Busineess case study of enterprise company

8/6/2019 Busineess case study of enterprise company

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Chapter-6

Testing and selection at

Enterprise Rent-A-Car

Business Case Studies


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Founded in 1957, Dealing with the rental car, truck, bus etc.

$10.1 billion annual revenue.

internationally recognized brand with more than 8,000 neighbourhood and airportlocations in the United States, Canada, the U.K., Ireland, and Germany.

Enterprise had 728,000 rental cars in

use, employing over 65,000 people

at work.

Ranked highest in customer satisfaction

among airport rentals in11 out of

the past 12 years.


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Attracting applicants

Recruitment

Testing Types of tests

Basic Testing Concepts

SelectionSteps in the Selection Process


Recruitment

Selection

Case Study Questions

GTU Questions


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y External recruitment needed for new skills or businessexpansiony Advertising through newspapers and online

y Enterprise offers a clear Career Pathy Trainees progress through branch managementy May rise to General Managers over time

y Enterprise is active within universities to attract talenty Interns act as liaison to potential applicantsy Information provided

through Careers Fairsand presentations



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y Online recruitment process

y Applications through the Come Alive website

y Improves speed and efficiency

y www.enterprise.co.uk

y Different entry routesy Enterprise Internships for students at university

y Students gain experience on the job across all areas of Enterprise

y May lead to full time employment on graduation

y

Graduate Management Trainee programmey Fast-track career path to Assistant Manager

Recruitment


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y Definition

y

The act of subjecting toexperimental test in

order to determine how

well something works.

Testing


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y Ability test (Achievement test):-y It determine how well an individual can perform task related to the

job.

y Aptitude test:-

y It determines a persons potential to learn in a given area.

y Personality testy To measure a prospective employees motivation to function in a

particular working environment.

y Graphology testy To predict success or failure through handwriting. It is vastly used in

U.S.

Types of tests


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Motor Dexterity Test:-

This is the most important test for the company because the

basic transaction of the company are related with the vehicles.

Motor Dexterity is the skills of hand movement or use of both the

hands while they are driving the car, bus ,truck etc.


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Reliability The consistent scores obtained by the same person when

retested with identical test.

Validity It helps to credit whether person will be successful in given job.

validity test determine employee who will be able to perform the

job well and those who will not.

Basic Testing Concepts


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Testing in Enterprise


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y Definition:-

The process by which an organization chooses

from a list of applicants the person or persons who

best meet the selection criteria for the positionavailable, considering current environmental

conditions.

Selection


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Steps in the SelectionSteps in the Selection

Process in The CompanyProcess in The Company


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y Job description

y Summarises the job Task, Duties

Responsibility (TDR)

y Person specification

y Highlights the qualities the

candidate needs to have

Knowledge, Skill, Ability (KSR)

y Candidates selected on

y Match to skills and competencies framework

y Ability to achieve not just current post but also future

potential

Selection Base


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Case Study Questions


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Q. 1. Identify three reasons why Enterprise uses workforce

planning.

y The HRM function not only manages existing staff, italso plans for changes that will affect its future staffingneeds. This is known as workforce planning

y To fill vacancies from retirements, resignationsy To increase numbers to fill new jobsy To acquire new skills to use new technology

y Every year enterprise recruits an average of 1,000staff into its graduate recruitment program in theUK and Ireland.


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2. In a competitive market, what does Enterprise do differently

to attract high quality candidates?

y Enterprise offers a clear Career Pathy Trainees progress through branch managementy May rise to General Managers over time

y

Enterprise is active within universities to attract talenty Interns act as liaison to potential applicantsy Information provided

through Careers Fairsand presentations

y

External recruitment needed for new skills or businessexpansiony Advertising through newspapers and online


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3. What competencies does Enterprise look for when recruiting

in order to maintain its high levels of customer service?

y The assessment day is a standard part of the

Enterprise recruitment process. Candidates take part

in practical exercises, including role-play, as well as

individual and group activities.

y Areas tested include

y customer service skills,

y flexibility,

y sales aptitude

y work ethic

y leadership and teamwork.


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4. How does Enterprises strategy of providing a career

path benefit the company?

Grows the leaders and managers of the future

Supports the professional Enterprise reputation


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GTU Questions


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Recruitment

y The recruitment is the process of

searching the candidates for

employment and stimulatingthem to apply for jobs in the

organisation

y The basic purpose of

recruitments is to create a talent

pool of candidates to enable the

selection of best candidates.

y Recruitment is a positive process.

i.e. encouraging more and more

employees to apply.

Selection

y Selection involves the series ofsteps by which the candidatesare screened for choosing themost suitable persons forvacant posts.

y The basic purpose of selectionprocess is to choose the rightcandidate to fill the various

positions in the organisation.y selection is a negative process

as it involves rejection of theunsuitable candidates.

Q.1 Explain the difference between recruitment and

selection.


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Cont

y Recruitment is concerned with

tapping the sources of human

resources.y There is no contract of

recruitment established in

recruitment

y selection is concerned with

selecting the most suitable

candidate through variousinterviews and tests.

y selection results in a contract

of service between the

employer and the selected

employee.

Recruitment Selection


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There are two main purposes for reference checks.

1) One purpose is to gain insight about the potential employee from the people who

have had previous experience with him or her.

2) The second purpose for reference checks is to access the potential success of a

prospect.

Because anybody can give an objective assessment of an individual than his or her

previous employer or a person known to him or her.

But one should guard against the following while considering employing a prospect:

1) The prospect is likely to approach those persons who would speak well about him orher.

2) People may write favorably about the candidate in order to get rid of him or her.

Q-2) Why it is necessary to conduct reference checks during the

selection process?


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Perception:our inability to understand others accurately is probably the most fundamentalbarrier to selecting the right candidate.

Fairness: fairness in selection requires that no individual should be discriminated against

on the basis of religion, region, race or gender.

Validity: validity is a test that helps predict job performance of an incumbent. A test thathas been validated can differentiate between the employees who can perform well and

those who will not.

Reliability:A reliable method is one which will produce consistent results when repeated in

similar situations. Like a validated test, a reliable test may fail to predict job performance

with precision.

Pressure: pressure is bought on the selectors by politicians, bureaucrats, relatives, friends

and peers to select particular candidates. Appointments to public sectors undertakings

generally takes place under such pressures.

Q-3) Explain the barriers to effective selection?


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Presented By,

[9] Vishalsinh Vaghela.

[15] Bharat Solanki.

[19] Haresh Soni.

[29] Ashish Patil.

[43] Rajiv Makwana.

Busineess case study of enterprise company

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