HLL Case Study Analysis and Group Discussion

The assignment is based on the HLL case study and group discussion process. It requires students to analyze the given case study, evaluate the candidates' skills and knowledge, and assess their ability to synthesize varied situations into a cohesive understanding of the case. The document also includes references to relevant HR management practices and provides a summary of the assignment details.

Running head: HR MANAGEMENT- A CASE OF HINDUSTAN LEVER
HR MANAGEMENT- A CASE OF HINDUSTAN LEVER
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1HR MANAGEMENT- A CASE OF HINDUSTAN LEVER
Answer 1
In order to enhance the level of efficiency in staffing and further to ascertain the
fulfilment of the recruitment as well as selection procedure, HLL must adhere to certain
selection procedures. The term ‘selection process’ generally refers to the steps involved in
selecting candidates with suitable credentials appropriate to fill up the vacant position of the
organization. The task of candidate selection is primarily dependent on the ones holding
managerial positions but the department of Human Resource Management accomplishes the
fundamental role (Cascio 2018). The HR department of HLL must adhere to certain
distinctive aspects of while selecting candidates. Criteria establishment can be regarded as
the first characteristic of selection procedure where the individuals involved in recruitment
process of HLL must be effectively trained in areas of interviewing, setting position
description, evaluation of candidatures, developing interview questionnaires and assessing
the applicants. HR department of HLL must concentrate on resume evaluation that is referred
as another major aspect of selection procedure (Armstrong and Taylor 2014). The HR of
Hindustan Lever locates the expertise of the right candidate and further shares the best-
chosen applicants for the desired position. The HR must consolidate the interpretations of co-
workers in varied departments of the organization.
Answer 2
HLL, being one of the leading consumer goods company, receives an influx of
applications for various vacancies annually. The company also recruits from campus
placements of several colleges and universities. Eventually, the applications are further
evaluated and reviewed by the HR department of the company following a preliminary
candidate selection. The forms, which are eventually filled up by the applicants, are then
scrutinized thoroughly based on the detailed information provided by the chosen ones (Alfes

2HR MANAGEMENT- A CASE OF HINDUSTAN LEVER
et al.2013). However, it must be noted that in order to gather attractive candidates HLL must
consider certain aspects during application screening. Being one of the leading companies,
HLL facilitates a large entry of applicants every year. As a result, the HR will come across
several applications that look casual and do not match the required criteria. The HR must
look for well organized and composed in a professional manner, which will not only reflect
the expertise of the applicants but also highlight his or her interest for the job. Another
aspect, which should be considered while application screening is search for relevant
expertise (Schiemann 2014). Several job candidates share the similar resume and cover letters
irrespective to all job requirements. HR of the company must give significance to the
candidatures, which are well planned and underlines the skills and expertise in accordance to
the job requirements posted by HLL. Excellent writing and communication skill is another
major criteria which the HR must take into account while application evaluation. Since HLL
operates in various nations and seven business segments, the HR should pay thorough
attention to the written as well as inter personal skills of the applicants. The HR must possess
the knowledge of executing PeopleSoft System to understand the criteria of the company
(Momin 2015). Running a screening level will assist the HR to evaluate and further assign
applicants with an overall score.
Answer 3
Preliminary interview generally comprises of a face-to-face round of discussion
between the interviewer and the interviewee. It is conducted to reveal the accurate
information of the candidate along with his or her inter personal communication skills
(Brinkmann 2014). There are certain objectives of preliminary round of interview. Firstly, it
verifies the information obtained through the resume or application form and practical tests. It
further assists an interviewer to attain additional data of the applicant if it was not mentioned

