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5 Questions When to Select a Doctor

Whether you’re moving and need to find a primary care physician or pediatrician near your new home, there are some basic questions you should ask before choosing which physician to work with.

What are the doctor’s credentials?

The credentials you should check include the physician’s education, postgraduate training, medical specialties, board certifications, publications and research, licensing issues, honors and awards.

Is the doctor certified?

Check that the physician you’re considering is certified in the specialty or sub specialty area you need, for example gerontology, gynecology or internal medicine. To receive board certification, physicians must successfully complete a rigorous training and evaluation process.

Have there been any disciplinary actions or malpractice suits brought against the doctor?

State medical boards are responsible for taking disciplinary actions when a doctor engages in unprofessional conduct, such as physical abuse of a patient, not recognizing or acting on common symptoms, inadequate record keeping or conviction of a felony. Most medical boards also collect information regarding malpractice actions.

How often does the doctor perform the procedure I need?

Studies show that the more often a surgeon performs a procedure, the better the outcomes. If you need surgery or another medical procedure, ask how many times the doctor performs that specific procedure each year. Also ask for information about patient outcomes, such as mortality rates, complication rates, recovery time, quality of life, or other outcomes specific to your procedure.

Is the doctor recognized as one of the leading specialists in his or her field?

One way to determine whether your physician is a leader in the field is to find out whether he or she has done cutting-edge research related to condition for which you’re seeking treatment. Ask if the doctor has presented new knowledge, techniques or technologies at medical meetings and is skilled and experienced in the most effective and advanced techniques and technologies.

Learning as much as you can about a new physician before becoming a patient can help ensure a better fit and that you’re working with an experienced expert.

Time To Have Special Talent Management Cell

Admit it – we are living in the times where mobile devices have got smarter than human resources. You may blame it on the increasing exposure to smarter apps, sophisticated mobile phones and all else, but the fact is impact of all that is visible the other way out. Eventually, HR functions are on a constant lookout for talents!

It goes without saying here that spotting the right type of talent for business is already a challenge for every HR function today. But much more than it has got even more challenging for human resource departments to retain talented individuals looking to the vast number of opportunities. Put right, this is also the time for every enterprise to have a Special Talent Management Cell in-house.

Role of this Special Cell for Talent Management

A well defined role for this special cell is direly essential for companies today. Process of talent identification begins quite early, right when resumes are getting scrutinized at the entry level. Soon after the candidate finds his or her place and is recruited, the talent has to be handed over to the special cell.

Hereon, the role of talent management cell begins and it goes on in multiple ways. Keeping a close eye on the individuals day to day activities, looking at his or her performance from a business centric perspective and helping the person grow in his or her area of responsibility are some of the core responsibility expected from this cell.

Nurturing the talent

Every seed needs to be watered and nurtured so as to develop into a tree that provides yield. It is so in case of talents too. Just as talent acquisition is significant, talent management too is – and therefore, nurturing the talents’ adequate growth is another prime function of the special cell.

Firstly, it is important for the supervisors in this cell to see that the identified talent is having enough exposure to the company’s resources. In addition, they also have to check if opportunities are amply reaching him / her. This is the only way talents can grow and practically diversify their knowledge.

In a nutshell, while the role of HR recruitment firms and interviewing members of the HR teams is important in spotting and bringing in the best talents, talent retention is possible only through a dedicated approach. And the special talent management cell can make sure that the organization’s broader objective is met in the right spirits.

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