"Running head: Perception, Expectations and Experiences of the HR employees 1Perception, Expectations and Experiences of the HR employees towards RecruitmentProcessesName of the student:Name of the university:Author notePerception, Expectations and Experiences of the HR employees 22.1 Theory of Psychological Contract The theory of psychological contract defines the belief of an employee towards themutual commitment between the employer and employee. The theory emphasizes upon theperception of an employee upon the organization when it fails to meet the promises. In suchscenario, violation of terms or breach of contract takes place between the employee andemployer. However, the theory helps to understand the perception of the employees by itsexpectation to and from the organization. In other words, it can be said that the developmentof employees’ psychological contract can be said as valid when both the parties are keepingup the commitments. The mutual responsibilities and commitments are also covered in thecontract in relative to the perception of both the employees and employers. Nevertheless,employees have psychological anticipation from the organization and their employers expectsin terms of responsibilities and obligations resulting in subjective behaviour towards eachother. According to several other research works, it is seen that employee-employerrelationships in this changing environment have direct impact upon the job satisfaction andemployee trust upon the organization. Furthermore, psychological contract is classified according to two differentperspectives- relational psychological contract and transactional psychological contract. Inthe case of transactional psychological contract, it concentrates upon benefit exchangebetween the employee and the employer, such as problem solving in an organization, settingup relevant working hours for the employees, etc. On the other hand, relational psychologicalcontract mainly concentrates upon the relation of the employees with the employers and ithelps the employees to develop a positive perspective towards the employers. Therefore,relational psychological contract have a longer lifespan and it deals with long-term industrialaffair such as job security and commitment of the organization. Perception, Expectations and Experiences of the HR employees 32.2 Perception of HRM employee linked with Job satisfaction The employee perception is very much valuable when it comes to become orrepresent an employer. However, it is a known fact that different individuals have differentperspective, so goes their way of thinking and style of recruiting. The employee perception ofHRM links with the telecommunication companies where these companies use newtechniques to privatize their organization resulting in the change of HRM policies. As per thecurrent affairs and resources, it is observed that top three telecommunication companies havechanged their HRM polices that affect the development, maintenance, staffing andcompensation. Therefore, changes in the policies of the HRM systems influenced theperception of the employees and their job satisfaction. Additionally, it can be said that therevolution bought to the policies of HRM have great impact upon the perception of the HRMemployees. Thereafter, HRM system has been divided into four segments:Perception of Perception ofStaffing MaintainingManagement Managementsystem system Perception of Perception ofCompensating DevelopingManagement Managementsystem system Figure 1: Different types of perception due to change in HRM policies Perception, Expectations and Experiences of the HR employees 4Perception of Staffing Management system- This involves the perception of HRMemployees who are involved in recruiting as per the organizational requirement. Therefore,changes in the HRM polices shall influence the process of recruiting the candidates.Perception of Maintaining Management system- They are HRM employees of anorganization who looks after the maintenance of formal culture and professional decorum inan organization. The changes in the HRM policies shall influence their perception towardsthe employees who are already a part of the organization.Perception of Compensating Management system- The change in the perception shallinfluence the salary and wages for the employees and staffs in an organization. The change incompensating management perception shall also have a direct affect upon job satisfaction.Perception of Developing Management system- Developing management system of HRMare mainly involved in the development of HRM employees and are also responsible fordeveloping the new candidates, joining the organization. Therefore, no vast impact is seen inthe perception of developing team of HRM.2.3 Personal Biases and Personal Bias: Halo & Horn EffectsThe halo effect defines the partiality that takes place in an organization relating to theperformance of employees’. Therefore, it can be said that the seniors judge their subordinatesby their personal perspectives and they mark them accordingly during the recognition orpromotion. The halo effect emphasizes the positive judging upon the employees who are notworth it. In order words, it can be said that the senior marks the subordinates according to itsperspective and scale rather than following the fair way of judgement. According to severalstudies, it is seen that halo effect received positive response resulting in better interpersonalrelationship between the employees and employer. Perception, Expectations and Experiences of the HR employees 5On the other hand, horn effect is just the opposite of halo effect. In this case, thesenior passes a negative marking to the subordinates who deserve positive ratings. There isno specific reason for such type of behaviour in an organization as the cases seen thatappraiser did not like any behaviour or quality of an appraisee, while marking him negative.As seen in several previous research studies, halo and horn effect had huge effectupon the perception of the HRM employees and the ways they apply to select the candidate.In other words, it can be said that halo and horn effect has changed the thinking for selectingand recruiting any applicant for an organization. In order to reduce the halo and horn effect,many organizations have adopted different ways like to ask the appraiser for justification ofpoor ratings or training the appraiser to pass a fair score to the subordinates. Furthermore,halo and horn effect is a type of malpractice, which is not ethical and must not be practised inan organization. 