Human

Resources Management
Assignment
HR PRACTICES IN FED-EX
Submi&ed By:
Nidarshana R G
Nikhil Pal

Yash Sood
Sayantan Khanra

GROUP 5
(PGP05079)
(PGP05080)
(PGP05102)
(FPM02007)

RECOGNITION RECEIVED BY FED-EX

Fortune The 100 best

companies to work for in
America
Minority Engineer Top 50
Employers
Business ethics100 Best
Corporate ciSzens
Employee Services
Management AssociaSon
Employer of the year (2002)

PHILOSOPHY OF FED-EX
People-Service-Prot
Unbroken Chain
Each link is supported by other
two and there is no clearly
denable points of entry and
exit
Customers saSsfacSon key to
success
If we take care of our people,
they in turn will deliver
impeccable service demand by
our customers, who will
rewards us with prots which is
necessary to secure our future

HR PRACTICES
RECRUITMENT & SELECTION:
online job applica:on form
eligible candidates iden:ed by matching with companys job eligibility norms recorded in PRISM
Hire orienta:on kit

TRAINING & DEVELOPMENT:

job knowledge tes:ng program (once in every six months)-score recorded in PRISM
LDI(Leadership Development Ins:tute) Core Management Priciples, outdoor based learning, elec:ves
FAME(Field Applied Management Educa:on) :11 week management program for new front line
managers-training in leadership and eld opera:ons
:ed up with Chris:an Brothers university (CBU) to oer 40 week training course for for IS employees

GROWTH OPPORTUNITY:
SPEED ( Succession Planning Execu:ve Educa:on)
LEAP (Leadership EvaluaSon and Awareness Process)
Online job pos:ng system Job Change Applicant Tracking System (JCATS)- Every Friday Fed-ex posted
available jobs on JCATS

HR PRACTICES
EMPLOYEE COMMUNICATION:
SFA( Survey-Feedback-AcSon)
GFTP( Guaranteed Fair Treatment Procedure)
ODP(Open door Policy)
FXTV-in house satellite cable network
Constantly provided the latest nancial data so that they knew what they had to do to maximize
prots
PERFORMANCE APPRAISAL:
Based on People- Service- Prot
People- Assessed leadership abiliSes
Service tracked by service quality indicators measuring customer saSsfacSon
Pretax prot margin to arrive at the incenSve to be given
EMPLOYEE RETENTION:
Exit interview
OpSon to join back
Good compensaSon and exciSng perks
Example: Jump seaSng -allowed employees to y free of cost where Fedex aircraes operated
RecogniSon programs-individual and team recogniSon

FED-EX VS UPS
FED-EX

No unions
People play a role in designing the organizaSon
of work
Arrangements and programs to empower
employees, Encourage suggesSons to promote
innovaSon
No monetary benets
10-12 hours of daily work
Preference to internal customers, people centric

UPS

Teamster Union, represent drivers

work organized by industrial engineers
Less employee involvement, employee
suggesSons
Monetary benets are provided
8 hours of work is mandatory with max 2 hrs
overSme
Focus on external customers, eciency

DIFFICULTIES IN ADOPTING FED-EX HR PRACTICES IN UPS