Student NO:

Neluni silva 11
T.A.Sandunika Perera 30
Chathuranga Madushanka 05
Soboothanan Bathmaraja 54
Sharan Haran 69

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 ACKNOWLEDGEMENT

We would like to express our special thanks of gratitude to our lecture MRS.Hansadi, who gave
us the golden opportunity to do this wonderful report about Human Resource Management. Which
also helped us to know about so many new things we are really thankful to you.
Secondly we would also like to thank our parents and friends who helped us a lot in finalizing this
assignment within the limited time frame.

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 EXECUTIVE SUMMARY

The main objective of this report is providing the details about, Understand the concept and
process of HRM, be able to apply the HR functions to a given situation, Understand approaches
to employee wellbeing in organizations and Understand the ways of exiting employees.

The information is collected through the books, magazines, newspapers and internet sources, In
section one; it will talk about, the need of HR planning, in section two, the Recruitment and
Selection process, The third section will talk about Job description and Job specification,
Performance appraisal sheet and Health and Safety Risk assessment sheet, The finally forth section
will talk about, employment exit procedure.

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 TABLE OF CONTENT

1. The Need Of HR Planning

2. The Recruitment And Selection Process
3. Job Description And Job Specification, Performance Appraisal Sheet And Health And
Safety Risk Assessment Sheets
4. The employment exit procedure

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QUESTION 1 (chathuranga)
(Uronu, 2014) (Majumder, 2014)

Introduction
Planning is not only important for an organization it is also important in our daily life as well,
planning is a very essential part in enterprise rent a car or to any other organization as well.
Enterprise rent a car’s success lies mostly on the employee’s skill level, creativity and dedication
towards the company. Many organizations who over look or who are unaware of HR planning
have a less chance of surviving in the business world and therefore if there is proper HR
planning it will help enterprise rent a car in dealing with an issue or issues in an effective
manner.
Human Resource Planning
A successful complete Human resource Plan covers many vital parts such as recruiting skilled
employees, employee training programs, goals and objectives or even responsibilities for
businesses, management of payroll and benefits and many more. An HR plan can tell both
tactical and strategic needs for instance in a tactical HR plan it addresses how the daily employee
issues and agreements with the government regulations are being managed on the other hand a
strategic HR plan will help enterprise rent a car by putting up professional recruitment and
training programs. By having highly skilled employees it will boost the productivity, moreover
as the car rental market is increasingly competitive it will give enterprise rent a car a competitive
advantage and will be able to achieve their goals.

The need or importance of Human Resource Planning to enterprise rent a car.

1. Future employee needs
Human resource planning make sure that there is enough people available in order for enterprise
rent a car to continue their operations smoothly as possible. In other words it means that Human
Resource Planning acts as a kind weapon or tool to guaranty the future availability of employees
in order to carry out the enterprise rent a car’s activities successfully. Human Resource Planning
controls the enterprise rent a cars future employee needs in terms of quantity and quality of the
employee work force. And from the information from the case study enterprise rent a car have
never failed to recruit the correct quantity and quality of employees to the business.
2. Managing with changes
Most of the businesses including enterprise rent a car can’t grow or be successful without having
the right employees in the right places. Which makes it a very important for Human Resource
Planning to recruit and select the most suitable and appropriate candidate to fill in the vacancy.
Any HR plan have to show the enterprise rent a car’s goals and objectives and determining the
staffing requirements to meet them.
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A plan for recruiting should take into consideration about any budgeting restrictions and finding
ways to find qualified candidates for instance it can be internship programs, job fairs, advertising
or in this case enterprise rent a car uses the following methods such as by raising the company’s
profile within UK universities using brand managers and attending carrier faire etc.
HR planning should also include on how the selected candidates are being interviewed so the
correct candidates are being recruited. Enterprise rent a car uses their own unique way to
interview their candidates.
Moreover to make it easier for both the applicant as well as the company enterprise rent a car
provides a website which contains a registration function and lists of available jobs. It also
provides a lot of information about management trainee role and the company culture and values.
3. Managing changes
Human Resource Planning is important so that it can manage changes which are related with
external environmental factors. It also helps to measure the current human resources from the
Human Resource inventory and adjust it to the rapid changing technology, economic forces and
political.
4. Development of human resources
Human Resource Planning identifies the necessary types of skill that is needed for different job
levels in order to carry out successfully at enterprise rent a car. HRP arranges various types of
training and development programs in order to teach new abilities and skills so that the
employees of enterprise rent a car is able to successfully complete the assigned tasks efficiently
and effectively as possible.
In enterprise rent a car they have an assessment day where candidates take part in practical
exercises, including role play, as well as individual and group activities and later will be decided
on what type of training and development programs are needed for the selected candidates in
order to them to be much skilled and be able to complete tasks successfully.
5. Decreasing uncertainty
Human Resource Planning helps to reduce the related impact of uncertainty of enterprise rent a
car which are brought up by unexpected changes in the process of Human Resource Management
in the company. Which will also keep the smooth going of enterprise rent a car and is a huge
benefit to the company on the short run. For instance as enterprise rent a car operates in a highly
competitive market place having delivered a perfect customer satisfaction is what keeps them
going so its HRP function to reduce any sudden changes in labor force and in the company.
6. Correct use of Human Resources
Human Resource Planning measure that enterprise rent a car obtains and uses the labors
effectively and efficiently in order to achieve their objectives successfully. A main function the
Human Resource planning does is that it evaluates and recruits skilled human resources fully so
that the overall cost of production is low.

