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A discussion on what organisations can do differently to attract high quality candidates.An evaluation ofu the recruitment and selection process of Rent-a-car highlighting the advantages and disadvantages.Recommendations to enhance the effectiveness of recruitment and selection process of Rent- a car.
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Human Resource Management
Level-2
Sep– Jan 2018 semester
MAJAN UNIVERSITY COLLEGE
FACULTY OF BUSINESS MANAGEMENT
STUDENT ASSIGNMENT
Module Name and Level
Human Resource Management-Level-2
Module Code
BC15-2
Assessment No.
One
Assessment Type & weighting:
Individual (weighting: 50%)
STUDENT MCUC NUMBER:
Please note that a grade will only be given to those whose
student number is noted on this form. Please ensure that
the student numbers from all group members are recorded
accurately.
Submission Date:
MODULE TUTOR:
Dr. K.Kishan
DECLARATION








The work contained in this assignment is my own and that all materials and sources used have been
acknowledged.
I/We have not copied or colluded in part or in whole, or otherwise plagiarised the work of other
students.
This assignment has not been submitted for previous assessment in any other subject or to a
substantial extent has been accepted for the award of any other unit, module, degree or diploma of a
university or any other institute, except where due acknowledgement is made in the text.
I/We confirm that I/we have read, understood and followed the guidelines for assignment submission
and presentation provided by the lecturer.
I/We understand that this assignment may be retained on the database and used to make comparisons
with other assignments in future.
I/We have made a copy of my assignment
This work may be photocopied and/or communicated for the purpose of identifying plagiarism.
I/We give permission for a copy of this marked assignment to be retained by the faculty of Business
Management for the purpose of course reviews by external examiners and to be used as a resource by
Majan College.
I/We understand that unauthorized late submission without a valid written extension will be marked
as per the college policy mentioned in the students handbook page 16 section 4.4.
Majan University College
Page 1
Human Resource Management
Level-2
Sep– Jan 2018 semester
Human Resource Management
Module Code: BC15-2
Assignment type- Individual
Assessment weighting-50%
Rent-A-Car
Introduction
Rent-A-Car. LLC. was founded by Omar in 1957 in the basement of a car dealership in
Muscat-Oman. The business began with only seven cars. Today, Rent-A-Car is the largest
car rental business with more than 100 offices in Oman and more than 90 in other Countries
like Canada, Puerto Rico, the UK, Germany Ireland and other GCC Countries. In 2007, RentA-Car had 17,800 rental cars in use, employing over 2,500 people.
There are four operating units: Rent-A-Car Car Rentals, Rent-A-Car Fleet Management,
Rent-A-Car Car Sales and Rent-A-Car Truck rentals. Whilst customers within each of these
markets need different products, all customers, whether business or private, need a speedy,
convenient and reliable service.
The car rental market is increasingly competitive. Rent-A-Car continues to expand its range
of services to meet customers’ needs. In addition to business rentals at airport and city
locations, it also provides replacement cars for accident repairs, courtesy cars for garages
and short term holiday rentals for breaks or special occasions. Rent-A-Car also offers a
collection service to take customers to their hire cars.
Maintaining high levels of customer satisfaction is a key driver of growth for Rent-A-Car.
Rent-A-Car emphasizes delivering first-class customer service, regularly winning awards for
its efforts in this area. Its small, local office structure and entrepreneurial team working means
its employees are able to make decisions independently to achieve their goals.
This case study explores how Rent-A-Car ensures it has the right people and skills to achieve
its business aims and objectives.
Attracting applicants
Promoting managers and offering career opportunities from within the company has a
positive effect on Rent-A-Car. 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.
Majan University College
Page 2
Human Resource Management
Level-2
Sep– Jan 2018 semester
In order to attract high quality candidates, Rent-A-Car is raising the company profile within
universities using Campus Brand Managers. These are students or interns who work for
Rent-A-Car and act as liaisons for potential applicants. Other activities in universities to
attract interested applicants include:
• Presentations on the company
• Relationships with clubs and organisations
• Attending Careers Fairs
• ‘drop-in’ sessions
• Skills sessions and
• Mentoring program
Students can also visit Rent-A-Car and spend time learning about how it does business and
what opportunities it offers.
Recruitment
Rent-A-Car’s online recruitment process is an important part of its strategy. This improves the
speed and efficiency of the application for both the company and the applicant. The website
provides a registration function and lists available jobs. It also provides a lot of information
about the Management Trainee role and the company culture and values. This allows
applicants to get a good idea of whether Rent-A-Car would suit them.
New recruits can enter the business in different ways.
• An ‘internship’ scheme is available for first and second year university students. This gives
students an opportunity to work with Rent-A-Car. Students gain valuable experience and
there is the possibility of becoming a full-time employee after graduation. Interns participate in
