In 2003, Fortune magazine named FedEx Corporation, a leading global logistics solutions provider, among the list of 100 best companies to work for in the US (Yeow, 1999). FedEx was featured on that list for five years in a row. FedEx was one of the first organizations to create a traditional human resources policy; it looked at employees as a way of reaching long term goals and increasing profitability. During its three decades in business, FedEx has established a few original human resources practices. One of which include the corporate communication program, which is also known as the survey feedback action program, it motivates employees to give feedback on management policies.
Another original human resources policy they have is their guaranteed fair treatment procedure which assures that any type of grievance made by an employee will be addressed. FedEx also has also created an employee development program, such as the job change application tracking system, this system was created to help employees that are not permanent, apply for permanent positions at FedEx. Then there is the leadership evaluation and awareness process which gives non-managerial employees the chance to apply for managerial positions. FedEx has the succession planning executive education program, which is in place to prepare senior management for top management positions. Lastly, FedEx also holds employee training programs, the overall human resources policy is concerned with building a committed, competent as well as customer oriented workforce.
Workforce magazine wrote, “FedEx is an example of an organization that has created an effective human resources strategy that supports productivity and profitability. The corporation’s philosophy is that employ...
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...er and the employee. There are basic functions all managers perform which are planning, organizing, staffing, leading, and controlling.
These represent what is often called the management process. Staffing, personnel management, or human resource management is the function for the organization to focus on today's workforce environment. It includes activities like recruiting, selecting, training, compensating, appraising, and developing. The functions of human resource department in an organization are ideally aimed to ensure there is recruitment of employees, compensation for their services, helping them perform their tasks and solving different problems that arise during work in order to optimize business profitability through their performance. Each of the functions of human resources department really plays a vital role in the effectiveness of any organization.
Southwest Airlines is one of the most successful airlines in the United States. There has never been layoffs or strikes in the history of the company, although there were several times when layoffs could have been justified, including the months following the September 11, 2001 terrorist attacks. However, Southwest's Mission statement says “Above all, Employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Southwest Customer.” (Southwest, 1988). The Airline has always believed that their corporate culture is one of the keys to their success. The culture recognizes that employees have emotional intelligence and that their attitudes and morale are key to the teamwork and creative environment.
FedEx Express’s customer segments were based on the amount of revenue FedEx obtained from the particular customer during the previous year. At the top of the pyramid were businesses with more than $10 million in annual FedEx billings. A primary responsibility of account executives assigned to these companies was to analyze the client’s shipping business to negotiate contractual agreements that would typically last from two to three years. At the bottom of the pyramid were small accounts of just $6,000 to $40,0000. In these cases, the account executive’s job was typically to look for ways to increase the use of FedEx at local offices and to report to worldwide account executives of any issues that had come about. The account executives received compensation on achieving particular revenue targets, and the process of determining Express sales goals occurred on a quarterly basis. Account Executives wanted to beat the revenue targets or reach the minimum performance to plan in order to get a sales bonus. Even though there were many sales fluctuations based on changes in customer behavior, account executives would make adjustments in order to meet their goals. In comparison to Express, FedEx Ground shared the hierarchical configuration of sales teams and the geographic reach, but had a smaller customer base. Signing new clients was somewhat more difficult for
The strong legacy of ethics and integrity is essential at United Parcel Service(UPS) in order for the company to be able to attract and retain the best employees, gain and keep the trust of its customers, create shareholder value, support the communities in which they operate and the protection of the company's overall reputation. This legacy has to be carried on for every employee and management in order to remain a competitive package delivery company. All of these aspects pertain to this legacy that revolves in human resources department.
This rating as well as many others factors have lead to the success of the United Parcel Service. The current status of the company reflects the strength of the their competitive position. The leaders of the current which include James Kelly, Michael L. Eskew, and John A. Duffy have set an example for anyone who is interested in management as a career. Their tactical maneuvers are first rate. This company succeeded because of the drastic communication advances. The customer is ultimately satisfied with the reliability of UPS to deliver on time. This is the marketing factor that sets UPS a step above the competition All decisions were made in the respect that the company would continue to bring the customer more than they expected. In turn United Parcel Service is an extremely profitable corporation. The environment provided by UPS keeps customers, employees, and managers working hard to keep up the high standards set by todays’ customers.