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Human Resource Planning process
1. Analyzing organizational objectives.
2. Inventory of present human resources.
3. Forecasting demand and supply of human resource.
4. Estimating man power gaps.
5. Formulating the human resource action plan.
6. Monitoring, control and feedback.

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QUESTION: 02 (Soboopathanan)

Recruitment & Selection Process in the Organization.

Recruitment.
A man being enlisted for an opening might be need on a transitory or changeless premise
contingent upon how that the worker is required for. The might be required full time or low
maintenance this all relies on upon how long they will be required every week. Interior
Recruitment Internal enrollment implies that the individual enlisted to carry out the occupation
will be taken from inside the association. This kind of enrollment will give current
representatives the shot for advancement or extra obligation. Outer Recruitment External
enlistment is the way toward selecting from outside the association.
Undertaking's on the web enrollment process is an essential piece of its system. This enhances
the speed and proficiency of the application for both the organization and the candidate. The site
gives an enlistment capacity and records accessible employments. It likewise gives a
considerable measure of data about the Management Trainee part and the organization culture
and values. This permits candidates to get a smart thought of whether Enterprise would suit
them.
Newcomers can enter the business in various ways.

 An "entry level position" plan is accessible for first and second year college understudies.
This gives understudies a chance to work with Enterprise. Understudies increase
significant experience and there is the likelihood of turning into a full-time worker after
graduation. Understudies take an interest in an underlying classroom-based instructional
course. After this, they work in a branch office where they start at work preparing.

 Understudies go up against an indistinguishable duty from administration students and

find out about deals, advertising, client benefit, business administration and organization
bolster.

 The Enterprise Graduate Management Trainee program offers graduates a most

optimized plan of attack profession way with open doors for self-improvement and
speedy movement.

 Inside as meager as 8-12 months, they can climb to a Management Assistant then on to
Assistant Manager. The part incorporates giving an awesome client encounter,
advertising the business and offering the administration, and managing business
accomplices, for example, insurance agencies, dealerships and auto body shops.
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At Enterprise, each representative can accomplish advancement inside the organization, which
decreases the requirement for outer enrollment. In any case, Human Resource Management
(HRM) understands that the future may hold changes influencing its staffing needs, so they can't
oversee just existing staff. This is known as a workforce arranging. One reason the organization
utilizes this arranging is the probable go into new markets.
Enterprise advertises posts through a wide range of media. It uses special recruitment sites at
peak times in the year. Its recruitment brand and website, ‘Come Alive’, is designed to target
graduates.

