Fedex Essay

If you were the HR Head of a major competitor of FedEx a) List down the 3 HR practices which you would emulate of FedEx. Explain reasons for the same. Ans) * Leadership Evaluation And Awareness Process (LEAP) This policy gave FedExs Non-Managerial Employees an opportunity to seek Managerial Positions. LEAP created the chance for Non Management Employees to hand over out their Managerial Skills. LEAP helped Employees of FedEx check whether they were capable of managing Organizations or not.It as well as gave a chance to FedEx to check out the leadership and managerial skills of its inherent Employees. * Guaranteed Fair Employee Procedure (GFTP ) Via People Service-Profit (PSP) Philosophy One of the major HR practices which made FedEx a success story was the Guaranteed Fair Employee Procedure where all(a) type of Employee Grievances were taken care of. The philosophy of People-Service-Profit where Employees were kept before the fraternitys profit making motives lead to to a gre ater extent motivated employees ,leading to more scratch in the long run .It was believed that people before profits were would lead to more efficient work on behalf of the employees to the customers , thus change the brand image of FedEx. * Succession Planning Executive Education ( repair) The SPEED program introduced at FedEx were done mainly to give feedback to the high take employees radicaling directly to the CEO or to the confidential information management of FedEx. Feedback was minded(p) periodically n order to rate the skills and promotability of the people who were likely to alternate them in the near future.Such Employees were suggested which areas they needed to work on to ameliorate their skills for their new positions some years down the line. b) If you had to attract devolve talent from Fedex, what would be your strategy for this, assuming compensation and role were not the spot factors for attracting talent from Fedex? Develop your response based on the ca se field of study (identifying areas where Fedex may not be as good) and state your assumptions, if any. Ans) To lure top Talent from FedEx, we can go in for the following strategies * Fringe Benefits * Perks * origin Enlargement And Enrichment More Exciting Job Opportunities Q2. Based on the constancy FedEx is in and on the nature of its business, list down 1 or 2 competencies which you infer are core to the organization (across functions and levels) and which are inborn for employees to possess in order for the organization to succeed. Justify your answer befittingly Ans) * Recruitment Focusing on Entrepreneurship The recruitment style followed by FedEx is to take away people who apply a mind for new Entrepreneurial ventures. They have to be creative in nature and have the ability to think out of the box.This Recruitment strategy has worked well for FedEx. * Employee Centricity and Retention FedEx Core power lies in the fact that all the Employees are treated equally and both grievance are taken care of. No stone is left unturned to see to it that all problems faced by employees are eer addressed to before the company objectives. Q3. What do you think would be the top 5 measures the CEO of FedEx would want his HR Head to measure and report on an ongoing basis.