Enterprise Rent-a-Car Essay

school principal 1With the hold in of relevant examples from the cast offn graphic symbola) Define any(prenominal) embodynel management and merciful resource management, and discuss TWO major unlikenesss amidst the two concepts. (6 marks)b) fannyvass TWO potential outside business surround ch completelyenges faced by try Rent-a-Car and their implications on the Company. (10 marks)c) Based on the challenges analyzed in interrogative 1b), above, suggest effective human resource planning address and orders, that mountain be economic consumptiond by Enterprise Rent-a-Car in determining the manpower needs for its international business expansion. cut your answer with specific examples. (10 marks)IntroductionThis question lead strain on defining and differentiating Personnel Management from HRM, it pull up stakes alike examine almost techno lumberical and social challenges, as potential external business environment challenges faced by the play along, and go out discus an effective HR intend process and regularity to address those challenges.a) Definitions and DifferencesPersonnel ManagementIs the administrative match which mainly sues around Industrial/ Employee/ Labour traffic and activities committed with grievance handling,negotiations, enforcement of labour statute, build wording after welfare of employees and so on. forgiving Resource ManagementThe process of hiring and developing employees so that they become to a greater extent valuable to the organization and to a greater extent integrated towards the goals and schema of the caller-out. One difference mingled with PM and HRM is that in PM, the power distribution is centralized where the discharge management has full authority in decision-making. Personnel managers are not allowed to take part in any decision which involves employees, or give ideas. HRM, looks for the decentralization of power, where the power between the top, middle and lower management groups is shared . This bottom be noticed in the Enterprise Career Path pictural in page 4, case study. Mayor responsibilities are shared between General Manager, Group RentalManager, Area Manager and Branch Manager. some other difference between PM and HRM is that, pay policies in PM is that establish on skills and knowledge required for the perspective assembly lines only. The value is based on the ability to perform the task and duties required.In HRM, organizations look beyond pay for functional duties. The pay is designed to encourage continuous feeler and line of products performance. Enterprise applies this concept when they encourage their employees to develop a line of achievement instead of just perform a task, by providing procreation and mentoring to those employees, and, providing opportunities for overlord growth by making onward motions and transfers functional, other than that just the payment.b) orthogonal Business Environment ChallengesTechno recordical challenge the r ented vehicles tracking governing body combines the procedure of machinematic vehicle location in each mortal vehicle, with software that collects these fleet info for a comprehensive picture of vehicle locations, genuinely helpful for real duration updates and for client monitoring in case ofaccidents. Nowadays, GPS is commonly employ as a vehicle tracking system. This system needs to be monitored and verifyed by qualified persons to ensure they action at their shell. If these systems do not hunt properly , services wint be rejoined as they should and customer dissatisfaction will befall. This will extend in losses, bad unexclusiveity and even a fatality in the event of an accident.Social challenge the diversity of the labour force index encounter some cultural differences that might need to be turn to to avoid confrontation and to supply a calm, respectful and tolerant subject area environment. People integration is very important beca drug abuse otherwise th e work environment will be tense, co-worker relationships and productivity might be affected.c) HR Planning and lickFor the Technological challenge described in stop b), above, the Human Resource Planning and methods suggested would be based in external human resource suppliers. Enterprise has an organizational need to add a department which primary task would be to manage all the parley theory between the vehicles tracking systems and support all the information updated real duration for customer enquiries and monitoring. Enterprise also needs some integrity to maintain all the systems and software.To be able to achieve all this a lot foundation and investment is required, so the solution is to externally recruit a lodge that provides this services, after evaluating few prospects. For the Social challenge described in relic b), above, the Human Resource Planning and Methods suggested would be based in interior human resource supply. The personalities of the staff will be evaluated, the most magnetic iodin will be appointed as the leader of the Enterprise Social Club, NZ Branch. This Club will be self managed by the staff, promoting interaction, fellow feeling and tolerance between the employees. A local anesthetic venue will be selected for gatherings, parties and any social event that involves the company.ConclusionThe conclusion of the question was to determine why and how important HRM is, when dealing with the quantity and quality of the masses of a company, and, when toilsome to fit the objectives, strategies and challenges to a number of employees.SECTION 2 business enterprise epitome and capriole design. (24 marks)Question 2 prefer wizard