital management hierarchy. The type of communication which must be adopted within
this level is verbal and auditory. This is because they are required to focus on the overall process,
which requires information about every minute details. However, the style adopted at this level is
Functional Communication Style. Reason for adopting and implementing this style is that a
sequential plan is required to be provided to the professionals at this level, in order to ensure
utmost quality of work (Kapelus, Miyagi and Scovill, 2017).
 Top Management Level:
Dean, Hospital Administrators and specialists make this management level. This is the
highest level of management within a healthcare organisation, which has the highest contribution
towards the care and treatment provided to patients. Hence, the communication style used for
them would be Formal Communication Style. This style is highly assertive, which requires
precision, detailing and effective speaking in the communicator. Furthermore, logical analysis is
essential to be undertaken by the employees of healthcare organisation, while communicating to
the members of top management level.
2.3. Identification of several time management strategies
Time management within healthcare organisation refers to appropriately prioritising tasks
and activities in a way that care is provided to patients within due time (Grissom, Loeb and
Mitani, 2015). Furthermore, for a care assistant, it is highly necessary that appropriate strategies
are carved out, which provides effective management of time while providing services to the
patients. Another importance for time management strategies in health and social care settings is
that such that it allows the firm in enhancing the effectiveness of the organisation and employees
at times of emergencies.(Jackson, 2015). Hence, several time management strategies are
mentioned below.
One of the main strategies associated with time is scheduling the whole day in advance.
This requires to segregate each important activity, along with prioritising several tasks that hold
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more importance than the others. This would allow in better management of time as well as
enhanced productivity at every task.
Apart from Planning, organising the workplace is one of the most important aspects to
manage time appropriately. This would help me in keeping everything under reach, every
appointment scheduled and all the requirements for activities, pre-monitored. This would provide
me an advantage in managing my time in a better manner, which would enhance my competence
in terms of assisting the professionals (Jackling and Natoli, 2015).
Another appropriate strategy for managing time is that individuals must appropriately and
effectively avoid procrastination through effectively and essentially creating appropriate
deadlines.
Focus is yet effective strategy, which is related to development of focus while performing
an appropriate task. This could be done while practising and emphasising on the important
elements of a task while performing the same appropriately. This would tend to reduce the scope
of mistakes and help in accomplishing the tasks appropriately.
In relation with managing time, dynamic approaches and flexibility are another strategies
which would help the individuals in health and social care settings to deal with a situation in a
different and distinct manner, hence, helping in managing time appropriately.
One particular aspect which leads to more time is in relation to performing multiple tasks
at one time. This tends to reduce focus and helps in enhancing the complexity all the same.
Hence, adopting such practices would lead to saving more time effectively.
TASK 3
3.1 Explain roles member play in team and how they can work collectively to attain goals
To interpret role of employees within business is to achieve goals, it is required to
concentration upon Belbin team theory. It can provide precise information about possible role
performed by person within team. The Belbin theory propose nine roles of individuals, these
purpose are divided into three major categories that are action-oriented, people oriented and
thought oriented roles, which are described as follows:
Action oriented roles:
There are three types of roles in this which are Shapers, Implementer and Finisher. To
accomplished the task or to achieve goals, role of Shapers remains huge. They are those who
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make challenging project in front of others members and prompt them to perform well for
performance of organization (Jackson, 2015). They are the one who took initiatory step and play
role of ideal so that other also follow and direct their actions towards achieving organisational
goals.
Another role is of Implementer, they are those who carry out initiatives that are taken by
shapers. They take step closer in achieving mutual goals by implementing plans inside team.
They are individual who believe on purpose of performing job as they are well arranged and
organized while doing their job.
Further, to accomplish shared goals, role of absolute Finisher is tremendous as they focus on
eliminating faults and mistakes in project. Their role is broad that they need to move project in
correct and economic way (Ito and Kawazoe, 2015).
People oriented roles:
It comprises of Organiser, Team Worker and Resource Expert. Organiser kinds of individual
plays critical role in guarantee that teamwork must be retained. It is communicate that
coordinator who assist coordination in team by providing possibility for working in team as their
counselling is essential for whole team.
Next Team Worker is person who provide support to team and most significantly to those who
are people who carry out task allotted by leader. They are employees working on ground level
collectively in direction of achieving organisational goals.
Resource expert are one who hold relationship with outside parties and negotiate with them on
place of team. They are representative on behalf of organisations to share holders so that
relationships can be build and maintained properly (Asonitou, 2015). Thus, these roles also help
in attaining joint objectives.