Selection.
Once you have a pool of completed application forms, the next step is to select the best person
for the job. In most firms this means whittling down the applicant pool by using screening tools
including tests, assessment centers and background and reference checks.
The selection process ideally involves mutual decision. The organization decides whether to
make a job offer and how attractive the offer should be, and the job candidate decides whether
the organization and the job offer fit his or her needs and goals. In reality the selection process is
often more one sided.
The selection process aims to find the best person for the job. The process includes:
• Screening - to check whether applicants have the skills to meet the needs of the role.
• Interview with recruitment and branch manager
• An assessment day - candidates take part in role-play and other tests and activities.

Enterprise needs its candidates to be:

• Customer service focused.
• Persuasive.
• Flexible.
• Results driven.
• Able to lead.
• Able to communicate.
Enterprise focuses on meeting its customers' needs. Its employees help to deliver its aims.
Some staff are hired from outside the business. Many are developed and trained within the
business. An unhappy customer is not likely to return so Enterprise uses the best staff to
provide a high level of service to keep customers happy

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QUESTION: 03 (Sandunika and Neluni)
Area Manager is the one who manages a section of a business or organization in a particular
area.

Job description

Once a job analysis is done, it provides information on the job as well as the job holders.

Information provided regarding the job is called job description.

JOB DESCRIPTION FOR AREA MANAGER OF RENT A CAR

Job Tittle Area Manager

Superior Marketing Manager
Subordinates Sales Rep
Location Colombo, Sri Lanka
Level 01
Brief description To ensure the delivery of exceptional
operational and commercial standards
throughout stores in the Area. To ensure
compliance in all areas of operational activity
and drive sales and profitability through the
performance and development of Store
Managers, whilst managing within agreed
budgets.
Duties and responsibilities 1. Ability to manage and develop a
positive and productive management
team
2. Exceptional leadership skills with the
ability to drive and motivate
performance through effective
coaching skills
3. Demonstrable and strong business
acumen

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 4. Highly organized with the ability to
adapt quickly to strategic change
5. Ensure compliance with company’s
policies and operational guidelines

Requirements 1. Proven experience as area manager or

similar managerial role
2. Exceptional communication and
interpersonal abilities
3. Excellent problem solving
4. BSc/BA in business administration or
similar field
5. Excellent organizational and
leadership abilities
Hours of work 8.30 am to 5.30 pm / Monday to Friday a week
Rate of pay Rs. 80000 + OT + allowances

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Job Specification
The document which included information about job holder is known as job specification.
JOB SPECIFICATION FOR AN AREA MANAGER OF RENT A CAR
Experience 10 years of progressively more responsible
positions in management field, preferably in a
similar industry in two different firms.

Experience managing a professional staff.

Academic qualifications GCE A/L
BSc in business administration
Master’s in business
Professional qualification Completed CIMA
Skills and abilities  Good employee relations

 Communication skills ( English

,Sinhala and Tamil)
 Leadership skills
 Expert in the internet and social
media strategy with a demonstrated
track record.
 Ability to coordinate the efforts of
a large team of diverse creative
employees.
 Ability to lead in an environment
of constant change.

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Performance Appraisal Form
Performance appraisal sheet is one way of referred to as a performance review which use in
companies and organizational level to review the previous performance of each employee.
PERFORMANCE APPRAISAL SHEET FOR AREA MANAGER OF RENT A CAR

Employee Name: S.A.Sunil Perera Tittle: Area Manger

Department: Enterprise Employee payroll number: SP0156
Reason for review: Annual Promotion
Merit End probation period
Unsatisfactory performance Other
Date employee began present position: 05.06.2013
Date of last appraisal: 01.11.2015 scheduled appraisal date:

Rating Identification

O- Outstanding: Performance is exceptional in all areas and is recognizable as being far

superior to others.
V-Very good: results clearly exceed most position requirements. Performance is of high quality
and is achieved on a consistent basis.
G-Good: Competent and dependable level of performance. Meets performance standards of the
job.
I- Improvement needed: performance is deficient in certain areas. Improvements is necessary.
U- Unsatisfactory: results are generally unacceptable and require immediate improvements.no
merit increase should be granted to individuals with this rating.

