Recruitment Plan – Enterprise Rent-A-Car Case study


Executive Summary

This report is based on a recruitment plan for a manager trainee position in an American based company known as Enterprise Rent-A- Car. It highlights the roadmap for staffing a manage trainee’s position. A good plan enables a company to hire qualified employees who are committed to attain successful personal careers as well help in attaining the company’s objectives through hard work. Enterprise Rent-A- Car Company is a top car rental company in the United States of America under the management of Enterprise Holdings, Inc (Rent-A-Car Par. 1). It is the best place for management trainees to start careers as per the Business Week’s listing in the year 2006.

The company’s business strategy mainly focuses on customer satisfaction. This has contributed to the company’s fast growth over the past decades. In the Company group, there is National Car Rental, WeCar, Alamo Rent-A-Car and RideShare among others. Its business model provides a variety of vehicle classes that are available for renting. Most of its vehicle models are bought from General Motors. The culture of Enterprise Rent-A- Car Company stands on the following core values: good brand name, honesty, fun, hard work, listening to customers, community development and inclusion of globally sustainable activities.

Introduction

The company was founded in 1957; it has been ranked the best in customer satisfaction particularly in airport rentals over the past eleven years. It is the provider of vehicle on rental basis to NHL and NCAA among other big transit companies. The company is prominent as the largest fresh college graduate employers in the United States of America, this is per the CollegeGrad.com. Enterprise Rent-A- Car Company’s management structure is majorly informal. It allows the employees from all levels to interact freely. Enterprise Rent-A- Car Company has branches worldwide including USA, Canada, Germany, Ireland and the United Kingdom (England, Scotland, Wales and Northern Ireland) with more than 70,000 employees all over the world (Rent-A-Car Par. 3).

Enterprise Rent-A- Car Company’s global presence helps the company to access larger market share thus high revenue for the company. During the recruitment exercise, attention should be given on how to staff such a sensitive position due to its key roles and responsibilities as pertains to a trainee manager. There are consequences and implications of having low performers in the position. For instance, a low performer can lead the company sales revenue reducing drastically, this can be as a result of market share loss. Implications of having high performers in the position include, rise in the percentage market share due to the innovative nature of the employee, this ensures high revenues for the company. The company should have a strategic context for future proposal for recruiting and selecting for this job. This is due to the dynamic nature of the rental car business as there is more use of information technology as seen it the case where the customers book for a car through the company’s website. Such services recommend employees with substantial knowledge on the use of such ecommerce platforms.

Current staffing system

Enterprise Rent-A- Car Company uses both external and internal recruiting systems. External recruitment involves news paper advertisements, recruiting on campus, referrals among others. The advantage of using this system is that it gives the Enterprise Rent-A- Car Company new and varied approaches from its employees despite such a process being so expensive to undertake. On the other hand, internal recruitment is where the current employees can be promoted or demoted to fill the positions. This has an added advantage since it is a cheaper way of recruiting employees to fill positions within a company.

Competency analysis on the job

Job analysis is the procedure followed when analyzing a job for its specification and description. This comprises a list of qualifications required to be attained by the recruits and elements of that given job respectively. Job analysis is also used to evaluate employees to determine the level of incentives to be awarded. During job analysis the recruitment teams are able to come up with recommended qualifications for the job.

Here are the possible qualifications essential and desirable in new hires in the position of a manager trainee for Enterprise Rent-A- Car Company;

  • Bachelor’s degree with a minimum of six months sales experience, customer service, excellent supervisory skills as most of the roles involve supervising others within the company.
  • Good leadership experience probably as a student leader in college.
  • A valid driver’s license is a MUST.
  • No drug related conviction for the last three years while driving.
  • Must be above 18 years.
  • Must be authorized to work in the country where he/she wants to work.
  • Must be flexible to work anywhere when posted.

Sourcing of Potential Employees

Advertisements for job vacancies are made through mass media. College recruiting is commonly used by Enterprise Rent-A- Car Company as a source of labor, this is either done through face-to-face interviews or applications through Enterprise Rent-A- Car Company’s website. Other sources of labor are current employees, referrals from employees, former employees, former military, customers, print and radio advertisements, internet advertising and social media, employment agencies and temporary employees. The above named sources are also the future labor supplies for the position.

Appropriate recruiters are chosen to perform the task of selecting the right candidate for the job. The reward system is essential for this group of people in order to ensure that the recruiting process is successful. Human resource planning is essential during the selection process, in order to achieve this objective the past staffing levels, change in technology, the activities involved during staffing and other similar information are essential for the planning process.

