Human resource management and psychology

Avail the top class online assignment help USA at affordable price from the professional writers
of Instant Assignment Help.
Human Resource
Management And Psychology

Table of Contents
EXECUTIVE SUMMARY............................................................................................................. 1
INTRODUCTION........................................................................................................................... 1
TASK...............................................................................................................................................1
1Relocation and other options.....................................................................................................1
2 Recruitment exercise................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................ 7
A Sample Report on Human Resource Management
To Buy Complete Assignment:
Contact us:
Phone No.: +44 203 8681 671
Mail us: help@instantassignmenthelp.com
Website: https://www.instantassignmenthelp.com

EXECUTIVE SUMMARY
The staff members of JCC have to increase the competitive labour market which succour
in attracting and retaining the talent which is the prime concern of the entity. At the time of
relocation, employer have to move to the another location and on the basis of that they have to
make a contract which assist in the employment. The company members have to provide the
proper facilities and provide the benefits to the employee so that they can face any difficulty
when they move to the another country. Employers can make their employees to be redundant.
They have to match the redundancy criteria so that they have to worked for the employer for the
certain amount of time. JCC members are not providing any compensation for their employer as
they decided not to move (Greenberg and Colquitt, 2013). The company members have to do the
relocation and have to provide the best facilities so that they can not face any difficulty which
assist in improving the performance in the market. Employers of the company do not provide any
compensation to the employees for relocating. When the employees of JCC relocate then they
have to resolve the issues which are occurring. The staff members of JCC have to use the proper
process of selection so that they can select the best employees to do the work and some
employees should be relocate so that they can provide the training to them which succour the
entity in improving the proficiency and productivity.
INTRODUCTION
Human resource management defines about relationship between employer and employee
along with the ways by which they manage the person in the workplace. It includes recruitment
and selection, training and developing so that they can resolve the conflict at the time of work.
The present report is focused on JCC which is a medium sized multinational company which
provide services in the financial sector and they emphasize on providing pension and the
investment facilities. The present assignment is focused on what basis should relocation of the
employees to be done. Along with this, different advantages and disadvantages of method which
can be used by entity in the evaluation of the business which has to be discussed (Storey, 2014).
TASK
1Relocation and other options
Relocation services or the employee relocation includes range of the internal business
process to transfer staff members or the entire department of the business to the new location. To

attain the employee benefit proper process to be used which is administered by the specialist by
the human resource within the entity. The higher authorities of JCC have to make contract so
that they can rely on the express or implied term (Locke and Latham, 2013). Along with this,
they impact on employees in the breach or trust and confidence. Once the workers of the entity
are ready to move or relocate to other place then they have to ensure that all the terms are
associated with the relocation. There is no substitute for proper return agreement of the
relocation. Terms which are included for the relocation in the international market or national
market. they have to provide the good currency so that they cannot face any difficulty in
relocating or stay at the other place. The benefits regarding relocation include tax advice cost,
housing, accommodation etc. When relocation is to be done then the employees have to decide
that they have to stay in JCC and have to maintain the relationship. The staff members who have
relocated are essential and important in improving the productivity of the business. When the
working members who are working in JCC they are relocated they have to provide the proper
facilities (Armstrong and Taylor, 2014). Along with this, they have to accept the offer of
employment and the courts are divided on the different affect of the legal presumption of
employment at will. An employer may offer a job to the individual person which assists in
relocation without being obligated to anything more than the employment contract. The higher
authorities of JCC have to provide proper arrangements so that they can make appropriate
condition and maintain the necessary immigration in the country so that after relocating they do
face any problem. The staff members have to make proper level of the commitment so that they
can do the relocation from the old job which assists in maintaining the relationship in JCC along
with this they can make correct decisions to improve the productivity or proficiency (Weekley
and Ployhart, 2013).
There are different alternatives which have merits and demerits so that they can do the
appropriate relocation which includes:-
Voluntary redundancy – It is that when the employer ask about the number of staff to do the
relocation so that they can agree in terminating the contract so that they return for the financial
incentive. Voluntary redundancy is usually offered to the senior or the long term employees and
also it is possible for the other employees to apply if they want to be considered in the relocation.
It assists in avoiding to select people for the redundancy (Gatewood, Feild and Barrick, 2015).
There are some advantages or disadvantages of voluntary redundancy which includes those

