The paper "Description of Human Resource Management Terms" is a wonderful example of a Management Case Study. Human resource management (HRM) entails a variety of functions that contribute to the overall success of an organization. Recruitment and remuneration are two inseparable human resource management concepts involved in the process of hiring new employees in an organization. Recruitment and remuneration strategies adopted by an organization play a crucial role in determining whether an organization can secure the targeted workforce and maintain it through acceptable compensation. Both tasks are crucial to the human resource acquisition process in the University of South California (USC).
The university views them as crucial steps in the success of the overall goal of the institution. The organizational culture of USC contributed significantly to its success in poaching Arthur Toga and Paul Thompson. The two are prominent, excellent neuroscientists whose demand was high because other institutions also wanted to recruit them. Description of human resource management terms Recruitment and poaching Choosing the right people for the right job is the main task of human resource management. The hiring process has several stages including recruitment and remuneration.
Recruitment refers to the way in which organizations try to source or attract people. It entails luring the right people for a particular job. Recruitment also involves searching for potential employees and encouraging them to apply for jobs. Poaching or raiding refers to attracting or cajoling the employees of rival organizations with attractive offers. In employee poaching, the organization contacts the employees of their rivals either directly or indirectly and persuades them to join the organization. The red-hot competition for skilled human resources is no longer news. Remuneration Another significant term in this case study is the word remuneration.
Remuneration is the compensation received by an employee in return for his contribution to an organization. Employees are usually entitled to several benefits that are either financial or non-financial. Typical remuneration of employees comprises of wages, salaries, fringe benefits, incentives, perquisites and non-monetary benefits. Remuneration is usually the method that the organization uses to reward employees for the work done and entice them to continue working for the organization. Recruitment and remuneration strategies adopted by USC USC’ s recruitment and remuneration strategy are some of the greatest approaches ever used to attract employees from competitors.
The university’ s approach played a critical role in influencing the targeted employees to choose to work for the organization. The organizational choice is among the key issues that challenge most potential employees as they attempt to search for employment. Organizational choice refers to a person’ s choice of a certain organization for which to work. USC used an extremely aggressive approach that influenced Arthur Toga and Paul Thompson to choose the organization as the perfect employer. The objective factor theory states that potential employees choose jobs by ranking and evaluating a number of measurable features of the job such as salaries, type of work and further development opportunities.
USC was clever enough to notice the factors that would influence the employees to change their minds. In spite of a long and unsuccessful period of courting the two employees, UCS considered several factors that played a vital role in attracting the personnel. The first critical factor in the recruitment process was the university’ s move to offer more money to the employees than they got in their previous locations.
This was not just a way of enticing them, but also a way of rewarding them for accepting to work for the university. The institution also promised to offer improved facilities compared to those offered by other potential employers. It also offered a large budget. Moreover, USC won the hearts of these renowned neuroscientists by promising to offer anything else they wanted. Nothing could lure them more than USC’ s commitment to build excellent programs, facilities and other considerations. For instance, Toga got attracted by commute time, proximity to his family.
To Thompson, the climate of Southern California is an ideal preference compared to the burden that his family and lab staff would experience because of relocating to Pennsylvania.
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