The gaps between employees’ current supply and future labor demands of an organization helps in forecasting employee competencies and behavior needed in the organization’s future. Present sales revenue are also used in strategic human resource planning future numbers of employees and the skills needed and the source of such people. Cultural diversity affects the labor cost, ease in human resource acquisition, flexibility, innovation, and problem solving techniques in the company as it adapts multi-cultural awareness and effective interpersonal skills into the workplaces. This is essential for multinational companies like Enterprise Rent-A- Car Company.

Internal Employee Assessment Plan

Employees’ job analysis is performed to provide employees with their performance results, these results can be used to distribute compensation as well as during training activities but more importantly to find potential candidates for any vacant positions. Any feedback should be delivered to the employees through the three approaches: telling and selling, telling and listening and problem solving (Pride, Hughes and Kapoor 62). Employee assessment results are important when downsizing an organization, the reason for the layoff should be clearly defined to the worker. This should be communicated to the new employees to avoid any legal issues. Legal precautions should be considered to avoid law suits for instance there should be a termination agreement. Right sizing of the company employees should be done to improve the employees’ efficiency this will as well reflect on the future labor demands of the company.

Equal Employment Opportunity

Good decision making procedures enable the company to avoid lawsuits as there is a well defined selection technique that avoids discrimination in any form say in terms of sex, race, religion or nationality. Age discrimination Act of 1967 which was amended in 1986 to eliminate discrimination against older people above the age of forty can be avoided through good decision making plans. Organizations with good decision makings plan help in selecting even the candidates with disabilities thus avoiding law suits from such people under the Americans with disabilities Act of 1990. Affirmative action by the company to encourage members from the minority groups to apply for jobs and hiring of qualified candidates from such groups can be achieved through effective decision making processes.  The occupation safety and health Act of 1970 to protect the employee’s working environment to prevent ill health and loss of lives can be included in the terms and conditions of a company contract during decision making (Pride, Hughes and Kapoor 102).

Socialization Plan

For effective and comfort of the new worker in Enterprise Rent-A- Car Company he/she will need information on how business is conducted in the organization. Furthermore the new employee will need information on ; how daily routines are conducted within Enterprise Rent-A- Car, its history, objectives, activities and products. Lastly the new employees are given the company policies, rules and regulations not forgetting their rights and benefits (Harold and Heinz 48).

Evaluation

It helps to cross check the costs of the selection process, the costs include; time spent during the process, salaries for recruiters, advertisement costs and recruitment expenses. Evaluation of recruitment process can be based on the rate of application sent out, number of shortlisted candidates, performance of the shortlisted candidates, the total cost of the process, time lapsed data and reviews on the projected on the entire process. There are a number of recruitment evaluation methods; number of successful inquiries, the number of candidates at every stage of recruitment, the final number of candidates recruited and the number of the new employees retained in the organization for more than a half a year (Aswathappa 70).

Barriers of effective implementation

Perception; due to the difference in the way people perceive ideas, implementation of a plan can be a problem if the involved parties have different frames of reference. This may result in disagreements hence delays in its implementation. For example the members of a recruiting committee may not rate the recruit equally. This can result in a conflict when choosing the final list of the successful candidates. What is fair to one person may seem to be unfair to the other resulting to an unfair process, when people are recruited on an added advantage of their age, religion, region, race or gender among others.

Immobility and location; the locality of labor affects the recruitment process, marred women hesitate taking jobs in places far away from their families. This might result to inadequate number of female recruits thus affecting implementation of a gender equity recruitment plan. (Aswathappa)

Reliability; if a method cannot provide consistent outcomes whenever it is used to recruit employees, however, this might not be the case for some plans hence inappropriate to implement them. The performance and judgments of people varies from time to time as in the case of recruits and recruiters respectively. This means that if such a plan is used repeatedly with the same people involved the results are likely to vary from time to time.

Validity; A valid recruitment plan is easily predictable, but when the predicted results do not match the real situation then implementation of the stated plan may not be recommendable. This is as a result of internal and external factors such as location, trade unions regulations and paucity of desired expertise in the available labor force.

Pressure; if compulsions are used to select candidates, then such a plan may not be used due to the pressures from friends, family and politicians to select the stated candidate (Aswathappa 98).  This means that even if the procedures where to be followed the results are always predetermined by such factors.

Recent search terms:

case study on recrutung the best summary |
Tags: