Soft skills elements in structured clinical skill assessment: a qualitative study

Jamaludin, Thandar Soe Sumaiyah; Nurumal, Mohd. Said; Ahmad, Naseem; Muhammad, Siti Aesah Naznin; Chong, Mei Chan

doi:10.15562/bmj.v11i3.3721

Cited by 6 publications

(3 citation statements)

References 7 publications

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“…A study reported that graduate nurses were not prepared as holistic nurses at the end of their nursing education programme and without giving focus on adequate soft skills assessment, students are graduating unprepared to be successful in the workplace (7). Recent studies also highlighted that soft skills assessments are really important for nursing students to revive the art of nursing (8,9). After all, nursing is a caring profession, and caring remains central to nurses' values, even above their accountability for it, but they tend to dismiss caring as unimportant in favour of other tasks deemed more important.…”

Section: Editorial Open Accessmentioning

confidence: 99%

Art of Nursing: Time to Resuscitate

Jamaludin,

Nurumal,

Ahmad

2023

Int J Care Scholars

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Section: Editorial Open Accessmentioning

confidence: 99%

Art of Nursing: Time to Resuscitate

Jamaludin,

Nurumal,

Ahmad

2023

Int J Care Scholars

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“…Therefore, an organization is required to ensure employees possess sufficient skills to bridge the expectation gap. Accordingly, soft skill assessments among healthcare personnel are currently not put as a priority by the healthcare organization [19].…”

Section: Introductionmentioning

confidence: 99%

Self-assessment questionnaire development for soft skills competency and core value evaluations

Al-Azmi,

Wan Nik,

Embong

et al. 2024

IJPHS

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Soft skills play a vital role for providing excellent customer service in the healthcare setting. This study aims to develop and assess the instrument validity and reliability before measuring the levels of soft skills competency and core value internalization on staffs at the Sultan Ahmad Shah Medical Centre @International Islamic University Malaysia (SASMEC@IIUM). A self-assessment questionnaire was developed through three phases. The first phase involved reviewing and identifying relevant literatures and existing soft skills assessment instruments through bibliographic searches and expert consultations. A conceptual model was then established based on the selected conceptual frameworks after determining all relevant soft skill domains. The second phase involved generating relevant items, removing duplicate or irrelevant items, and appraising the content validity by three experts. The third phase was data collection, wherein the finalized instrument was distributed to 32 staff of SASMEC@IIUM via google forms. The instrument reliability was investigated through internal consistency reliability or Cronbach’s alpha, with all items, except for the construct ‘gratitude’, achieving acceptable values by exceeding the threshold value of 0.7. Subsequently, two gratitude items were removed from the questionnaire. The current instrument and theoretical framework employed in the self-assessment questionnaire development are valid and reliable for the actual application.

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“…For the purpose of confirming the accuracy of this observation, it should be mentioned that research in this field has been undertaken in various sectors (occupations). For example, Gonzalez et al (2013) investigated the importance of soft skills in dentistry, Laari et al (2022) and Jamaludin et al (2022) in the nursing profession, Tankovic et al ( 2023) in the tourism industry and Lyu and Liu (2021) in the US energy sector.…”

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confidence: 99%

Key interpersonal skills of a game warden as part an employee soft skills assessment from a commitment and performance perspective

Dziergas,

Jakubowski,

Popiołek

et al. 2023

Folia Forestalia Polonica

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The study presents an innovative, proprietary concept of identifying soft skills predisposing individuals to occupy a forestry position, along with the definition and discussion of key factors constituting the assessment criteria. The authors provide their individual perspective on the specific personality traits and attitudes relevant to the assessment of an employee's soft skills concerning their suitability for the given position. Six fundamental categories of skills and attitudes within the realm of soft skills for foresters were identified and proposed for evaluation. These categories included the following: Collaboration and information flow management: This category assessed the ability to effectively collaborate with other company employees and the sense of responsibility for achieving the team's goals. Special attention was paid to how information was communicated, facilitating planning, making changes and executing task effectively. Initiative and engagement: This category focused on the ability and willingness to seek and implement new solutions. It identified and proposed an assessment system for actions such as the forester's submission of new ideas and solutions to emerging problems, their engagement and identification with the company, their drive to improve existing work methods, and their adaptability to new tasks and working conditions resulting from changes. Shaping a positive company image: This category involved evaluating the attitude that leads to dignified and ethical representation of the company through appropriate appearance, behaviour and attitude. It encompassed aspects such as building strong relationships with customers, business partners and the company's environment, making agreements aligned with the company's interests and taking active steps to enhance the positive image of the forestry operation. Collaboration with external entities: This category analysed constructive actions defined as the interaction of the forestry district with external entities aimed at creating a favourable business climate for forestry operations. Independence and decision-making: In this category, competencies for independently managing the Forest District were discussed, without the need for direct supervision. The proposed assessment system considered the traits predisposing the forester to make quick and accurate decisions, anticipate their consequences, take personal responsibility for task execution and accept the consequences of their own or their team's work results. Developing subordinates: The final category analysed teamwork skills, with a particular focus on actions aimed at the systematic development of subordinates, recognising potential, and identifying areas for improvement and providing subordinates with opportunities to gain experience and enhance their qualifications and professional competencies. The assessment of the forester's soft skills in each category was based on a descriptive classification of their behaviour, which was assigned to five groups: unacceptable, below expectations, good, very good and outstanding. An illustrative description of employee behaviour facilitating their classification into one of these groups was developed for each evaluation category. The research results are presented in a Table 1, which shows the identified traits, the system for their identification (specified behaviours subject to assessment) and the assessment system. A rating system based on descriptive indicators was proposed to facilitate a homogeneous and repeatable employee assessment process, which is one of the fundamental elements of human resource management. In today's world, the concept of sustainable development is being replaced by efforts to sustain the system through its regeneration at the economic, social and sociological levels. Therefore, the presented concept of identifying and evaluating soft skills was compared with the principles of management in the Volatility, Uncertainty, Complexity, Ambiguity (VUCA) environment.

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Soft skills elements in structured clinical skill assessment: a qualitative study

Cited by 6 publications

References 7 publications

Art of Nursing: Time to Resuscitate

Art of Nursing: Time to Resuscitate

Self-assessment questionnaire development for soft skills competency and core value evaluations

Key interpersonal skills of a game warden as part an employee soft skills assessment from a commitment and performance perspective

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