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 General Factors Rating Supportive Details or Comments

Attitude performance Good Positive review: he has one of those

attitudes that is always positive. He
frequently has a smile on his face. He
is enjoying his job
Negative review: He has terrible
outlook at times which has a tendency
to bring down the entire team.

Creativity & innovation

Very Good Positive review: he has a creative
performance touch in a sometimes dull role within
the team. The way he adds inspiration
to the day today tasks he perform is
admirable.

Performance review phrases

Very good Positive review:
for decision making  He was able to made sound
fact- based judgments
 He was objective in
considering
a fact or situations
 He was able to worked out
multiple alternative solutions
and determined the most
suitable one

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 Problem solving skills Good Positive review: He is observes a
problem and quickly identifies
potential solutions and then makes a
recommendation as to what solution
to pursue.

He understands the testing process

and how to discover a solutions to a
specific problems.

Negative review: He is poor at

communicating problems status
before it becomes a crisis.

Very good Positive review: He manage his

Teamwork skills performance
relationships with his coworkers,
managers, and employee in a
professional manner.

He contributes to the success of the

team on a regular basis.

He is a perfect team player.

He understands how to help others in

times of need.

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 Health and Safety Risk Assessment Sheet

Risk assessment is the process where we find:

 Identify hazards.
 Analyze or evaluate the risk associated with that hazard.
 Determine appropriate ways to eliminate or control the hazard.

In practical terms, a risk assessment is a thorough look at workplace to identify those

things, situations, processes, etc that may cause harm, particularly to people. After
identification is made, evaluate how likely and severe the risk is, and then decide what
measures should be in place to effectively prevent or control the harm from happening.

HEALTH AND SAFETY RISK ASSESSMENT SHEET FOR AREA MANAGER

What is the Who might harmed? What are you What else could Who will do When will
hazard And how? doing to manage you do to this? it be done?
this hazard? Manage this
hazard?
Team Team members and On such scenarios Always leads to HR Manager 10.10.2016
conflicts manager as HR manager, work as a team.
First have to cool
When employees come down all employees Try to reduce
with complaints about and then have to employee
another employee, it take a proper complaints.
puts the area manager decision.
in a difficult position Provide safe
of having to arbitrate environment to
the dispute. the employee.

Workplace Team members and First guide them to Provide 1 hour HR Manager 13.10.2016
stress area manager manage their break time.(lunch
works. time )
This is one of the
biggest hazard for both If it is possible try Give a chance to
parties. Because of too to reduce their work listen music
much works they will load. while they are
face to this workplace working.
stress problem.
Organize annual
trip.

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Not Customers As a first step have Provide rest room HR Manager 17.10.2016
enough to get the financial facilities.
vehicles Now the demand is too support from the
(lack of high so the company is bank. Go for a loan
supply) uncomfortable with
that situation. Because Try to buy more
of that customers might vehicles
be harm.

Ill Clients As a first step have Once a month HR Manager 15.10.2016

functioning to get a separate Vehicles should
of vehicles When customers come vehicle maintainer. send to the
to rent a vehicles if service Centre for
there is no vehicles it a checkup.
will be a big issues to
the service. And it’s Have to wash the
not good for the vehicles twice a
reputation too. week.

Have to check oil

and water daily

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ENTERPRISE TRAINING MANAGER
A training manager handles the learning and professional development of an organisation's
workforce. Trainers equip staff with the knowledge, practical skills and motivation to carry out
work-related tasks.

During this process, trainees gain the experience and knowledge required to perform managerial
duties alone. The primary responsibility is to work with managers to direct operations. The job
description also requires trainees to monitor employee output and manage functions.

JOB DESCRIPTION FOR ENTERPRISE TRAINING MANAGER AT ‘RENT A CAR’

JOB TITLE SUPERIOR Date:

Trainee manager Assistant general manager
Job code : F0012 Department : Enterprise Level : 1

JOB SUMMARY

The enterprise training manager gains knowledge and experience to learn the business, to learn
how to ultimately manage the branch and to support .the entire business as a whole. The training
manager performs duties in all aspects of the branch to become more familiar with line and staff
functions, operations management and company policies and practices that affect each aspect of
the business. The objectives of the management trainee assignment is to educate the trainees as
to all aspects of the business so that he/she can ultimately run the branch unit.

