Annotated Bibliography: Company Selection

Annotated Bibliography: Company Selection

This paper is being submitted on February 03, 2017, for Michelle Carter’s Quality Improvement in Healthcare H330/HSA3383 course Annotated Bibliography: Company Selection Taylor, A. E. (2013). Company Selection Process. Garden City, N.Y: Doubleday. According to Taylor and Alexander‘s 2013 published book, Worker selection procedure generally starts with a manager or boss commissioning human sources to fill a brand new or vacant position.

The supervisor should first determine what qualifications she dreams in a job candidate. For example, have to the character have a college degree, or how many years of relevant revel in are important? Once the supervisor establishes the job necessities, the human sources department locations advertisements inside the local newspaper and online. Sometimes, human resources make use of a headhunter find candidates, a person who regularly makes a specialty of a sure subject, such as sales. Austin, G. X. (2010). Essentials for Company Selection . London: Rutledge. In their 2010 published book, “ Essentials for Company Selectionâ€, authors Austin and Gideon explain that it is important To Review resumes and suit each candidate's history to the task necessities.

Companies on occasion get hold of loads of resumes for an advert. However, human resources might also simplest consider a half dozen. During horrific financial intervals, some of candidates may also have an training and revel in that exceed the qualifications for the process. Contrarily, it can be more difficult to find certified candidates throughout excellent economic times. Nevertheless, human sources and the hiring manager ought to decide how many applicants they can realistically bring in for an interview. William, N. K. C. (2011). Company Selection . London: Cambridge University Press. Authors William and Noel in their 2013 published book, “ Company Selectionâ€, point out that Employment choice process can also simply consist of a screening interview, especially if a job candidate lives out of city.

Human sources will commonly conduct the screening interview over the phone, in line with the Virginia Tech article on its internet site titled "Telephone Interviews & Screening". Screening interviews can help slim the sphere of candidates. A telephone interview also allows a agency determine if the candidate has the vital qualifications to warrant flying him in for an interview. References Austin, G. X. (2010). Essentials for Company Selection . London: Rutledge. Taylor, A. E. (2013). Company Selection Process. Garden City, N.Y: Doubleday. William, N. K. C. (2011). Company Selection . London: Cambridge University Press.

Paper For Above instruction

In the realm of healthcare management, effective company selection is paramount for ensuring organizational success and quality service delivery. The processes and strategies utilized in selecting healthcare companies can significantly influence operational efficiency, patient satisfaction, and overall healthcare outcomes. This paper reviews key aspects of company selection with a focus on healthcare companies, highlighting methodologies, technological integration, and the importance of data-driven decision-making.

One foundational approach to company selection, as highlighted by Taylor (2013), involves a systematic recruitment process initiated by managers or HR professionals. This begins with establishing precise qualifications and requirements for the roles to be filled, such as educational background and professional experience. The subsequent dissemination of job advertisements through online platforms, newspapers, and recruitment agencies facilitates the attraction of potential candidates. Human resource departments often employ specialized recruiters or headhunters to identify suitable candidates, especially for niche or high-level positions (Taylor, 2013).

Complementing this approach, Austin and Gideon (2010) emphasize the criticality of scrutinizing resumes by matching candidate histories with the specific needs of healthcare organizations. Often, a broad pool of resumes is narrowed down through initial screening phases, which might include short phone interviews, particularly when candidates are geographically distant. William and Noel (2011) suggest that these preliminary interviews serve to filter out unqualified applicants, ensuring that only those meeting essential criteria proceed to more in-depth interviews or assessments.

In contemporary healthcare environments, the role of technology in company selection cannot be overstated. As Jepsen et al. (2010) argue, healthcare IT systems and electronic medical records (EMRs) streamline not only internal processes but also facilitate establishing partnerships and vendor relationships. When selecting healthcare companies, such as IT service providers or medical equipment suppliers, organizations evaluate technical capabilities, compliance with industry standards, and technological innovation. These factors are critical for maintaining high-quality patient care and operational efficiency.

Data analysis plays a vital role in shaping company selection strategies. As An (2013) notes, analyzing performance data, financial records, and compliance reports enables healthcare organizations to make informed decisions. This data-driven approach minimizes risks associated with vendor or partner selection by providing historical insights into reliability, service quality, and fiscal responsibility. For example, healthcare organizations may examine client reviews, accreditation status, and service history to evaluate the suitability of potential partners.

Further, the importance of a structured and transparent selection process aligns with the broader objectives of healthcare quality improvement initiatives. Ensuring thorough evaluation processes helps mitigate risks associated with substandard services that could compromise patient safety or organizational reputation. Engaging multidisciplinary teams in the selection process fosters comprehensive assessments, considering clinical, financial, and technological aspects.

In conclusion, effective company selection in healthcare relies on a combination of systematic recruitment, technological integration, and comprehensive data analysis. Incorporating these strategies ensures that healthcare organizations partner with competent vendors and service providers who uphold high standards of quality, safety, and efficiency. The continuous refinement of these processes, alongside technological advancements and data utilization, will support healthcare organizations in achieving their strategic goals and delivering superior patient care.

References

• Austin, G. X. (2010). Essentials for Company Selection. London: Rutledge.
• Jepsen, T., Mithas, S., Hsu, C.-Y., & Kraft, G. (2010). Healthcare IT. IT Professional, 12(2), 14-17.
• Taylor, A. E. (2013). Company Selection Process. Garden City, NY: Doubleday.
• William, N. K. C. (2011). Company Selection. London: Cambridge University Press.
• An, J.-Y. (2013). Healthcare analytics for quality and performance improvement. Healthcare Informatics Research, 19(4).
• Varshney, U. (2007). Pervasive healthcare and wireless health monitoring. Mobile Networks and Applications.
• Jepsen, T. et al. (2010). Healthcare IT. IT Professional, 12(2), 14-17.
• Rosati, R. J., Marren, J. M., Davin, D. M., & Morgan, C. J. (2009). The linkage between employee and patient satisfaction in home healthcare. Journal for healthcare quality, 31(2), 44-53.
• Abdallah, A. (2014). Implementing quality initiatives in healthcare organizations: Drivers and challenges. International Journal of Health Care Quality Assurance, 27(3), 193-202.
• Additional relevant peer-reviewed sources can be added to deepen the analysis and support the discussion further.