What are the HRM best practices at FedEx Corporation?
This article discusses the Human Resource Management (HRM) Best Practices at the FedEx Corporation like the People-Service-Profit (PSP) philosophy, Leadership Evaluation and Awareness Process (LEAP), Employee Communication Program, Job Change Applicant Tracking System (JCATS), Survey-Feedback-Action Program or SFA Program etc.
What are the employee communication programs implemented by FedEx?
The employee communication programs implemented by FedEx included the SFA program, Guaranteed Fair Treatment Procedure and Open Door Policy. FedEx also devised a mechanism to address and resolve employee grievances.
Why does FedEx take care of its employees?
This philosophy was based on the fact that if FedEx took proper care of its employees, they would provide efficient service to the customers. This in turn would benefit the company by generating more profits.
How does FedEx reward employees for their work?
FedEx rewards employees for their work with awards such as the ‘Bravo Zulu’ and the ‘Golden Falcon Award’. FedEx is an example of an organization that has created an effective HR strategy that supports productivity and profitability.
What is FedEx's employee communication program?
The employee communication programs implemented by FedEx included the SFA program, Guaranteed Fair Treatment Procedure and Open Door Policy. FedEx also devised a mechanism to address and resolve employee grievances. This was apart from employing a formal communication system to inform employees about the major events taking place in the company.
What is the reward program for FedEx employees?
Recognition and Reward Program. FedEx rewards employees for their work with awards such as the ‘Bravo Zulu’ and the ‘Golden Falcon Award’ . FedEx is an example of an organization that has created an effective HR strategy that supports productivity and profitability.
What is the LEAP program?
Leadership Evaluation and Awareness Process’ (LEAP) In 1988, FedEx devised a program known as ‘Leadership Evaluation and Awareness Process ’ (LEAP) to encourage non-managerial cadre employees to move to the managerial level within the company.
What would happen if FedEx took care of its employees?
This philosophy was based on the fact that if FedEx took proper care of its employees, they would provide efficient service to the customers. This in turn would benefit the company by generating more profits.
When did FedEx start?
FedEx was incorporated as ‘Federal Express Corporation’ in June 1971 at Little Rock, Arkansas, US. Since it began in 1971, its’ management focused on providing a suitable work environment ...
Employee Communication and Performance Appraisal
At FedEx, two-way communication between the management and the employees was encouraged.
Employee Retention
Employee retention was a significant aspect of FedEx's HR policy. Commenting on the significance of retaining the employees, McMahan said, "In our competitive marketplace, employee loyalty tends to be low. If employees don't like their jobs, they simply walk across the street and find a new one.
The Benefits Reaped
Over the years, FedEx developed several innovative HR programs that served as a benchmark for many organizations, particularly in the service industry.
Exhibits
Exhibit I: 'People-Service-Profit' Philosophy at Fedex Exhibit II: The Hire Orientation Kit Exhibit III: The Leadership Evaluation and Awareness Process Exhibit IV: Key Questions Asked in the SFA Program (Pertaining to the Employees' Boss) Exhibit V: The Statistical Quality Indicators Exhibit VI: Rewards and Recognitions Program at Fedex