an initial classroom-based training session. After this, they work in a branch office where they
begin on-the-job training. Interns take on the same responsibilities as management trainees
and learn about sales, marketing, customer service, business management and
administration support.
Rent-A-Car advertises its vacancies and opportunities across a wide range of media. This
includes media such as newspapers, magazines and online.
To target graduate recruits, Rent-A-Car has developed a dedicated recruitment brand and
website – ‘Come Alive’. The website shows potential employees the benefits of career
opportunities with Rent-A-Car and provides a medium through which students can submit
their applications. It also presents profiles of Rent-A-Car employees with their career stories.
Rent-A-Car also uses specialist graduate recruitment websites at peak times throughout the
year in order to attract the maximum audience.
Selection
Selection is the process of identifying the best candidate for the role in question. This is
important as the candidates who apply may not always have the correct set of skills and
competencies required by the business. Rent-A-Car seeks competencies in its recruits both
for an immediate job role and also for development over the longer term to support the
Majan University College
Page 3
Human Resource Management
Level-2
Sep– Jan 2018 semester
business growth. HR managers often use standard documentation in order to match job roles
with personal qualities and skills. These include:
• Job description – this summarizes a job role within an organisation and lists the main tasks
• Person specification – this highlights the characteristics a candidate needs for a post, as well
as the desirable qualities the company is looking for.
Rent-A-Car combines the person specification within the job description by using a skills and
competencies framework.
The Rent-A-Car selection process offers candidates several opportunities to show their best
in different situations:
To screen candidates, Rent-A-Car recruitment managers compare the online application
forms (which reflect candidates’ CVs) to the skills and competencies the role needs.
Candidates then have an initial face-to-face interview with a Rent-A-Car recruitment
manager. This is followed by an interview with a branch manager. From this, selected
candidates are invited to an assessment day.
The assessment day is a standard part of the Rent-A-Car recruitment process. Candidates
take part in practical exercises, including role-play, as well as individual and group activities.
Role-play is a valuable way of testing core skills like communication and customer service.
Rent-A-Car can assess a candidate’s performance by different methods and in different work
related tasks. This makes the selection process fairer. Areas tested include customer service
skills, flexibility, sales aptitude, work ethic, leadership and teamwork. The assessment day
ends with another interview with a senior manager in order to make the final selection.
Majan University College
Page 4
Human Resource Management
Level-2
Sep– Jan 2018 semester
The different parts of the selection process help to identify the qualities the company is
looking for. For example:
• Sarah is now a Rent-A-Car Training Manager. She is responsible for creating and delivering
multiple training program to improve employee performance and productivity at Rent-A-Car.
She also provides feedback to management on employee performance. At selection, Rent-ACar had picked out her communication skills, leadership and work ethic. From initial training
Sarah moved to Assistant Manager, Branch Manager then to Area Manager, then into her
current role.
• Laurent is an Area Manager. The selection process highlighted within him a keenness for
sales and a real care for customers. This enabled him to take on the challenges of
responding to changing customer needs whilst meeting business aims and objectives. His
role includes leading managers of several rental branches to develop a culture of customer
service and sales. Through coaching, mentoring and training, he motivates his team by
recognizing and rewarding their achievements so that they can meet their business goals.
Conclusion
A service-orientated business like Rent-A-Car must deliver perfect service every time to
keep customers satisfied. An unhappy customer is unlikely to come back. Rent-A-Car
operates in a highly competitive marketplace. In order to continue its growth and expansion,
Rent-A-Car focuses on delivering very high levels of customer satisfaction.
Its strategy of recruiting people with the right skills and competencies helps the business to
carry out its aims and objectives. In order to keep these key skills in the business, Rent-A-Car
provides continuing development and training for its people as they progress along a longterm career path.
Majan University College
Page 5
Human Resource Management
Level-2
Sep– Jan 2018 semester
Based on the description of Recurrent and selection process at Rent-A-Car LLC.,
prepare a comprehensive report [word limit: 2500 (+/- 10%) words] including the
following
1. A discussion on what organisations can do differently to attract high quality
candidates.
2. An evaluation of the recruitment and selection process of Rent-a-car highlighting the
advantages and disadvantages.
3. Recommendations to enhance the effectiveness of recruitment and selection process
of Rent- a car.
Majan University College
Page 6
Human Resource Management
Level-2
Sep– Jan 2018 semester
Marking Criteria for Written Report
Criteria
Information
and Research
Completion of
Tasks,
Detailed
information
search (20 %)
Substandard
0