Thought oriented roles:
Now they are one whose role is to generate some information and ideas to complete task in
effective manner which are Plant kind, Evaluator and Specialists. Plant kind of team member is
highly innovative and creative and always come up with solutions for issues while working with
other members (Gill, 2018). Their ideas and approaches are taken into consideration and
suggestions are evaluated by
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Evaluator who works as annalist for group. Their role is to give relevant determination after
examining conditions and available alternates. They provide information to other teams members
about the issues so that they come up with creative and innovative ideas.
Specialists are those who are specific about skills and quality for particular task. Thus, in this
way, these are circumstantial roles and responsibilities of members of team which are needed to
be fulfilled for achieving collective goals.
3.2 Analyse team dynamics
To get understanding about team dynamics Tuckman’s model is taken into consideration. It
includes stages such as Forming, Norming Storming and Performing are stages that have been
defined in theory:
 In Forming teammates come in connection with each another and interpret every stage in
team dynamics completely. Here teammates starts to build relations so that the roles and
responsibilities could be understood with relevance to the shared goals.
 The Storming stage states that phase where people indulge into discussion stage with
each another after building relationships. It is time when people share their persuasion
about processes to complete project. It is very important and critical phase as if
teammates have chances to understand prospective of each other and there is decreasing
ego and grudges which leads to less conflicts (Dickinson and Griffiths, 2015).
 The stage of Forming point towards mediate phase where level of struggle or confusion
is minimum. Every team member have complete knowledge about their roles and
responsibilities and can present their contribution in direction of achieving collective
results.
 At last, phase of Performing is about completing task as per activities outlined in
storming phase. Thus, this theory provides fine setting about team kinetics of team at
every stage.
3.2 Suggest options to accomplished tasks and attain team goals
For intention of completing problem solving tasks and to attain objectives of team there
is a condition that certain measures are apply. These can help in resolving problem related to
tasks and attaining objectives. The most crucial factor which affects tasks performed is spirit and
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communication in team. A team is group of people who are work collectively for same purpose
and there is need to generate team spirit among employees to generate trust, loyalty and feeling
of belongingness among members. Communication helps in impressive flow of data among team
members and gain coordination between them. Equal chances are given to team members to
adopt ethical practices and motivate team members to adopt fair practices which creates healthy
and safe environment at workplace. All these ways helps teams to develop better coordination
and complete task and in achieving objectives in effective way (Cottrell, 2015).
Alternative methods are correct and based upon theories to admit that team goals could
be attained if team members have effective and proper communication in interaction processes.
If there is any error in communication process, it is impossible to solve conflicts management
and most significantly sharing of data become ineffective. Thus, alternatives include correct
communication and other than this sense of respect is needed to be present among team mates. It
helps in structuring relationship between individuals and in this way, these alternatives can
implement so that goals are achieved.
TASK 4
4.1. Evaluation of own tools and methods for developing solutions to problems
It is important for a care assistant to develop own tools and methods in context of
developing appropriate solutions to problems. For instance, one prominent problem related to
healthcare organisation is associated with patients not getting a quality of services and timely
treatment, which is a major problem that must be addressed appropriately by the organisation.
Thus, there are several tools and techniques which could be implemented in context of
solving this problem. These techniques are mentioned as well as elaborated below: Heuristics Approach: This technique is related to work experiences. It is an experience
based approach, where the methods adopted to solve the problem are associated with past
situations. Moreover, this technique is necessary in context of familiarity of appropriate
situations, which could effectively enhance the scope of improvisation in terms of
practice (Collet, Hine and Du Plessis, 2015). Trial and Error Approach: This method is associated with adopting a specific practice in
terms of appropriate and effective likelihood. This method is quite effective when there
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are limited components and well experienced professionals within the organisation, who
have critical thinking skills. Brainstorming: This tool is a highly effective one which requires individuals within the
organisation to mutually provide different creative solutions to the problems and then
collectively choose one effective alternative which could help in solving the issue. With
respect to the company, in order to address the problem associated with ineffective
quality and timely treatment, brainstorming would assist the company in analysing
several innovative and effective approaches and them particularly pick one out of them to
address the issue.
 Analytical Thinking: It is a tool which requires an individual to clearly analyse the
situation and then formulate solutions to address the situation. For example, senior
professionals within the organisation would be thinking analytically about how to
enhance the quality of the service. In this perspective, it is required for them to evaluate
approaches such as hiring new and competent staff, employing new equipments and so
forth.
All these strategies are quite effective in solving the problems quite effectively.
Furthermore, they are very much effective in relation to dealing with the problem mentioned
above. However, out of all the strategies, the one which could provide maximum benefit is
Proactive Approach. This is because, while the other strategies are inappropriate in dealing with
unexpected situations, proactive approach would be quite effective in terms of analysing the
surroundings, along with taking precautionary and preventing steps in terms of enhancing the
effectiveness in terms of dealing with the problem.
