Human Practice Case Study: Fedex-HR Practices Case

FedEx – HR practices Case Study:

In 2008, when FORTUNE magazine and the Great Places to Work Institute released the 100 “Best Companies to Work For” is a list in which FedEx which is the leading global logistics solutions provider was one among them and was the largest employer in the year 2008 list the only shipping company included. A Tennessee based company called Memphis which ranked in 97th place overall and now figured in the list in 10 position for a period of past 11 years. Package Delivery Company was named to be the “Best Companies to Work for” Hall of Fame in the year 2005. FedEx like its main rival United Parcel Service (UPS) is considered to be a forerunner of U.S. economic health. Over the years, FedEx had started established

FedEx received a high rating in the areas like earnings, allowance, employee turnover, self-confidence and work diversity. During its lifespan, FedEx has introduced several HR practices such as a program is introduced called as ‘Survey Feedback Action’ program which is a communication program that is designed to encourage employees to give its feedback on policies within FedEx. Furthermore, a procedure called Guaranteed Fair Treatment Procedure ensures that all employees concerns are addressed. The companies ‘Leadership Evaluation and Awareness Process’ gives non managerial employees the opportunity to seek management position within FedEx. FedEx also devised employee training for every six months, employees are required to pass a job knowledge test which is required and recruitment which helps to recruit and development programs such as the Job Change Application Tracking System. FedEx has leveraged qualities like teamwork, speed, and precision in building the largest express transportation company in the world. FedEx grew so remarkable because of its simple philosophy called psp stands for people, service and profit. Ever since it began the operations in 1971, the company aimed at building an atmosphere that fostered