Human Resource Management Report: Enterprise Rent-a-Car

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Enterprise Rent-a-Car. It begins by outlining the purposes and functions of HRM within the organization, emphasizing recruitment and selection, training and development, and employee relations. The report then delves into the effectiveness of key HRM elements, focusing on learning, development, training, and performance and rewards systems. The analysis includes evaluating the effectiveness of training programs using Kirkpatrick's Model and highlighting the benefits of these practices for both employees and employers. Finally, the report examines internal and external factors that influence HRM decision-making at Enterprise, specifically focusing on employee relations and employment legislation. The report concludes by summarizing the key findings and their implications for Enterprise's overall HRM strategy.

Running Head: HRM 1
Human Resource Management:
Enterprise Rent-a-Car

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Introduction
Human Resource Management (HRM) is an integrated, strategic and rational approach that is
implemented for the development and well-being of the human resources in the organizations. It
is responsible for recruiting the people, which meet the qualification and experiences, required
for specific vacancies (Armstrong, And Taylor, 2014). This paper discusses different aspects of
HRM in context of given case study organization, i.e. Enterprise Rent-a-Car, which is a car
rental organization in America. There are some important functions, which are managed
effectively at Enterprise to resourcing and planning the skills. Furthermore, there is the
discussion about some elements of HRM and factors, which may affect the HRM in the given
organization.
Task 1
LO 1 Purpose and Functions of Human Resource Management
An organization develops and manages its Human Resource Management for several purposes
and includes various functions. These functions assist the company is managing employees and
their roles and responsibilities, assigned by Top level management. At Enterprise Rent-a-Car, all
the functions of HRM are managed very effectively to attain its purposes (Bach, And Edwards,
2013). The major purposes and functions of HRM at Enterprise are stared below;
Purposes
Assist the organization in attaining its business objectives
Enterprise Rent-a-car is an organization that uses best approach to hire its human resources, so
that it can attain its business objectives effectively. To attain business objectives and goals, role
of HRM at Enterprise is to recruit, train and develop the employees and where needed to restrain
or dismiss them. By providing them an effective training, the company is able to lead them
towards its predetermined objectives (Bratton, And Gold, 2012). This training program provides
them sufficient and required skills and abilities, so that they can assist the organization in
attaining the business objectives.
Contribute to the development of high performance culture

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It is one of the major purposes of HRM at any organization, as HRM can assist the organization
in developing a high performance culture in critical ways. It plays a major role in maintaining the
high performance culture by hiring the candidates, who are the best fit with the company’s focus
and direction. Enterprise is managing its HRM for building and maintaining a high performance
culture at its workplace.
The HR department at Enterprise Rent-a-car ensures that employees are playing their roles
appropriately and best fit to their job and supporting the organization in maintaining the
company culture (Enterprise Rent-A-Car, 2017). For continuous development of employees, the
firm provides effective training and development program, so that they can enhance their skills
and abilities to meet the future changes in the organization, like; implementation of new and
advanced technology and globalization. In this way, Enterprise is fulfilling the purpose of
developing a high performance culture.
Develop a positive employment relationship
To motivate and retain the employees, it is very important to develop a positive employment
relationship in the organization. HR professional can play a vital role in developing positive
employment relationship. They need to execute specific activities that assist in reinforcing the
bond and relationship among its employees. For this purpose, Enterprise organization is
promoting its staff and providing career opportunities, which develop positive employment
relationship. This is the major reason that human resources at Enterprise remain satisfied and
happy and stay for long term and give their best efforts to attain organizational objectives. At
Enterprise, HRM offers good salary and benefits and provides training, so they can stay
motivated and engaged in their roles and responsibilities (Craven, 2016). In this way, HRM
supports in developing in positive employment relationship at Enterprise.
Functions
At Enterprise Rent-a-car, the functions of HRM not only manage the existing employees of
organization, but also plan for the changes, which will impact its future needs for staffing
(Enterprise Rent-A-Car, 2017). Three significant functions of HRM at Enterprise are stated
below;
Recruitment and Selection

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Recruitment and selection are two major components, when an organization plans to fill the
vacancies. In the process, recruitment is the first step that is used to obtain a pool of applicants
with required skills and abilities to enable the organization to select the best fit people for filling
the vacancies. Once the process of recruitment is completed and pool of applicants has been
recognized via recruitment, then a company identifies the candidates through selection process. It
includes various processes, but more than interviews, testing and reference checking (Costen,
2012).
At Enterprise Rent-a-Car, recruitment and selection are very effective and managed properly.
This is the process, which is used for resourcing and workforce planning at Enterprise. The
organization is using both internal and external approaches, like; campus placement from UK
universities, online recruitment process, use of media, internship, etc.
Strengths and Weaknesses
Strengths
 Campus placement at UK universities assists the organization in attracting higher quality
people. It provides the students opportunity to visit the workplace and learn how it
operates its business.
 Online recruitment is also a significant part of recruitment process that enhances the
efficiency and speed of the application for both the candidate and organization.
 Use of media sources, like; magazines, newspapers etc. provides Enterprise opportunities
to create contact with wide range of applicants.
Weaknesses
 Utilization of media sources is very expensive and time consuming for the company.
 There may be possibility in the case of internship that the students may leave the
organization after learning the work only.
 In the case of online recruitment process, sometimes people may consider it as a fake job
advertisement (Hendry, 2012).
Under selection process, Enterprise looks for the skills and competencies both for the job role
and for growth over the long term. The documentation includes job description, person
specification etc.