of the casts express in the Enterprise Career Path (on page 4) and suggest the descent analysis process and systems you will use to design the horizon description, person specification and competency profile for this billet. (12 marks) rationalize your answer with A draft explanation of descent analysis and TWO of its purposes, relevant methods/techniques, specific types of data to be collected for this position, and relevant examples.Introduction.This question will focus on defining and explaining the purposes of Job Analysis, it will also examine the method, technique and data used to create the Position exposition, Person Specification and Competency visibleness for an garter Managers job.Definition and Purposes of Job Analysis.In a job analysis we study the tasks and skills that straighten out up an employees constituent, the conditions chthonian which those tasks are performed, and the required contacts with others. It is used for writing position descriptions because itll summarize the role of a job in the organization, and, in recruitment and pick because itll shine up the characteristics a candidate needs to shit to fulfill the post.Method and Technique.A relevant method that was used was competency based profiling,by integrating other methods such as observation, and company documentation, to collect thedata from the case study.This methods will determine the skills, knowledge and behaviours that will ensure a successful work performance from the employee. In this case , for an protagonist manager, some ofthe competencies that Enterprise look for are to be able to curb to suit the audience, to work cooperatively, get things done creatively, amongst others.Types of Data collected for this position.For this position the hobby data was placePosition aid ManagerDuties provide great customer experience, market place the business, sell the service, deal with business partners such as insurance companies, dealerships and railcar body shops. Work environment single out office.Relationships home(a) supervises management booster and reports to tree branch manager. external business partners and customers.Qualifications and experience studying number one or morsel year uni + initial classroom based academic sess ion and on the job training asManagement assistant.Skills customer service focus, persuasiveness, flexibility, results driven, leaders ability, communication.Example of Job Description, Person Specification and Competency Profile.These elements were integrated in a draft for advertising the position. Assistant Manager for saucily branch office in NZ.Full time position available for an undergo Assistant Manager at Enterprise-Rent-A-Car, with exceptional selling and communication abilities.The job will require the person toprovide great customer experience,market the business,sell the service,deal with business partners such as insurance companies, dealerships and auto body shops.Previous qualifications or equivalent experience requirements studying first or second year uni + initial classroom based session and on the job training as Management Assistant.As an Assistant Manager,you will be reporting directly to the Branch Manager and you will be expected to see issues and needs fro m a customer perspective, to adapt to suit the audience, to be creative about getting things done, to start festering the leaders and managers of the future by supervising the Management Assistant, and to support the professional Enterprise reputation. If you posses skills such as being customer service focused, persuasive, results driven, leading abilities and communication, we invite you to apply filling the exercise Form.Conclusion.This question has explained the central impressiveness of developing an accurate Job Analysis. Demonstrating how all the data gathered from this analysis is used to create a clear and effective Job Description which includes Position Description, Person Specification and Competency Profile.Question 3Suggest, with justification, quaternion top hat job designs to be used for the position discussed in Question 2, above, so that it can contribute to the organization effectiveness and the needs of private workers at Enterprise Rent-a-Car. (12 marks)I nclude in your answer a drawing explanation of job design and TWO of its purposes, FOUR shell job designs for use in the given situation, and relevant examples.Introduction.This question will focus on defining and explaining the purposes of Job Design, it will also examine the best job designs for the proposed Assistant Managers job.Definition and Purposes of Job Design.Job design are all the tasks and activities associated with a particular role. One purpose of job design is to increment employee motivation and productivity. It also helps in designing, redesigning, evaluating and also cutting back responsibilities from a job, adding extra responsibilities to another particular job, trying to match the persons capabilities with the role.Best Job Designs for the position of Assistant Manager.Job enlargement this could be used to increase the job setting of the Management assistant to cover the duties of the Assistant manager.Job enrichment this could be used to increase the job depth of the Management assistant by upgrading the job task mix, increasing motivation and giving the the employee the potential of growth deep down the company.Workplace flexibility program this will offer flexible hours of work where the employe could start early and finish early, or having to cover a stripped of weekly hours in the time that is more convenient to the employee, this is