There is no
evidence
for
information
search/
Tasks
are
incomplete.
Poor
20




Majan University College
Satisfactory
40
Sources not
used
to
support
substantive
assertions or
argument.
Information
search is not
adequate.
Very limited
resources are
used
to
discuss
the
tasks.
Limited and
uncritical use
of
a
restricted
range
of
sources

Information
search
is
evident.
There is an
attempt
to
address
some tasks.
All the tasks
lack proper
focus
in
discussion.
Although the
information
supports the
task, some
of them are
not properly
analysed
and
lack
paraphrasin
g at some
areas.
Good
50

Relevant
information
search
is
evident, but
not adequate.

There is a
good attempt
to
address
the tasks.

All the tasks
are discussed
but one or
two
tasks
lack focus or
clarity.
Very good
60

Very
good
usage
of
variety
information
from various
sources.
Contents are
properly
paraphrased.
The usage of
information
can be better
if it relates to
the context.

All tasks are
discussed
properly.
Excellent
70

Excellent
application
of
the
relevant
informatio
n
from
variety of
sources.
Excellent
usage and
quoting of
the
literature
at relevant
discussions
. All the
tasks are
discussed
astutely
with
proper
focus.

Use of a
wide range
of
appropriat
e sources,
Outstanding
100

Exceptional
use
of
a
wide range
of
appropriate
and current
sources,
focusing on
research
based
reviews
indicating
personal
research and
critical
awareness
of
their
status
and
relevance.
Page 7
Human Resource Management
Level-2
Sep– Jan 2018 semester
indicating
critical
awareness
of
their
status and
relevance.
Understanding
of Issues (20
%) Reference
to appropriate
theoretical
background,
illustrations.

No
evidence of
understandi
ng
the
issues.
Majan University College

Limited
evidence
of
understandin
g the issues.

General
understandi
ng of the
various
issues.
Some
reference to
related
theoretical
background
is evident.

Good
understandin
g
of
the
various
issues.
Majority
of
the
tasks
show
evidence
of
good
understandin
g of related
appropriate
theoretical
background.


Evidence
of
very
good
understanding
of
relevant
theory
and
research in all
tasks.

Evidence
of
excellent
understan
ding
of
relevant
theory and
research.
Reference
to
appropriat
e
theoretical
backgroun
d provides
support to
the
discussion.


Evidence of
exemplary
understandi
ng
of
relevant
theory and
research.
Reference to
appropriate
theoretical
background
provides
support
to
the
discussion.
Illustrations
are provided
that amplify
Page 8
Human Resource Management

Level-2
Sep– Jan 2018 semester

Application
and Analysis
(35%).
Detailed
discussion on
the
tasks
involved
and
critical
awareness

Lack
of
analysis of
information
.
No
discussion
is evident.

The
discussed
tasks
are
completely
out of focus.

Task are not
properly
addressed.


Majan University College
Limited
evidence
of
critical
evaluation of
material.
Poor analysis
of
information.
Although
there
is
evidence for


Use
of
a
range
of
appropriate
sources. but
without
critical
evaluation,
or
missing
some
significant
items
Evidence of
a
general
critical
stance.
Evidence of
limited
critical
evaluation in
some areas,
with
some

There is good
evidence for
critical
analysis and
reasoning in
some areas.

Evidence
of
critical
evaluation in
some areas,
although
some
material not
evaluated.

Use of a wide
range
of
appropriate
sources
with
some critical
awareness of
their
status
and relevance

Very
good
application of
the
information to
the
case.
There
is
evidence
for
in-depth
analysis
of
data.
However,
all
tasks are not
consistent in


Some
illustration
s
that
support
the
theoretical
backgroun
d
are
evidenced
in
the
discussions
.
Excellent
analysis of
the
informatio
n
and
precise
application
to
the
case.
Critical
reasoning
is evident
while
discussion
of all the
tasks.
the
theoretical
background.

