Discussion questions

Introduction to personal administration

Part 1: Training

After induction and orientation of employees, necessary training is given to employee. It is the tool to enhance the performance and knowledge base, skills and capabilities of employees. Training ultimately enhances the performance of the employee and benefits both employer and employee. Training is given to new and old employees. In last summer, I was appointed at local hospital as medical record clerk. The nature of the job of clerk is to maintain patient record and develop various reports based on statistics, and other relevant reports. However, the main job is to maintain the patient record. This job requires software which is used to maintain, create and modify patient records. Hospital gave me orientation, and limited training to operate the software which is the main part of my job. The reason behind providing limited training is that the clerk who was previously at my position is the only one having full knowledge for operating that software in hospital. This created lot of inefficiency in this area and I faced lot of problem in fixing various errors. This training need to be provided by the vendor of software implemented at hospital. This training need to be provided to existing employees in this field and new ones like me as it will result in enhanced performance of the department with significantly reduced errors.

Part 2: Talent management

Talent management is referred to the expectation of an organization for required human capital to accomplish their goals. Talent management acquired great attraction after research of McKinsey that is followed in it book The War for Talent. Talent management is a tool that is implemented and used by strategic HR for enhancing the value of business and talent management enable businesses to attain their goals. However, it is said that talent management is designed for high potential employees (Silzer & Dowell, 2010). There are four categories of employees that exist such as high potential and high performing employees; low potential and high performing employees; high potential and low performing employees; and low potential and low performing employees. In my opinion talent management attracts all categories as low potential low performing employees can be motivated by giving examples of their peers performing high with low potential (Elegbe, 2010).

Talent management creates a competitive advantage by identifying the pool of individuals that are important for them by utilizing them at right place creates a competitive advantage for the organization.

Part 3: Compensation

There are two basic philosophies of compensation at the one end of range is entitlement and opposite is performance philosophy. Most of the companies adopt the compensation system which lies between them.

The philosophy of entitlement assumes that; for increment in pay only employee is entitled who served another year in the company; and there is little consideration of differences in performance. Most of traditional organization increases compensation of their employees at year end and this is mostly associated with increase in cost of living; despite this that this raise in compensation is not ...