3HR MANAGEMENT- A CASE OF HINDUSTAN LEVER
on the candidature. One of the primary purposes of preliminary interview is to establish
necessary facts and information about the job and the organization (Feiler 2014). However,
preliminary interview aims to comprehend the physical appearance and how much motivation
and enthusiasm of the candidate.
Answer 4
The HR department of HLL must conduct a skill gap analysis in order to analyse the
staff expertise level of the organization and to recognize the skills in future. The skill gap
analysis offers a generalized idea of the number of recruits the company needs in order to
envelop the gaps. HLL Human Resource Management teams can implement quantitative
methods to estimate the future hires in their recruitment plan (Kavanagh and Johnson 2017).
They should focus on hiring individuals possessing advanced expertise, knowledge and
relevant experience. The company through Hindustan Lever Trainee Programme must attract
students who can accomplish the target goals of the company within the estimated timeframe.
However, the current trend in data analytics technology helps in facilitating the advanced
level of shortlist tools which is known as ‘intelligent short listing’ (Dalkir and Beaulieu
2017). The intelligent short listing procedure is an added advantage to an existing ATS that
permits HR to rank, rate and short list candidates without keyword matching.
Answer 5
The final selection procedure of HLL consists of two characteristics namely group
discussions and final round of interview. While the first round comprises of candidates who
are provided with a list of subjects related to economic, political, and social that the
candidates are eligible to choose. The second level involves a case study that is provided in
advance to the candidates which is further evaluated by the respective panel members. A case
study involves various situational events related to business or business problems. The case is

4HR MANAGEMENT- A CASE OF HINDUSTAN LEVER
provided in advance to the candidates so that it can help them to assess the aptitude to
synthesize varied situations into the concept of cohesive understanding of the case. The panel
members evaluate the analytical expertise, knowledge and the capacity for deductive
reasoning. Candidates must use frameworks as well as conceptions to organize their answers.
The case given to the candidates can usually be of two kinds (Bratton and Gold 2017). The
former involves groups in decision making while the former relies on existing decision
making. While the former is considered as norm, the latter is referred as an exception. The
panel of HLL must focus on the way the candidates are approaching and further analyzing the
given case study. However, the panel members of the organization looks for candidates who
use theoretical frameworks such as situational analysis, problem solving skills, statement
objectives, examining alternatives and lastly recommendations.
Answer 6
The second phase of final round of HLL comprises of group discussion, which is a
platform to evaluate the skills of the candidates, which might not be known during the
previous interview rounds. The board with the help of the second round of group discussion
assesses the candidates by the style of their self-introduction, transparency of their
expressions-the way they analyse the given situation, tolerance level of opinions of others and
last but not the least his or her leadership qualities (Millar, Crute and Hargie 2017). Based on
these criterions, the panel member in particular the personnel director would conduct a
personal round of interview to further comprehend the skills represented by the candidates
throughout these past interview rounds. Interviewers primarily try to observe the body
language and behaviour of the candidates. During the preliminary as well as group
discussion, a candidate might perform well but during a personal interview, he or she might
fail to respond to the questions raised by the panel member about the job requirement.

5HR MANAGEMENT- A CASE OF HINDUSTAN LEVER
Understanding the job criteria is one of the vital aspects an interviewer looks for. The
candidate must shed light on the relevant skills and expertise he or she possesses for the
desired job. HLL, being one of the leading companies across the globe comprises of multi-
cultural dimensions. Thus, the interviewer must evaluate the behavioural patterns and cultural
as well as ethnic ideologies of the candidate. A candidate with organizational culture and
beliefs can only fit into an organization such as Hindustan Lever.

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References
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human
resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2), pp.330-
351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brinkmann, S., 2014. Interview. In Encyclopedia of critical psychology (pp. 1008-1010).
Springer New York.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Dalkir, K. and Beaulieu, M., 2017. Knowledge management in theory and practice. MIT
press.
Feiler, A.R., 2014. A Self-Regulation Perspective of Applicant Behavior in the Employment
Interview (Doctoral dissertation).
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Millar, R., Crute, V. and Hargie, O., 2017. Professional interviewing. Taylor & Francis.
Momin, W.Y.M., 2015. HR analytics transforming human resource management. IJAR, 1(9),
pp.688-692.

7HR MANAGEMENT- A CASE OF HINDUSTAN LEVER
Schiemann, W.A., 2014. From talent management to talent optimization. Journal of World
Business, 49(2), pp.281-288.