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Recruitment And Selection Case Study

1769 words - 8 pages

Recruitment and Selection at Enterprise Rent-a-car Case Study
Enterprise Rent-A-Car (Enterprise) was founded by Jack Taylor in 1957 in the basement of a car dealership in St Louis in the USA. The business began with only seven cars. Today, Enterprise is the largest car rental business in North America with more than 7,000 offices in the USA and more than 900 in Canada, Puerto Rico, the UK, Germany and Ireland. In 2007, Enterprise had 728,000 rental cars in use, employing over 65,000 people with an annual turnover of over £4.5 billion.
There are four operating units: Enterprise Rent-A-Car, Enterprise Fleet Management, Enterprise Car Sales and Enterprise Rent-A-Truck. Whilst ...view middle of the document...

Through effective training and development, employees at Enterprise achieve promotion within the company and reach their full potential.
This reduces the need for external recruitment and makes maximum use of existing talent. This is a cost-effective way for a business to manage its people.
The HRM function not only manages existing staff, it also plans for changes that will affect its future staffing needs. This is known as workforce planning. For example: the business may grow into new markets, such as Enterprise moving into truck rental it may use new technology which requires new skills e.g. global positioning equipment staff may retire or be promoted, leaving gaps which need to be filled.
There may also be external changes in the labor market, meaning that there will be fewer skills available or too many in a particular area. HRM monitors all of these things in planning recruitment strategy. This places the HRM function in a central role in the business because all managers use this expertise to acquire staff.
Enterprise has a policy of promoting its managers from within its existing workforce. This means the business must recruit people with the potential to grow.
Each year, Enterprise recruits an average of 1,000 staff into its graduate recruitment programmed in the UK and Ireland. To achieve its aims and objectives, Enterprise needs staff who are motivated and who possess initiative and drive
Attracting applicants
Promoting managers and offering career opportunities from within the company has a positive affect on Enterprise. Employees remain happy, will stay longer and give their best. However, with growth and diversification there is always a need for external recruitment to provide new skills or increase the business capacity for expansion.
In order to attract high quality candidates, Enterprise is raising the company profile within UK universities using Campus Brand Managers. These are students or interns who work for Enterprise and act as liaisons for potential applicants. Other activities in universities to attract interested applicants include:
• presentations on the company
• relationships with clubs and organizations
• attending Careers Fairs
• 'drop-in' sessions
• skills sessions and
• Mentoring programs.
Students can also visit Enterprise and spend time learning about how it does business and what opportunities it offers.
Enterprise offers a good salary and training as part of its benefits. However, the real attraction is the chance of a career rather than just a job. Most employees start out as Management Trainees with the potential to progress to Vice President/General Manager.
Employees also have opportunities to specialize in specific areas such as finance, human resource management, vehicle acquisition, risk management and many others. This allows individuals to develop their career path as they progress within the company.
Enterprise makes every effort to ensure that its workforce is representative of...

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