ESSENTIAL RESPONSIBILITIES

Customer service and operations

Provide a high level of customer service by assisting customers and assessing their rental
needs in person and/ or by phone.
Effectively market the company while picking up and dropping off customers in safe and
courteous manner and assisting customers as needed.

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 Conduct follow up with various businesses and customers including insurance adjusters
or agents, dealerships, auto body shops, road side assistance and national reservations to
obtain appropriate information regarding the status and availability of rentals and
customers’ vehicles.
Clean vehicle interior and exterior by hand or by operating washing equipment when
needed.
Notify management of any known customer problems.

Sales and Marketing/Financial performance

Apply appropriate rental charges and handle all forms of customer payment.
May collect and receive branch receivables or vehicles.
Understand, communicate and let the customer know about optional protection products
of vehicles, rental terms and conditions, vehicle features and benefits, fuel options and
additional equipment.
Assist in marketing efforts to increase business income.

Maintenance

Notify management of any known vehicle problems and any required vehicle
maintenance

Miscellaneous

Continuously build knowledge and skills, pursue training and development opportunities,
and attend required company sponsored training classes.
Maintain a regular and reliable level of attendance
Perform miscellaneous job-related duties as assigned.

Qualifications

GCE A/L’s

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 Bachelor’s degree or Associates Degree and/or equivalent educational background

Hours of work

9:00 am – 6 :00 pm on week days

9:00 am – 2:00 pm on Saturdays

Rate of pay

LKR 55000 + OT+ Allowances

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 JOB SPECIFICATION FOR TRAINING MANAGER

EXPERIENCE  More than 5 years of experience in

managing training employees

ACADEMIC QUALIFICATIONS  GCE AL’s

 Bachelor’s degree or Associates degree

and/ or equivalent educational
background.
PROFESSIONAL QUALIFICATIONS
 Passed CIMA finalist or partially
qualified

SKILLS AND ABILITIES  Excellent work coordination

 Good communication skills
 Good employee relations
 Developed interpersonal skills
 Flexibility and good listening skills
 Competency of managing ambiguity
 Time management skills
 Always staying customer focused

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 Health and Safety Risk Assessment sheet

What are the Who might be What further Actions by When

hazards harmed and actions are whom
how necessary
Slips and trips Staff and visitors Better house- HR manager 1/1/2017
maybe injured if keeping is
they trip over needed
objects or slip on
spillages.
Workplace stress Employees and Motivation and HR manager 5/1/2017
managers team work
Vehicle Customers Instant repair HR manager 5/1/2017
breakdown done by the
employees from
rent-a-car.
Handling vehicle Workers Adequate HR manager 7/1/2017
repairing training
equipment

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 Performance Appraisal Sheet of Training Manager at Rent a Car

Employee Name: W.P.Silva Tittle: Training Manger

Department: Enterprise Employee payroll number: EP0265
Reason for review: Annual Promotion
Merit End probation period
Unsatisfactory performance Other
Date employee began present position: 10.01.2013
Date of last appraisal: 01.11.2015 scheduled appraisal date:

Rating Identification

O- Outstanding: Performance is exceptional in all areas and is recognizable as being far

superior to others.
V-Very good: results clearly exceed most position requirements. Performance is of high quality
and is achieved on a consistent basis.
G-Good: Competent and dependable level of performance. Meets performance standards of the
job.
I- Improvement needed: performance is deficient in certain areas. Improvements is necessary.
U- Unsatisfactory: results are generally unacceptable and require immediate improvements.no
merit increase should be granted to individuals with this rating.

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 General Factors Rating Supportive Details or Comments

Attitude performance Very Good Positive review: Positive attitude

towards work. He enjoys his job and
engages politely with the trainee
workers.

Creativity & innovation

Good Positive review: Creativity and
performance innovation can be seen in him upto a
moderate level, probably because he
is engaged with the trainee staff
mostly.

Positive review:
Performance review phrases
Good  This is done with a sound
for decision making understanding.
 Performance reviewing is done
at his best.
 Decision making is carried out
very wisely
Negative Review

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  Some of the decisions taken by
him have been disliked by the
trainee workers.