4.2. Development of appropriate strategy for resolving a particular problem
Apart from tools and techniques, there are several appropriate and effective strategies,
which must appropriately be developed so that the problem could be dealt in an effective
manner. Thus, in context of dealing with problem of inappropriate quality and delayed delivery
of services within the organisation, there is a prominent strategy which could help in dealing
with the problem appropriately (Clokie and Fourie, 2016). Moreover, this strategy perfectly
aligns with the proactive approach. Thus, this aspect is explored as under: Identification: The very first step related to solving the whole problem is effective
identification of the whole problem. In my organisation, I, along with several other
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professionals took feedbacks from the patients, which reflected the problem of ineffective
quality and delayed service. Understanding Interests: This is associated with analysis of different individuals within
the organisation and their interests within the organisation. For such stakeholders, the
government required the organisation to adhere to its regulations, whereas employees
required high standard working equipments. Moreover, the most prominent ones,
patients, required spontaneous services which are high quality ones. Hence, to serve such
interests, a solution is required to be formulated by the firm. Brainstorming of Ideas: Another step associated with the same is related to analysis of
the situation through brainstorming. Hence, this includes assessment of the whole
internal, as well as external environment, which could likely influence the whole working
of the organisation, on the basis of which ideas would be formulated. This includes
examination of employees, working practices, training and supportive working
environment. Moreover, the ideas might include employing effective resources, provide
training to individuals and so forth. This would allow the organisation, along with
employees such as care assistant to investigate the root causes of the whole problem,
which is causing delay in services, along with delayed time (Asonitou, 2015). Plan: The next step is related to appropriately plan the whole resources, along with
necessary elements which is required to be included in context of ensuring improvisation
within services. This involves selection of processes to recruiting better employees,
planning techniques in providing robust training and development programmes, along
with time management and communication. Moreover, this could also include planning
the required machineries, technologies and equipments, that are needed to provide the
services in an appropriate time frame, along with enhanced quality. Implementation: This step is further inclusive of converting the whole plan into reality,
which means that the planning is further executed in terms of solving the problem
appropriately, which in this case is providing better services tot the patients. This requires
the whole top as well as middle management team to deploy their resources towards
implementation of the overall plan. These resources include financial, technical and
human resources, which would combine their skill, attributes and efficiencies to solve the
whole problem appropriately.
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 Monitoring and Review: The very last step of the strategy is related to appropriately and
effectively monitoring and reviewing the overall process. This is necessary to oversee as
to whether the overall plan is being implemented as per the pre-set values or not. If the
latter is the case, then necessary modifications would be required to implement within the
overall plan to ensure utmost effectiveness within the same (Adnan and et. al., 2017).
4.3. Evaluation of potential impact on business of implementing the strategy
After implementation, it is highly important that the overall impact is judged and
evaluated effectively. This allows the organisation to witness the effectiveness of the
implemented strategy. In terms of the problem and strategies identified above, the impact was
quite sound, in terms of seeing the improvisation in effectiveness of the overall services. In
addition to this, due to such effective and sequential process, the major impact was witnessed
upon the overall enhancement of the skills within employees, as they were provided effective
training, in context of enhancing their competences in relation to their job roles. Furthermore,
due to acquisition of better and effective technologies, the quality of services improved as well,
resulting in a better patient satisfaction, as well as appropriate and effective working
environment . Apart from this, there had been negative impacts as well. For instance, conflicts
rose when the new strategy was implemented as people were accustomed to work in their status
quo. However, with effective communication, people were persuaded towards adoption of new
ways and techniques of working, which was contributing towards bringing effectiveness in the
company (Abas and Imam, 2016).
CONCLUSION
Thus, it is concluded, that employability skills are essential for a professional in context
of enhancing the overall effectiveness in provision of their services. It is important to set one's
own responsibility and performance objectives, along with evaluation of own effectiveness
against defined objectives. Moreover, it is also important to make recommendation along with
reviewing motivational techniques. In addition, development of solution to work based problems,
along with communication and time management strategy. Moreover, analysis of roles, team
dynamics and alternative ways to attain team goals are important towards having appropriate
teamwork within the organisation. Lastly, evaluation of tools for development of solutions, along
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with creation of strategy and evaluation of potential impact of the same, would allow in a better
implementation of several tactics and strategies to solve problems.
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REFERENCES
Books and Journals
Abas, M. C. and Imam, O. A., 2016. Graduates' Competence on Employability Skills and Job
Performance. International Journal of Evaluation and Research in Education. 5(2).
pp.119-125.
Adnan, Y. M. and et. al., 2017. Importance of soft skills for graduates in the real estate
programmes in Malaysia. Journal of Surveying, Construction and Property. 3(2).
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