collective for students and parents as they can manage their time more freely.Job sharing this method could be used to integrate the wise Assistant Manager with the organizational culture of the company while temporary sharing the responsibilities with a more see Assistant Manager from anotherbranch.ConclusionThis question has explained how a Job Design for a particular role can accommodate different types of candidates, starting from people who would like their duties increased, passing through people who would like their job tasks mix upgraded and a more flexible time schedule, to people who could share responsibilities for mutual schooling.SECTION 3 Recruitment & weft. (30 marks)Question 4If Enterprise Rent-a-Car plans to open a advanced branch in one of the cities in New Zealand, what would be the BEST recruitment schema for this new branch to attract qualified candidates for the position you discussed in Question 2, above? (15 marks)Justify your answer with the purpose of your proposed recruitment strategy for the selected position at this new branch, THREE best recruitment methods you would use, ONE benefit and ONE timidity for each of these recruitment methods, TWO New Zealand legislative requirements that would affect your recruitment strategy, and relevant examples.Introduction.This question will focus on describing the Recruitment strategy and method thatll be used to attract candidates to the Assistant Manager position.Purpose of the Recruitment Strategy.The recruitment strategies that I proposed have the purpose to provide a pool of candidates from where the most sui defer candidates will be picked.Recruitment Methods, their Benefits and Constraints.The first recruiting method would be an internal one a transfer, I wouldadvertise an application form to transfer an experienced Assistant manager from one of the existing branches. This ensures that the person taking this position has the required experience and knowledge for the role, and that he/she is already familiar with the companys methods. However this will leave a vacancy in the other branch.The second one is an internal one as well, promotion. I would advertise an application form to promote a Management Assistant from another branch to the position of Assistant Manager. This method can increase motivation within the staff because they see career growth opportunities. However, this can create a high competitive environment where friction between staff members can pass along.The third recruiting method that I would use would be an external one, I would advertise the job posit ion to local indie contractors. This might bring a candidate that brings new and fresh ideas to the company and its familiar with the new area of the branch in NZ. This method allows to hire people that are specialized in certain areas of expertise. However, this can be expensive.New Zealand legislative requirements that would affect Recruitment StrategiesPrivacy answer 1993, which establish the rules for dealing with the personal information collected from an employee.Human good Act, which is designed to ensure that selection of future employees and the promotion of existing ones occur without any discrimination against any particular sector of society.ConclusionFor me, the best recruiting strategy in this case is a mixed strategy. Integrating internal and external methods to get the best pool of candidates possible, divided in two groups, one with the ones with the possibility of being transferred or promoted, and another one with the local independent contractors.Question 5Wha t is the BEST selection strategy you would use to fill in the selected position discussed in Question 4, above? (15 marks)Justify your answer with the purpose of your proposed selection strategy for the selected position at this new branch, THREE best selection methods you would use, ONE benefit and ONE constraint for each of these selection methods, TWO New Zealand legislative requirements that would affect your selection strategy, and relevant examples.Introduction.This question will focus on describing the Selection strategy and method thatll be used to choose the most suitable candidate for the Assistant Manager position.Purpose of the Selection Strategy.The selection strategies that I proposed have the purpose to narrow the number of candidates for the position of Assistant manager .Selection Methods, Benefits and Constraints.The first selection method that Id use would be Application Forms customized into two types of candidates, candidates that could apply for possible trans fer or promotion on one side, and the ones that could apply as private contractors in the other. The second method that Id use would be a face-to-face interview with the candidates selected for possible transfer or promotion, and the ones selected as private contractors. wherefore create a shortlist with the qualified candidates.The third selection method that I would use, and that also is a standard of the Enterprise recruitment process, would be an judging Day. The shortlisted candidates will take part in practical exercises, individual and group activities.New Zealand legislative requirements that would affect Selection StrategiesEmployment Relations Act 2000, which establish that either party must not mislead each other in their obligations to each other. (Obligations of good faith) Human slump Act, which is designed to ensure that selection of future employees and the promotion of existing ones occur without any discrimination against any particular sector of society.Concl usionThe best Selection Strategy for this proposed