Problem solving skills

Very Good
Positive review: Problem solving
skills are superb. Problematic
situations are identified by him very
quickly and takes wise steps when
handling them. Communicates the
problems with the trainees and solves
disputes effectively.

Teamwork skills performance

Very good
Positive review: Manages
relationships with his coworkers
effectively, and also the trainee
employees.

Contributes to the success of the team

at all times.

Understands the needs of trainee

employees and also how to help them.

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Question: 04 (Sharan)
Employee Exit Procedure
It is important that you have a standard procedure in place for when an employee leaves your
employ. This should include what is known as an 'exit interview.' in addition to a verbal, face-to-
face interview with your departing employee.

A wide array of value can be obtained during the exit interview process. One management goal
should most certainly be to get to the bottom of why the employee is leaving, if they are doing so
voluntarily. It is also an opportunity for you to learn information that will enable transfer of
knowledge and experience from the departing employee to a successor or replacement.

A good exit interview may also reveal useful information about your organization, your
management and work team, the working environment, company processes and systems, etc.
You will find that a well-conducted exit interview can provide a current snapshot of your
company, including revealing information about relationships within your staff as well as with
suppliers, customers and others.

Although it takes time, a certain degree of organization and you will be exposing yourself to
potential negatives about your company, do not ignore the opportunity that exit interviews offer.
They are a unique chance to survey and analyze the opinions of departing employees, who are
often more forthcoming, constructive and objective then you will hear from employees who are
still on the job. When they leave your employ, departing employees are liberated and as such
often provide a rich source of objective feedback.

Exit interviews also give your departing employee an opportunity to provide you with
constructive feedback and to leave on a positive note and with mutual respect. Try to avoid
having recrimination, blame, despite, etc. as part of your exit interview process. When you
conduct an exit interview do your best to remain calm, objective, fair and – if the situation
warrants – as helpful as possible to the departing employee's future.

The time between when an employee makes a decision to leave and their actual departure date
provides a crucial opportunity for you to gather information and knowledge from the employee.

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This is especially true where an employee has accumulated a significant amount of knowledge
and/or company connections.

Whenever an employee resigns or you have made the decision to terminate them, always ask
yourself "Do we need to invest time in some sort of knowledge transfer prior to when they are
gone?" Even low level employees will often have information that is useful to the organization.
Moreover, most departing employees will gladly share this knowledge in order to help the
successor or to help train others, if asked politely to do so.

Exit interviews also provide a number of other positive possible outcomes for your company
going forward into the future. These include:

 showing other employees your company is a caring organization

 'making peace' with disgruntled employees who might otherwise be vengeful
 they provide proper HR practices and are seen as necessary for professional people
management, which can come into play if an employee makes claims against the
company at a later date
 you learn valuable information about improving employee retention, as well as how to
improve recruitment and orientation of new employees
 sometimes an exit interview will result in retaining a valuable employee who otherwise
would have left due to a misunderstanding

Although it is good practice to have a written component of your exit policy, it is important to
conduct an exit interview face-to-face since that will allow you to have better communication,
understanding and interpretation of the real reasons behind the employee's leaving.

However, it is equally important to have a written exit interview form. This provides you with a
document you can keep on file for a later date, as well as prompts you to ask the same questions
of each employee who leaves. This can prove valuable to show nondiscrimination as well as in
uncovering information that you have learned is valuable to going forward in your replacement
process.

Exit Procedure in Enterprise rent a car

When the employees are happy they will remain happy as long as they can and will be staying in
the company for a long time until they have given their best where as they will be in the
company for a very long time.

There is also a point where as the employees need to be provided with new skills and to be
increased with the business capacity of expanding.

When an Employee exits or when an Employee Resigns

This section provides managers the steps and resources needed when either the College or the
employee has decided to terminate the employment arrangement, including necessary paperwork
and details on the exit interview.

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  Exit Checklist for Employees Resigning
 Exit Checklist for Employees Retiring
 Exit Checklist for Managers/Chairs
 PT Request for Record of Employment
 Exit Interview

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