Case Study on FedEx HR Practices
Federal Express Corporation or (FedEx) has a reputation of being one of the most employee-friendly organizations in the globe. This international company started in June 1971 by Frederick W. Smith at Little Rock, Arkansas in the United States. He thought that airfreight, being a service business is needed to expedite documents quickly across the world. Generally, FedEx has a human resource management that focuses on the suitable working environment for the employees. At the same time, it encourages the workforce to come up with advanced solutions and innovations for the further growth and development of the company. The most amazing part here is to know that the entire workforce has been shown their total commitment to the company. And, it has been proven once; this was the time that FedEx experienced a series of severe financial difficulties for the first few years in the industry. The employees were selling their personal belongings; as well as used their credit cards just to be able to finance the delivery of the packages of the customers to different places. During this period, the employees did not even receive their salary on time, but still they decided to stick with the company. This is a very rare story of an exceptional loyalty of the employees, and it would not have been happened if FedEx were not a company worth fighting for. Meaning, there must be something in FedEx that the employees believed in that the company was worth for their sacrifices and great contributions.
(http://www.casestudyinc.com/hr-best-practices-at-fedex-best-company)
Furthermore, there after, this company has able to rise into something great that even made it one of the leading companies all through out the world. After few years in the business, FedEx even developed a tremendous innovative and standard human resource programs for their workforce. Since then, many other companies in the world have started to pattern their human resource programs from its HR system. In 1973 to be exact, the founder and CEO of the firm Smith had developed and implemented the “People-Service-Profit (PSP) principle. This principle had based on the fact that the company truly and genuinely cares for its employees. And, this has been the major reason that the employees even go out of their way to become more effective and efficient with their service to the customers. Admittedly, this solidarity and harmonious relationship between the FedEx’s owner or employer and the employees provide a great benefit to the company through generating more revenues all through out the years of providing air freight service to the diversified customers. In addition to that, the owner even implemented an SFA program; this helped the HR management to take fair and balanced decision on employee promotion in the organization. This was even enhanced in 1992 by the introduction of automated online survey system in the United States. Regularly, every employee is being required to participate in the online survey. When the results are already collected, the HR managers would give feedbacks to their employees; as well as to discus with them if there is any identified problem; the managers provided assistance to resolve it and help the employee to even become better in the job. For this outstanding leadership practices with the employees, in 1988 FedEx, launched a Leadership Evaluation and Awareness Process (LEAP) in order to further encourage the non-managerial employees to aspire to move to the managerial position in the company.
(http://www.scribd.com/doc/44369453/Case-Study-Best-Practices-at-the-FedEx-Corporation)
Aside from that, FedEx also implemented an employee communication program which provides a Guaranteed Fair Treatment Procedure and Open Door Policy for the employees. Along with this program, an effective strategy was being included in order to address and resolve employees’ grievances. Besides of the formal communication system provided to monitor the employees in the organization. Correspondingly, FedEx also designed a Job Change Applicant Tracking System or (JCATS). This is an online computer job posting system that permits the workforce to post any available post in the internet. On the other hand, the company never forgets to give various forms of employee motivation, and some of them are the recognition and reward scheme, where the employees are rewarded for their work. In view there of, FedEx has been ranked as the excellent international organization that tremendously created an excellent HR strategy for the employees that even gives the company ample productivity and profitability. In the final note, FedEx enables to show best HR practices in the recruitment, employee selection, training and development of the entire workforce. It has also the best appraisal system; as well as employee retention strategies.
(http://www.brainmass.com/homework-help/business/management/383239/e)
References:
http://www.casestudyinc.com/hr-best-practices-at-fedex-best-company
http://www.scribd.com/doc/44369453/Case-Study-Best-Practices-at-the-FedEx-Corporation
http://www.brainmass.com/homework-help/business/management/383239/e
Credit:ivythesis.typepad.com
0 comments:
Post a Comment