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Training and Development
Training and development is another function of HRM, for which HRM is accountable to
manage the training for new and existing employees, who require improving their skills. At
Enterprise, the employees attain growth and promotion through training and development
function and enhance their skills to gain their full potential. It may be a way for reducing the
requirement of external recruitment and it is a cost effective way for managing the people. Under
this function, the company improves the employee skills, required for their job, so that they can
contribute in attaining business objectives (Costen, and Salazar, 2012).
Managing Employee Relations
As other functions of HRM, management of employee relations is very important for developing
a positive workplace culture in the organization. This is one of the major ways, through which
Enterprise rent-a-car is attracting and retaining the staff. It includes the employees in the process
of decision making and makes them feel motivated and engaged. It is the major reason that
employees at Enterprise are satisfied, happy and stay for long term. It also assists the
organization in workforce planning and resourcing at company (Mone, and London, 2014).
Thus, these are the major functions of HRM, which need to be managed to fulfill the above
purposes.
Task 2
LO2 Effectiveness of the Key Elements of Human Resource Management
There are some key elements of Human Resource Management, which are required to implement
for attaining the final objectives and goals of organization. The companies can evaluate the
effectiveness and success of these elements using various models and approaches. Enterprise
Rent-a-Car is also using these HRM practices, which are beneficial for the company’s growth
and success (Kelsey, 2011). The effectiveness of these key elements of HRM can be done by
using different approaches. Some of these HRM practices at Enterprise are stated below;
Learning, Development and Training
It is the responsibility of Human Resource department to provide learning and training to the
newly hired employees about the procedures and policies of an organization. In addition to this,

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the companies provide the training and learning to its existing employees to deal with the
changes. Enterprise Rent-a-Car is adopting a training and development program to train its newly
hired employees and for existing employees, so that they can deal with the future changes, for
example; globalization and technology development. The company is using an effective training
and learning process that is beneficial for both the employees and employers at Enterprise. The
effectiveness of training program at Enterprise can be evaluated using Kirkpatrick’s Model of
training evaluation (Kirkpatrick Partners, 2017). This model includes four levels for evaluation,
which are given below;
Level one: Reaction
At this level, the Enterprise analyzes the reaction of training participants towards training
program. It indicates that whether the training is favorable and engaging for them. At this
company, the training is provided to match their competency level to their job roles.
Level two: Learning
Through this training and development program, the employees at Enterprise are able to attain
the required skills and knowledge. Under this level, the trainers measure the degree of intended
knowledge and skills.
Level three: Behavior
This level of the model enables the organization to measure the implementation of learning to the
real life organization. Enterprise supervises the people whether they have learned from the
training program. It indicates that people are very happy and satisfied at this organization.
Level four: Results
The results of training and learning show that it has increased the productivity of employees at
Enterprise and they are able to perform more effectively (Mwaniki, & Gathenya, 2015).
There are several benefits of training and development to both employees and employers. At
Enterprise, the employees are able to enhance their skills and abilities towards their jobs. One of
the major benefits of this is that the employees are getting promotion and financial benefits due
to performance increment. The training and development at Enterprise is very effective as it is

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helping the employees to get engaged and motivated within the organization, which eventually
increases their efficiency and productivity.
Apart from this, the learning and training are also beneficial for employers at Enterprise, as with
the increase of employee skills and productivity, the profitability and productivity of the
organization will be increased. More skilled employees will assist more in attaining the business
objectives. Increased motivation is also beneficial for the employer as it enhances the
performance of company also (Shuck, and Rocco, 2014). From the given case study, it can be
stated that investment on training and development is assisting the company in improving
retention and recruitment. It enables the employees in increasing the recruitment ROI.
Performance & Rewards
Performance and rewards are also important HRM practices, which are very beneficial for the
organization and its employees. Performance and reward management is an important tool for
developing effective relationship with the employees. There are so many organizations, which
use reward systems to enhance the performance of their employees. Enterprise Rent-a-car is one
of them that are offering good salary and financial benefits to its employees. At Enterprise, it is
offering various benefits to both the employees and employers (Karami, Dolatabadi, &
Rajaeepour, 2013). The company is providing both financial and non-financial rewards to
enhance the performance of employees that improve the employee motivation and strengthen the
brand reputation of organization among future staff. After analyzing the performance, company
is providing rewards that make the employees happy and satisfied. Increase in the employee
motivation and performance is eventually increasing the profitability and productivity of
employer.
Thus, these are two major HRM practices, which are beneficial for both employees and employer
at Enterprise Rent-a-car organization.
Task 3
LO3 External and Internal Factors affecting Human Resource
Management Decision Making