Critical
reasoning is
consistently
evident
across
the
discussions.
The
tasks
have
exemplary
discussion
and detailed
narration.
Evidence
of
thorough
critical
appreciatio
Page 9
Human Resource Management
Level-2
some
discussion,
they
are
discrete and
lacking focus.
It does not
reflect critical
application of
the concepts
to the case.
Presentation
and structure
(15%)
Clear
introduction,
logical
structure,
reference
to
appropriate
theoretical
background,
illustrations,
good use of
the
limited
number
of


The report
is
unorganize
d to the
point
of
being
virtually
unreadable.
Lacks
cohesion
and orderly
flow.
Majan University College


The
assignment
has
unacceptable
failings
in
structuring
and
/
or
clarity
of
written
expression
The report is
difficult
to
read due to
Sep– Jan 2018 semester
lost
opportunitie
s
or
misundersta
ndings.
analysis
and
can
be
presented in a
better
manner.


Though
discussion of
the ideas is
clear,
a
coherent
flow
of
thought
is
not evident.

Evidence for
a
coherent
presentation
is
evident,
but
lacks
uniformity
throughout
the essay.

The report is
unorganized,
but can be
read.
Poor
flow of the
report

The report is
somewhat
organized.
The flow is
not coherent
and
needs


Evidence
of
good
critical
appreciation
and evaluation
of
relevant
theory
and
research and
a systematic
attempt
to
relate it to the
topic
The report is
well
organized.
There
is
orderliness in
the structure.
Coherence is
also
evident
but there is
still scope for
improvement.
A
generally
wellstructured and
n and
evaluation
of relevant
theory and
research
and
a
systematic
and
creative
attempt to
relate it to
the topic

The report
is
well
organized
with
a
cohesive
discussion.
The
structure
of
the
report
is
excellent.

An
assignmen

The
structure is
exemplary.
Execution is
excellent.
Discussions
are free of
grammar or
writing
errors.
A
clear layout
augments
the
presentation
.
Page 10
Human Resource Management
words
allowed, clear
layout, overall
organisation
of the report.
Level-2
overwhelmin
g errors or
misspellings
structure.


References
(10%)

The
references
do
not
clearly
comply with
the
basic
requiremen
ts
of
HARVARD
STYLE
Majan University College

The
references do
not
clearly
comply with
the
basic
requirements
of HARVARD
STYLE
format. The
references


The
assignment
has failings
in
structuring
and
/
or
clarity
of
written
expression,
which impair
its capacity
to
communicat
e
Frequent
composition
al errors or
misspellings,
but
the
report
can
be read
The
report
shows some
compliance
to HARVARD
STYLE
referencing,
but
shows
many errors.
Very
few
Sep– Jan 2018 semester
improvement
.

While
the
assignment
has
some
failings
in
structuring
and
/
or
clarity
of
written
expression,
these do not
impair
its
capacity
to
communicate
.

More
than
occasional
errors
or
misspellings.

The
report
demonstrates
a basic level
of HARVARD
STYLE
referencing,
but
still
contains
major
deficiencies.
expressed
assignment,
that
communicate
clearly.


Well executed.
Few grammar
or
writing
errors. Reads
easily. Is
fairly
well
organized
The
report
demonstrates
a
solid
understanding
of the basic
elements
of
HARVARD
STYLE
formatting.
In-text
t
whose
clear
structure
and
expression
significantl
y
enhances
its
argument

Reads
easily.
Is
well
organized

The report
demonstra
tes
excellent
HARVARD
STYLE
formatting
skills. Intext
citations

Excellent
overall
organisation
of
the
report.

Accurate use
of
Harvard
Referencing
style.

Student
recognizes
the concept
of
intellectual
Page 11
Human Resource Management
format.
are
inadequate to
support
the
literature
used in the
report.
➢ Sources used
show limited
relevance
and
currency.
Level-2
references
quoted
which
are
inconsistent
with
the
amount
of
literature
used in the
report.

Some
sources
of
information
are relevant
while others
are dated.

Sep– Jan 2018 semester
No
sophistication
is evident i.e.
Websites do
not
follow
Harvard
Referencing
style.
Majority
of
the
sources
are relevant
and current.

citations
if
presented at
relevant areas
will lend more
appropriatene
ss
to
the
report.
Sources used
to support the
discussions
are
relevant
and current.

are
presented
at relevant
areas.
Consistent
use
of
relevant
and
current
sources
that
enhance
the
discussions
.
property,
can defend
him / herself
if
challenged,
and
can
properly
incorporate
the ideas /
published
works
of
others into
their
own
work
building
upon them.

Majan University College
Skillful use
of credible,
releva …
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