volunteers which have to seek the redundancy which having the attractive option so that they can
reduce the compulsory redundancies and eliminate them altogether. The less repetition is made
then the employees having the lower number of potential legal claims. Disadvantage of this
method is that the employees of JCC like to do the repetition and by that employer lose their
performance and by that they have to find new jobs. It is not necessary by doing the repetition
the entity can accept the application or refuse the application of the employees (Arends, 2014).
Early retirement – It assist in attaining maximum benefits by starting the pension. It depends on
the scheme which is defined the contribution along with the defined benefit scheme. This option
is attractive as by the early retirement they can start the pension and by that they can change their
lifestyle and also think about their health which is the advantage of early retirement. The
company members have to receive the pension so that they can do the proper work with the
normal retirement age and by that the employer is offering the substantiality in enhancing the
package. The legal age of taking pension is 55 but they did not get a state pension in the mid-60
and by which they depend on the current age (Kehoe and Wright, 2013). Many employees of the
entity will attain pension at the early age which is more attractive by building the incentives. The
employees have to make proper contribution and attain the maximum benefits and also assist in
reaping the incentives. They have to make the lump sum payment so that they can make proper
contribution in the pension to raise the funds. They can obtain the benefit of the pension which
assists in working in the normal retirement age.
Selection process – This process helps in reviewing information which is provided by all the job
applicants so that they can meet the minimum qualification which is stated at the job posting.
There is no further consideration which will be given to the employees so that they cannot meet
the minimum qualification. It assists in successful identification and the early intervention so that
the employees can contribute in prevention of different problems (Renwick, Redman and
Maguire, 2013). There are advantages and disadvantages of selection process. In this process, the
involvement of the manager is necessary to develop guidelines so that they can select the new
candidates. Every manager of the different departments have to understand the current and future
needs of the department and by that the employees of the company can involve in the recruitment
process so that every manager of the company in the different department can create relevant job
descriptions. It assists in recruiting the educational and experience person so that they can do
appropriate work (Varma and Budhwar, 2013). By recruiting the appropriate member, the entity

can attain the maximum growth. By that, they can do the expansion of the international business.
Disadvantages of selection process includes enticement and location. In the process of selection
they have to try the enticement which is offered by the competitor of the industry. The elements
which are included in the enticements are that they have to pay high, obtain the benefits for the
comprehensive health. Location is also important factor for the company as they start the
business and on the basis of location they have to relocate the employees or they have to select or
recruit the new applicants (Weekley and Ployhart, 2013). Location can be a liability for the entity
as it assists in driving the changes in the local economy.
JCC have to carry out the selection process at the time of relocation so that they can
improve productivity and also recruit the best employees so that they can do qualitative work for
the company. They have to make agreement at the time of relocation so that the employees of
JCC do not face any difficulty (Dipboye and Colella, 2013). The company members have to
make appropriate contract and all the terms and conditions can determine the legal consideration.
At the time of relocation, JCC have to pay high to employees and also provide benefits so that
they do not face any issues and by that they can improve productivity and proficiency.
2 Recruitment exercise
Employer branding is helps in convincing the candidates so that they can offer best at the
time of competition. They have to grasp the opportunity so that they can make the proper
contribution and maintain the relationship between employee and employer. The potential of the
employee appraisal which creates the brand image by which they can develop the personal
experience and the strategies of marketing (Paillé and at.al, 2014). JCC can use the branding
theory and practices which are associated with the consumer goods and services so that they can
maintain the brand loyalty in the consumers by which they can expand to the differentiate firms
and make the desirable form for the perspective of the employees. The staff members of JCC
while doing relocating they have to make the appropriate decision which assist in attracting the
consumers. They have to use the proper principles of marketing. Along with this they have to use
the appropriate process of recruitment which is based on the perception of the consumer which
assist in maintaining the brand image. Employer branding helps in reducing the cost of
recruitment by using the effective communication with the potentiality of the employees (Mello,
2014). It contribute to the retention of the employees so that the employees of JCC can reduce
the cost of turnover and enhance the employees engagement and the corporate culture. The

higher authorities of the company have to recruit the best employees so that they can do
qualitative work and by that they can inspire and excite the potential candidates. It helps in
revealing the organization with the strong employer brand and by that they can reduce the cost.
The high authorities of JCC have to managed the employer brand from the labour market as well
as unmanaged brands. There are different ways by which they can create a brand image with the
potentiality of the consumers (Jackson, Schuler and Jiang, 2014).
Identify what makes different – In this the staff members of JCC have to create the brand and
for that they have to focus on the market. The manager of the company have to do the proper
recruitment. Along with this they have to use the appropriate tools of marketing which assist in
maintaining the brand image (Hoch and Dulebohn, 2013). Branding start from the developing of
the logo and they have to do the consistent message so that they can promote by the effective
communication. They have to do the proper innovation in the services which they are providing
to their consumers even after relocating. When they identify the appropriate market then they
improve the flexibility. The employer of JCC have to convey the appropriate message to the
employees that they have to do the work with the quality along with the potentiality so that they
can attain the maximum offers and by that they can improve the productivity and proficiency
(Storey, 2014).
Create an awesome workplace culture – The staff members of JCC get the unique offer which
is the important part of the creating the employer brand and also involve the ultimate drive
employer brand. It also involve the talent of the employees that they are doing the qualitative
work. The department of the human resource convey the proper information or the message
through the employer brand (Glendon, Clarke and McKenna, 2016). The employees live and
breathe in the workplace culture on regular basis and for that the higher authorities of JCC have
to provide the proper work culture to the employees so that they can do qualitative work after
relocation. The best way for the company is that they have to turn the employees into the
ambassador of the positive brand by which they can create the good workplace culture so that
they can recruit the best employees. In attaining the success in the competitive market they have
to create a positive culture of company so that they can do the best work and also in the
appropriate manner so that they can improve the productivity (Hancock and at.al 2013).
People know about the awesomeness – Every person in the competitive market know about the
awesomeness of the company that they are providing the positive work culture so that employees