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There are various internal and external factors, which may affect Human Resource Management
Decision Making. At Enterprise, there are two internal and external factors, i.e. employee
relations and employment legislation respectively (Torrington, 2011). Employee relations deal
with the communications among different parties, which are involved in the employment
relationship, i.e. employer, employees and trade unions.
Employee Relations
Employee relation is an internal factor, which may affect the human resource management
decision making in an organization. It is a way, in which the management communicates with
each and every employee. At Enterprise, maintaining an effective relationship can reduce the
conflicts at workplace. In addition to this, it will give various advantages to the HRM, like; it is
enhance the employee morale and increase the overall productivity of the organization (Tansel,
and Gazîoğlu, 2014). At Enterprise Rent-a-car, there are different ways, which are used for
improvement, like;
Career Development
For reducing the chances of employee turnover, Enterprise has adopted certain practices for
career development of employees.
Enhanced Communication
To maintain proper hierarchy, the top management ensures that all the members in staff have
access to each and every level, so that they can realize the service priority and their value at
Enterprise organization (Yang, 2008).
Vision sharing
To make every employee feel engaged and motivated, the organization is sharing the vision and
plan with its staff members.
Apart from this, there are some factors, which have been used by Enterprise to maintain and
enhance the employee relations (Wang, Wang, Seifert, and Seifert, 2017). These strategies are
given below;

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 The company can use the survey, which acts correctly for evaluating the employee
engagement,
 Emphasizing on the employee engagement at all the levels of management
 Recruitment and selection of appropriate managers for training and development of
employees
 Develop a positive employment relationship by managing the HRM effectively
The above-mentioned discussion shows that employee relation is a significant internal factor that
may affect the decisions of HRM. Each and every organization should focus on maintaining
positive relations with the employees. For example, Kingfisher Airlines is also using the above
given practices to maintain employee relations.
Employment Legislation
Employment Law came into effect when the industrialization was spread across the globe. It has
made various changes to the employment and the nation. The major purpose of employment law
is to mediate the relationship between employees, companies and government (Blanpain, and
Bisom-Rapp, 2014). There are so many legislations under this law, which protect the workers
from unfair practices on their workplace. This legislation works as an external factor, which may
affect the decisions of HRM as the companies need to comply with these laws and regulations.
There are some laws, which affect the HRM at Enterprise-a-car organization, which are given
below;
Workplace Equality Act
This act was introduced to allow the organization to provide equal opportunities to all the
employees. It allows the people to work in a working environment, in which they are not biased.
Fair Hours and Wages
This act was implemented for the objective of improving the conditions of hours and wages of
the employees in an organization. To comply with this, Enterprise has implemented more safe
working condition, in which each and every employee has all the right for suing his/her employer
in any unsafe situation (Walsh, 2015).
Health and Safety Act

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This act provides the duty or responsibility to the employers to ensure the health and safety of
their workers, when they are on the work (Reese, 2015).
Thus, these laws and regulations work as the external factors, which may affect the HRM
decision making process at Enterprise Rent-a-car organization.
Task 4
LO4 Human Resource Management practices in a work-related context
For applying the HRM practices in work related context, the designation of HR executive is
chosen here. The job description and CV for the chosen position are stated below;
Job Advertisement
Job Description and person specification
Job Title HR Executive
Role of candidate  To assist the HR manager in recruitment and
selection process
 To attain the organization in attaining business

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objectives
Responsibilities  Manage the employees and motivate them
towards their job
 Assist the employee for the interest of
organization
 Conduct interviews and call the candidates
 Communicate with all the levels of management
 Execute effective HRM practices At Enterprise
Objective The major objective of HR executive is to support the
Assistant HR Manager in implementing HRM practices
and elements.
Required Qualification MBA (HRM) or PGHRM Diploma of 2 years
Required Skills  Effective communication skills
 Computer proficiency
 Flawless English

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Curriculum Vitae
CV for HR Executive
Albert Smith
Email ID: [e-mail]
Contact No.
Career Objective
Seeking for a significant and challenging role in the organization where I can show my
skills and abilities and attract with the new people. Want to serve the position as a dynamic
employee, working for others as a team and attain growth for the organization.
Career History
 2014- Present as HR executive
 A skilled HR executive with the proven proficiency in implementing the procedures
and policies, recruiting and selecting having 2 year experience
Personal skills and qualities
 Effective communication skills
 Creative thinker and effective leadership skills
 Able to motivate the people
 Able to maintain confidentiality and honesty