A

MODULE V PROJECT REPORT

ON

“HLE GLASCOAT”
SUBJECT NAME-HUMAN RESOURCE MANAGEMENT
(SUBJECT CODE- 4529204)
Submitted to
Anand Institute of Management & Information Science
IN PARTIAL FULFILLMENT OF THE
REQUIREMENT OF THE AWARD FOR THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
IN
Gujarat Technological University
Guide By
MS. BHUMIKA SHAH
Submitted by
BHOI VIMAL KIRATBHAI
Enrolment No.: 227020592068
BHOI MITUL RAJESHBHAI
Enrolment No.: 227020592038
Batch: 2022-23
MBA SEMESTER II
Anand Institute of Management & Information Science
MBA PROGRAMME
Affiliated to Gujarat Technological University Ahmedabad

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 INTRODUCTION OF HLE GLASCOAT:
HLE Glascoat Limited is a leading manufacturer of
process equipment for the chemical and
pharmaceutical industries. They are market leaders
in Filtration and Drying Equipment and are a
leading manufacturer of Glass Lined Equipment
globally. The company was established in the year
1991 as Glascoat, which was a leading
manufacturer of glass lined equipment at the
time. In 2019, the operating businesses of HLE and Glascoat were integrated via a scheme of
arrangement and the resulting company was renamed ‘HLE Glascoat Limited’.

Students should select one organization, Evaluate various tools of

recruitment and selection. Students should also Appraise process and
methods for Training and Development in selected organization.

 Tools of Recruitment and Selection:

Job Descriptions and Specifications: These documents outline the roles, responsibilities,
qualifications, and skills required for a particular position. They help in attracting suitable
candidates by providing clear expectations.

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Advertising: Organizations can use various platforms, such as online job portals, social media,
newspapers, and industry-specific publications, to advertise job vacancies. This tool helps in
reaching a wide pool of potential candidates.

Application Forms: Application forms are used to gather relevant information about
candidates, including their personal details, work experience, education, and skills. They
provide a structured format for collecting consistent data.

Resumes/CVs: Resumes or curriculum vitae (CVs) provide a summary of a candidate's

qualifications, work experience, and skills. They are commonly used by applicants to showcase
their background and achievements.

Interviews: Interviews can be conducted in various formats, including face-to-face,

telephonic, or video interviews. They allow employers to assess candidates' suitability for a
position, evaluate their communication skills, and delve deeper into their qualifications and
experience.

Tests and Assessments: Organizations may employ various tests and assessments, such as
aptitude tests, personality assessments, and technical exams, to evaluate candidates' skills,
abilities, and fit for a specific role.

References and Background Checks: Checking references provided by candidates and

conducting background checks help verify the accuracy of information provided and ensure
the suitability and integrity of potential hires.

Assessment Centers: Assessment centers involve a series of exercises, simulations, and role
plays to assess candidates' competencies, problem-solving abilities, teamwork, and leadership
skills.

Online Platforms and Applicant Tracking Systems (ATS): Online platforms and ATS
software streamline the recruitment process by automating tasks like resume screening,
application tracking, and candidate management.

Psychometric Testing: Psychometric tests assess candidates' cognitive abilities, personality

traits, and behavioral tendencies to gauge their suitability for a role and organizational fit.

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  Process and Method:

KLE: When appraising the process and methods for training and development in a selected
organization, it is essential to consider various factors that contribute to effective employee
development. Here are some commonly used methods and practices in training and
development:

Training Needs Analysis (TNA): Conducting a TNA helps identify the skills and knowledge
gaps within the organization and determine the specific training needs of employees.

On-the-Job Training: This method involves learning while performing regular job tasks under
the guidance of experienced colleagues or supervisors. It can include shadowing, mentoring,
job rotation, and coaching.

Classroom-Based Training: Traditional classroom-based training sessions are conducted by

trainers or subject matter experts. They provide structured learning through lectures,
presentations, case studies, and interactive discussions.

E-Learning and Online Training: Organizations can utilize e-learning platforms and online
training modules to deliver self-paced, interactive, and multimedia-based learning experiences
to employees.

Workshops and Seminars: Workshops and seminars offer focused training on specific topics
or skills. They often include interactive activities, group discussions, and hands-on exercises.

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Coaching and Mentoring: Coaching involves one-on-one guidance from a skilled
professional to enhance performance, while mentoring involves a more experienced individual
providing guidance and support to a less experienced employee.

Job Enrichment and Job Rotation: Job enrichment involves expanding an employee's role
to include additional responsibilities and challenges, while job rotation involves moving
employees across different roles or departments to develop a broader skill set.

Leadership Development Programs: These programs focus on developing leadership skills

and capabilities among employees who show potential for managerial or leadership roles
within the organization.

Performance Management and Feedback: Regular performance evaluations and feedback

sessions provide employees with insights into their strengths and areas for improvement,
helping them identify training and development needs.

Continuous Learning and Development Initiatives: Organizations can encourage

continuous learning through initiatives like knowledge-sharing platforms, access to online
learning resources, conferences, and workshops to foster a culture of ongoing development.

It's important to note that the selection of specific methods for training and development should
be aligned with the organization's goals, employee needs, available resources, and the nature
of the industry or sector in which it operates.