can not face any issue ion doing the work (Lyon, Mšllering and Saunders, 2015). Along with this
it helps in maintaining the brand image in the competitive market. They have to follow the
proper culture which assist in recruiting the talent so that they can join the company to do the
work in the proper manner and by that they can improve the performance. The employees of JCC
can use the appropriate information which assist in attaining the success (Butts, Casper and Yang,
2013). It succour in reaping the benefits so that they can build up the interest of the candidate
which helps in attaining the targets. The employees of JCC have to do the best and for that they
have to provide the appropriate culture so that they create the awesomeness of the culture which
assist in attaining the targets. They have to do the work by getting the proper working
environment which improve the productivity (Wilton, 2016).
Don't forget about the recruitment brand – They have to create the employer brand so that
they can attract the candidates (Marler and Fisher, 2013). Along with this it helps in recruiting
and hiring the experience person. They have to use the proper recruiting process so that they can
treat the employees equally. They have to do the open and clear communication so that they can
not face any difficulty (Dries, 2013). They have to use the appropriate application process. They
have to attain the feedback from the employees so that they can do the hiring by using the
appropriate process. They enjoy the proper process of interview by that they select the
appropriate person which assist in attaining the targets. They have to recruit or select the
potential person those having the capabilities to do the work in the appropriate manner which
assist in creating the brand image (Landy and Conte, 2016).
CONCLUSION
From the above carried out analysis it has been inferred that the staff members of JCC
have to make the appropriate contract or the agreement in which they have to write all the terms
and conditions and all the benefits which are provided to the employees at the time of relocation
which succour JCC in improving the productivity and proficiency. The entity can use the
appropriate method at the time of relocation of the employees. Along with this they have to do
the proper recruitments of the applicants which assist in attaining the leading position in the
market. JCC have to raise the employee branding which is the important component with the
overall business strategy. It helps in creating the image and brand to the consumers which
include potential consumers. It assist in attaining the maximum outcomes from the employees
helps in delivering the employer's brand. They have to improve the brand image and build the

reputation in the market they have to recruit the selected candidates and by that they have to earn
the high turnover ratio and by that they reduce the organisational performance which succour in
reaping the targets and attain the leading position in the competitive market.
Contact us:
Phone No.: +44 203 8681 671

REFERENCES
Books and Journals
Arends, R., 2014. Learning to teach. McGraw-Hill Higher Education.
Armstrong, M and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Butts, M. M., Casper, W. J and Yang, T. S., 2013. How important are work–family support
policies? A meta-analytic investigation of their effects on employee outcomes. Journal of
Applied Psychology. 98(1). p.1.
Dipboye, R. L and Colella, A. eds., 2013. Discrimination at work: The psychological and
organizational bases. Psychology Press.
Dries, N., 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review. 23(4). pp.272-285.
Gatewood, R., Feild, H. S and Barrick, M., 2015. Human resource selection. Nelson Education.
Gatewood, R., Feild, H. S and Barrick, M., 2015. Human resource selection. Nelson Education.
Glendon, A. I., Clarke, S and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Greenberg, J and Colquitt, J. A. eds., 2013. Handbook of organizational justice. Psychology
Press.
Hancock, J. I and at.al 2013. Meta-analytic review of employee turnover as a predictor of firm
performance. Journal of Management. 39(3). pp.573-603.
Hoch, J. E and Dulebohn, J. H., 2013. Shared leadership in enterprise resource planning and
human resource management system implementation. Human Resource Management
Review. 23(1). pp.114-125.
Contact us:
Phone No.: +44 203 8681 671

Human resource management and psychology

Recommended

Recommended

More Related Content

More from Instant Assignment Help

More from Instant Assignment Help (20)

Recently uploaded

Recently uploaded (20)

Human resource management and psychology