Workforce Planning; Enterprise Rent-A-Car Company

Workforce Planning; Enterprise Rent-A-Car Company

The global corporate world has gone through significant change over the 21st century and competition in reference to entities has evolved in the process. Human resources has been a part of operational strategic planning; however, according to research various forms HR strategies such as workforce planning which is a diverse and more critical form of using the labor force than before. This paper takes an in depth comprehension of how HR strategies more particularly workforce planning strategies as employed by Enterprise Rent-A-Car company which has become a major player in the car rental industry majorly because of its HR strategy.

Question 1

Workforce Planning

HR management has always been identified as the process an organization is to employ, train as well as develop staff for an organization to attain its goals. However, as stated by Ward, Tripp, and Maki, (2013), the basic function of human resources need to be changed in order to any corporate associating leverage over their rivals, subsequently bringing in the question of workforce planning. Workforce planning is the current principle function of HRM that is related to methodical identification of organizational goals and aligning their objectives to the size, experience, know how as well as capacity of the workforce at the establishment (Emmerichs et al, 2004). The significance of workforce planning spans through a variety of organizational functions from financial to administrative as explained below.

Significance of Workforce Planning

Financial Significance. Getting the exact number of workers equipped with the proper skills as well as competence to work on specific obligations at a specific time is bound to reduce costs such as damages, overtime, as well as other staff related charges such as training (Driscoll et al,. 2007). The decrease in operational cost as well as increased quality of both product and services plays a major role in improving competitive advantage.

Administration significance.  According to Hurst (2005), the right set of staff provides minimal supervision allowing managerial resources to be used on other significant factors


Question 2

From the growth of Enterprise has highly given its competition a high ground to cover.  The company’s competitive advantage is derived from having a quality workforce planning derived through the following factors.

Internal workforce promotion. Enterprise has adopted a policy of its own staff to managerial positions. Consequently, this suggest that the individuals recruited in lower positions understand the fact that due to increased delivery they have a chance to grow within the organization itself. This process self-motivates the organization staff to have the drive of going up the corporate ladder.

High profile recruiting. Enterprise has adopted an online recruiting strategy that it sets up in its own graduation program only selecting the highest skilled, motivated as well as competent members. This from of recruiting increases the speed as well as efficiency at which aids the organization get the right people for the job at the right time. In addition to quick recruitment the company also offers a trainee program that aids new work force to get to Management Assistant then on to Assistant Manager positions in a shorter time. The only requirement needed is that the staff provide high profile customer experiences, marketing as well as selling the business services, as well as creating a positive relationship between the company and its complimentary partners such as insurance companies, dealerships as well as body shops.

Wide range of advertising.  In order to attract a wide range of technocrats Enterprise uses a wide variety of media channels; for instance, the company uses the internet actively through their website Come alive. On this platform, they show the benefits that the candidates will be privy to in terms of career opportunities and progress. The website also has the option where the candidates can apply or he jobs. The platform has success stories that the employees have posted to encourage would be candidates.

Specialized recruitment Websites. Enterprise gains maximum advantage over its peers by not only running and managing its own website but also advertising on other website platforms to capitalize on maximum visibility. This bearing in mind that up to half of employment in the UK is through the website platform.

Question 3

Having a right set of HR strategies has gone a long way in allowing Enterprise become highly competitive in the service industry. Hendry and Pettigrew (1986), in HRM summarized the sets of HR that make organizations competitive therefore profitable.

Planning. This HR strategy goes a long way in making Enterprise highly competitive by creatively linking the employees’ goals to the organizational needs. The meticulous plans that the Enterprise has employed in its Human resource strategy internal job advertising and high profile recruitment ensure that the successful candidates are employed leading to competitiveness in service delivery in the Enterprise. Skills sets matching also requires meticulous planning which Enterprise has made it its competitive advantage.

Design and coherent personnel management service.  Enterprise has employed that are rooted on a declared employment policy of the Enterprise and its work force strategy helps it become competitive therefore achieve its goals. The enterprise has a well-documented entry path for Graduates to the organization and this informs the strategy of High employee value. A different example in a service industry is TESCO supermarkets in which the Company has a philosophy in which its strategic human resource is aligned to ‘Customer First’ philosophy. Therefor it staff ensure that the customer is put first and they ensure that customer satisfaction is their first priority.

The Selection process. Hendry et al identified a need to match the Enterprise activities and policies to the Business explicit Strategy. Enterprise employs a selection process where they attempt to match the job description to the personal specification. This ensures that the long-term business strategies are inclusive in the job description through placement of individuals in fields that they are highly competent. This is done through use of skills and competencies framework.

Strategic plan.  Enterprise has identified one of its key strategic goal in empowering employees and matching their skill set to what they do best. Enterprise therefore views and regards people in the Organization as a strategic resource capable of becoming a competitive advantage in them is a right set of Human Resource that makes it competitive. Enterprise has endeavored to train its candidates on the job training and this goes a long way in making it competitive in the service industry. The organization has identified the need to develop employees who are capable, motivated to work and matched to where their skill sets are highly utilized. This has made the Enterprise competitive leading to its expansion.



In summary, a service-orientated business like Enterprise must deliver perfect service every time to keep customers satisfied this consequently building on the company’s competitive position. According to the research done to write this paper it is evident that the company attains its competitive advantage is derived from workforce planning. This is this the practice of having the right people to work on a specific task. Enterprise achieves its obligation through motivating its workforce through internal promotion; placing trainee staff through a course that improves their value; as well as finding their staff from a wide spectrum. This factor allows the company offer unique services and remain highly competitive


Driscoll, K., Massey, H. G., Robbert, A. A., Vernez, G., Rand Corporation., United States., United States., … Project Air Force (U.S.). (2007). Workforce planning and development processes: A practical guide. Santa Monica: RAND.

Emmerichs, R. M., Marcum, C. Y., Robbert, A. A., & National Defense Research Institute (U.S.). (2004). An operational process for workforce planning. Santa Monica, CA: Rand.

Hurst, K. (2005). Primary care trust workforce planning and development. London, Whurr Publishers.

Ward, D. L., Tripp, R., & Maki, B. (2013). Positioned: Strategic workforce planning that gets the right person in the right job. New York: American Man