2.4 Expectancy Theory Model of MotivationThe expectancy theory model highlights the significance of the expectations of theemployees and being a practical tool, it demonstrates the importance of human resourcemanagement to other managers in maintaining a positive and motivating environment in anorganization. However, it is observed that if the expectancy model is applied in anorganization, the employees get highly motivated towards their job profile. The modelincludes three important components:? Probability of effort performance? Probability of performance outcome ? OutcomePerception, Expectations and Experiences of the HR employees 6Can I do it...? What is in it for me? What shall be the result?Effort OutcomePerformanceFigure 2: Flow chart of ‘Expectancy Theory Model’ The above model states the potential of an employee concerning the effort andperformance as the input. The outcome will be positive if the employee is prepared tocontribute its performance and effort towards its job. In case, if the employee is not prepared,then surely the employee must have not understood the real meaning of expectation. Themodel emphasizes upon the give and take policy. In other words, it can be said that if theemployee is not giving effort then he or she must not expect any positive result from theemployer’s end. Therefore, this has resulted in the change of perception of the HR employeeswhile recruiting the right candidate for the organization. The HR employee have come acrossthese types of scenarios and adapted the way of judging the candidate by including thereasoning questions in their aptitude test. However, the probability of performance-outcomeis the likelihood that the better performance will be rewarded, as recognized by the employeeof an organization. In the current model, it is very difficult to measure the reward or the outcome unless itis only measured in term of money. Apart from monetary recognition, there are many otherways to reward an employee in an organization. Here comes the expectation of the employeesin terms of their self-esteem and intrinsic rewards. The use of number in the scale of 1 to 10is used in order to judge the expectation of the employees and its comparison with itsperformance in the organization. The expectancy model emphasizes upon the human resourcefunctions in regards to equity. A proper measurement of performance of an employee can Perception, Expectations and Experiences of the HR employees 7only be done if the appraiser is measuring effort and performance of all the employees of anorganization with equitable and fair rewards.Nevertheless, this shall ensure the employeeswith better appraisal opportunities, experience job satisfaction and be a motivating factor.Significantly, the perceived value of the reward to the deserving employee must offersomething of value. However, most of the organizations use monetary rewards, as it is easy tomanage in compare to an individualised program of reward.2.5 Lingering effects of the recruitment experience In the current era, many changes are adapted by various organizations in the case ofrecruitment practices. Previously, the new candidates were called for the interviews soonafter their graduations or post graduation, which resulted in uneven recruitment of bulkemployees within a certain boundary. During late 1990s and 2000, numerous companies usedto adopt the similar way of hiring in order to avoid the situation of understaffing once theseason of recruitment gets over. Nowadays, the companies have changed the way ofrecruiting the employees and have advanced their thinking towards a wider scope ofselection. However, various empirical studies show that there were very rare situations,where negotiation between the employees and employer took place. Nowadays, the HRMemployees frequently face the situations, where there is a negotiation between the employeeand employer for the allowances offered. Nevertheless, the organizations are applying aggressive negotiation tactics by severalaspects like lack of consideration and respect, power asymmetry and restriction of choice,which restricts the boundary of the applicants to a certain limit of expectation. These tacticsenforces the applicants either to take up the job offered by the organization or go for anotheroption. The HR employees also set up a time limit like 12 hours or 48 hours for the applicantsto decide about their association with the organization. Usually, the applicants have little time Perception, Expectations and Experiences of the HR employees 8to compare the employment with other offer or wait for other opportunities. Therefore, thisgrants a good advantage to the organization and they get employees early in the cycle.However, organizations are at advantage of getting the staff ready for them but as per severalresearch studies, it is also observed that these tactics have failed in recruiting the rightcandidates for the right position available in the organization. Nonetheless, this tactics haveencouraged the organization with numerous applicants but it is not necessary that all theapplicants are suitable for the openings. In the case of bulk hiring, it is not possible for theHR employees to evaluate the potential of each candidates with proper evaluation method.Therefore, there is a high chance of recruiting the wrong candidates while applying the high- pressure tactics.2.6 Next generation HR service delivery model The functions and processes followed by HR has been transforming from past twodecades and attaining success at different levels. Previously, the function of HR wasrestricted to hiring and retaining the employees in an organization along with miscellaneousactivities. However, in the case of next generation HR service delivery model, the HR shallbe playing a strategic role in the achievement of business goals. Simultaneously, the HR isalso looking forward to manage the expenditure of the organization and redirecting the fundstowards the imperative business of an organization. While going through some recentresearch studies, it is found that next generation HR shall be quite advanced in playing theirrole proactively by implementing new ideas. Therefore, the organization who implemented the next generation HR service delivery modelshall be: "