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Professional Competencies In Health Assignment Sample

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Introduction: Professional Competencies In Health

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The "Graduate Capital Framework", created by Dr Michael Tomlinson, outlines five distinct forms of resources, referred to as "capitals," that can be advantageous for individuals in the job market. These capitals consist of "Human Capital", "Social Capital", "Cultural Capital", "Psychological Capital", and "Identity Capital" (Tomlinson et al., 2022). The aim of this report is the give a reflective summary of competencies and strengths and how to utilize them in the professional field considering three capitals from the "Graduate Capital Framework". 

Graduate Capital Framework

Figure 1: "Graduate Capital Framework"

(Source: Clarke, 2018)

"Graduate Capital Framework"

"Human capital" refers to the expertise and abilities that individuals acquire through education and training to enhance their employability. Graduates who pursue vocational courses are more likely to apply their technical knowledge directly to their job, while those who opt for general education may not have a clear understanding of how their skills can be applied in the workplace. Further, "Social capital" refers to the networks and connections that individuals have with important others in their lives, such as peers, educational institutions, family members, and social organizations, which they can leverage to gain access to employment opportunities (Clarke, 2018). "Cultural capital" is defined as a set of culturally-valued attitudes, knowledge, and insights that are highly regarded by organizations and sought after by employers in their prospective graduate employees.

It is often depicted as a "personality package" that encompasses elements such as body language, accent, and sense of humour. Moreover, "Identity capital" refers to the ways in which individuals invest in themselves to enhance their "future employability". This involves actively shaping their personal identities through various efforts, which can be presented to potential employers through compelling narratives. In this context, Tomlinson emphasized the importance of using a "curriculum vitae" (CV) as a tool to showcase one's "employability narrative" and convey their identity in a way that impresses employers (Tomlinson et al., 2022). "Psychological capital" is defined as the abilities that equip graduates with the necessary tools to overcome obstacles, adjust to unfamiliar circumstances, and react positively to inevitable career obstacles. As a result of the highly competitive and unpredictable job market, this capital is becoming more crucial.

Competencies and strengths

I have found my competencies and strength in the areas of three capitals including, "human", "cultural" and "psychological". Discussing my competencies in the area of human capital, I can represent my skills and knowledge in biostatistics, disease prevention, and health promotion. These can be used to create, execute, and assess healthcare initiatives aimed at particular populations or groups (OPM, 2023). Furthermore, my proficiency in analysis and problem-solving can be valuable in determining the underlying reasons for health inequalities and creating focused strategies to tackle them. In addition, my ability to effectively communicate through both spoken and written language is crucial in situations where I must interact with clients or colleagues in the healthcare field. This includes the ability to clearly and succinctly explain complicated health-related information, offer guidance and support to patients, and work alongside other healthcare professionals to create and implement successful treatment plans. I have valuable interpersonal skills that come in handy when collaborating with individuals from different backgrounds. These skills include my capability to work efficiently in teams, show empathy and cultural awareness, and establish confidence and a positive relationship with clients and members of the community.

In the context of cultural capital, having resided or been employed in a multicultural environment, I may have acquired an appreciation for the customs and principles held by various ethnic or racial factions. This appreciation could be harnessed to construct healthcare initiatives that are culturally aware and cater to the distinctive requirements of these groups. My proficiency in cultural intelligence can be a valuable asset in collaborating with diverse groups of individuals (Tomlinson & Nghia, 2020). My capabilities include acknowledging and valuing the distinctions in culture, exhibiting compassion and receptiveness towards various viewpoints, and being flexible when dealing with new and unfamiliar cultural settings. These proficiencies can be particularly beneficial when working alongside immigrant or refugee communities, who may have undergone significant trauma, communication obstacles, and cultural displacement.

In the area of psychological capital, my attitude towards my work involves a great deal of optimism, which helps me motivate and guide my clients or patients towards positive transformations, even when they face difficult or challenging situations. This quality is especially crucial when working with individuals who suffer from chronic or complicated health issues, or who have been through traumatic events in their lives (Tomlinson et al., 2022). In addition, having strong resilience skills can be advantageous when working in the healthcare industry, which is known to be a challenging and high-pressure field. Being able to recover quickly from obstacles and manage stress in a constructive way can help avoid exhaustion and guarantee that I can offer top-notch care to my patients.

Conclusion

The "Graduate Capital Framework" is a useful framework to contextualise the strengths and competencies of graduates in the healthcare sector. 

References

  • Provided
  • Clarke, M. (2018). Rethinking graduate employability: The role of capital, individual attributes and context. Studies in higher education43(11), 1923-1937. https://www.tandfonline.com/doi/abs/10.1080/03075079.2017.1294152
  • Tomlinson, M., McCafferty, H., Port, A., Maguire, N., Zabelski, A. E., Butnaru, A., ... & Kirby, S. (2022). Developing graduate employability for a challenging labour market: the validation of the graduate capital scale. Journal of Applied Research in Higher Education14(3), 1193-1209. https://www.emerald.com/insight/content/doi/10.1108/JARHE-04-2021-0151/full/html
  • Others
  • OPM.gov, (2023), Human Capital Framework. [Retrieved on: 29 April, 2023] Retrieved from: https://www.opm.gov/policy-data-oversight/human-capital-framework/
  • Tomlinson, M., & Nghia, T. L. H. (2020). An overview of the current policy and conceptual landscape of graduate employability. Developing and Utilizing Employability Capitals, 1-17. https://www.taylorfrancis.com/chapters/edit/10.4324/9781003004660-1/overview-current-policy-conceptual-landscape-graduate-employability-michael-tomlinson-tran-le-huu-nghia
  • Tomlinson, M., McCafferty, H., Port, A., Maguire, N., Zabelski, A. E., Butnaru, A., ... & Kirby, S. (2022). Developing graduate employability for a challenging labour market: the validation of the graduate capital scale. Journal of Applied Research in Higher Education14(3), 1193-1209. https://www.emerald.com/insight/content/doi/10.1108/JARHE-04-2021-0151/full/html
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