position of Assistant Manager is one that integrates Application Forms,to gather the required data, Face-To-Face interviews, to asses first impressions, personality, basic social skills, and an Assessment Day, for group development and team work.SECTION 4 Training forge and Personal encyclopedism and Development Plan. (30 marks)Question 6One of the competencies outline in the Skills and Competencies Framework on page 5, above, is customer service focus.Select one of the positions outlined in Enterprise Career Path ( on page 4, above) and discuss how you would use a training process baby-sit to prepare, organize, implement, and evaluate the effectiveness of a Customer swear out Training program for the job holders of this position at the new branch in one of the cities of New Zealand.Support your answer with relevant concepts and examples. Invent details as appropriate.Introduction.This question will focus on describing The Tra ining Process puzzle for a Customer Service Training computer programme for the position of Assistant Manager (AM). This Program will allow the AM to acquire new skills and knowledge via multimedia material, online assessment and on the job observations.The Training Process Model for a Customer Service Training Program for the position of Assistant Manager (AM).The Training Process Model that I would use involves the following given steps tread 1 Customer Service Training Program Preparation.In this material body the Customer Service capacitys related to the duties of the AM position, such as being able to provide great customer experience, market the business, sell the service, deal with business partners such as insurance companies, dealerships and auto body shops, are identified,the multimedia content is developed.Step 2 Customer Service Training Program Organization.In this phase the content is arranged in learning units and the decision to make the program a Online Web-base d Multimedia Training Program is taken. Topics such as Understanding the customer, Customer satisfaction and customer delight, Benefits of comfortably Customer Service, Internal and External Customers, etc, will be available 24/7 online. The AM will be able to log in and follow the training at his/hers own pace.Step 3 Customer Service Training Program Implementation.In this phase the Program material is unlocked so the AM can access it via his/hers log in details. The units and lessons are delivered in a variety of formats, video streaming, compose essays and case studies. The material will be available 24/7 and this implementation method allows the management to track the participants progress.Step 4 Customer Service Training Program Evaluation.In this phase the Participant, in this case the AM, will have to answer scheduled online quizzes, tallness written essays, and he/she will be monitored for positively charged changes in behavior when engaging customers which demonstrates the degree of the Online Web-based Multimedia Training Program effectivity.Question 7Assume you are in the position discussed in Question 6 , above, develop a Personal Learning and Development Plan (PLDP) that would put up your individual organizational needs of the new branch. Include in your PLDP the following elementsa) The General Competency Questionnaire you have completed ( see page 69 in your Course book ) (3 marks)b) Based on your answer in Question 7a), above, complete the Personal Learning and Development Plan for the position you selected for the discussion. This PLDP will include the following elements Learning needs analysis Learning methods Learning outcomes Evaluation of learning outcomesIntroduction.This question will focus on illustrating the PLDP based on my General Competency Questionnaire results. This results showed some competencies which need feeler in order to better match the requirements for the role of AM.The following table summarizes the PLDP elements and their relationships, for example, the learning need of speaking and presenting to groups was identified. The learning outcome of this need is to deliver important conversations in a confident and articulated way, the learning methods chosen to improve this area are Videos and Verbal Communication Coaching, bodylanguage. The ways these learning methods will be analyzed are by Off the job short lectures and presentations.PLDP for an Assistant ManagerLearning MethodLearning OutcomesEvaluation ofLearning OutcomesCommunicationoutwardly.Demonstrations aboutcorporatecommunicationbehaviors.Support theprofessionalEnterprise reputation.Superiors andstakeholdersfeedback.Speaking andpresenting to groups.Videos and Coachingabout publicspeeches, verbalcommunication andbody language.To deliver importantconversations in acondent andarticulated way.Off the job ShortLectures andPresentations.Managing adjudicate &conict.Role play simulatingstressful situations,and demonstrations.To be able to tell apartwith changingcircumstances.Co-worker feedbackOn the job reactionsto stressful situations.Developing positiverelationships.Demonstrations andcase studies aboutpositive relations,positiveenvironments.to be able to maintainand induce positiverelationships insidethe company.Co-worker feedback.Managing upwardsand sideways.Programeddemonstrations andgroup exercises.To be able to workcooperatively.Peers and Superiorsfeedback.Learning NeedConclusionFrom the graphic above I conclude that in order for me to be compatible and unresolved of taking the Assistant Manager job, I have to improve some important skills like persuasiveness, communication, leadership abilities, patience and a open forefront