Sheridan Garrison was committed to connecting with their people to ascertain how they felt though constant communication. FedEx and scriptures put emphasis on building trust and putting the needs of other before your own. Employee satisfaction results from the experience of one’s job and the atmosphere. Consistent with Brown, Gray, McHardy, &Taylor (2015), employee trust within the workplace influences workplace performance. Furthermore, Philippians 2:4-5 conveys that we should not only look out for our own interests, but take an interest in others, as well. You must have the same attitude that Christ had. FedEx Freight’s policy and scripture are very similar. They both relate to putting the needs of others before your own and the importance of trust in our leadership. Isaiah 26:3-4 declares that the Lord will keep him in perfect peace whose mind is stayed on him, because he trusts in him. Trust in the Lord forever, for the Lord God is an everlasting
UPS is the largest parcel delivery service in the world. They also help their customers its customers with supply chain management, logistics, and financial services. UPS used to be a trucking company with technology, now it¡¦s a technology company with trucks. One of the UPS¡¦s key success factors is the way they manage their operations. Their carefully designed network of vehicles, sorting facilities, and hubs combined with their IT system, allows them to pick up 13 million packages each day from 2 million addresses for delivery to over 6 million commercial and residential addresses worldwide with highest levels of reliability, efficiency, and speed. Also the integration of its air and ground operations gave UPS the ability to optimize utilization of its assets while still meeting customer service requirements. Other key success factor is UPS¡¦s human resource management. UPS has lowest turnover rates in the industry and succeeds in developing a portion of its workforce for management positions each year. The company¡¦s unique culture emphasized accountability and efficient execution at every level of the organization.
This article is about Harrah’s Entertainment; one of the largest casino entertainments made a decision to move away from being a product based company to a strategic marketing company geared towards customer satisfaction by implementing a customer focused rewards program. Bill Harrah, the founder of the company established the company’s reputation on the premise of pride of the employees working for “the best in the business” while given more attention to the condition of the properties. However, when Gary Loveman joined the company as the new Chief operating officer, he made a move towards customer service. Gary Loveman hired Marilyn Winn, the head of Human Resources, to change how the company engaged in people development. Winn came up with a strategic plan to develop Harrah’s human capital. As a result, Winn is faced with the difficult task of improving employee motivation and job satisfaction in a rough economy after 9/11, which changed our nation forever. Although, the company gained market share it did not quite meet the company’s projected level.
UPS and FedEx are the leading parcel carriers in the U.S. FedEx has significantly expanded their capability to compete with UPS’s dominant ground delivery service. UPS has continued its strong marketing efforts in overnight and deferred air services. Both of these carriers have introduced information systems, which include user-friendly Internet interfaces. The carriers have also expanded logistical services and improved integration with customer supply chains.
The promotion of employees from within is a fact and testament of their successful development and training program. Southwest Airlines has a program designed to strategically developed managers in an intensive Manager-in-Training program that prepares them for the next level. The university is the umbrella for training and development for Southwest since 9/11 which has focused on enhancing its curriculum to help employees achieve their goals. Southwest Airlines provides a Career Development Group that helps employees focus on personal and career growth. This is accomplished by working on a component that will align the employee’s personal development needs and strengths so they can grow more. It also encompasses a skills assessment that’s structured toward helping employees align their degree to a specific job within the company. As stated before, Southwest’s purpose is designed to encourage employee fulfillment and by their Career Development services help them become more fulfilled in their jobs. According to their philosophy, Southwest Airlines hires for attitude and trains for skills. This is why they have become a company with high retention rates. Southwest Airlines is voted “the best place to work” for a simple reason. The company invests in their employees and are committed to their values and
Managers have five major functions to perform, namely planning, staffing, organizing, controlling, and coordinating. These roles or functions of the management separate management from other roles such as marketing and accounting among others. The lessons that I have currently learned will help me in becoming a manager who will be capable of making various decisions that will have an impact on the whole firm. Additionally, the area where I have much interest in is the function of controlling in management.
In 1913, C.J. Tower & Sons, forerunner to FedEx Trade Networks subsidiary FedEx Trade Networks Transport & Brokerage, begins operation as a customs broker in Niagara Falls, N.Y. It was not until 1971 that Federal Express Corporation was founded in Little Rock, Ark. In 1975, FedEx installed the first drop box for the public and since then the company developed and maintained a strategic leadership in managing a broad group of transportation services, e-commerce and other business services. The company offers integrated business solutions through a network of subsidiaries operating independently, including: FedEx Express, the world's largest express transportation company; FedEx Ground, North America's second largest provider of small-package ground delivery service; FedEx Freight, a leading provider of regional less-than-truckload freight services; FedEx Custom Critical, the world's largest provider of expedited time-critical shipments; and FedEx Trade Networks, a provider of customs brokerage, consulting, information technology and trade facilitation solutions. (www.fedex.com)
... input. FedEx also is very interested in promoting from within. 92% of current managers have moved up through the company. This shows a dedication to improving the skills of followers and their success. This also proves to the employees that working hard to possess the characteristics of Kelley’s “exemplary follower” pays off with promotions and increased salaries. FedEx obviously believes that the best followers make the best leaders.
As an organisation grows and expands, the human resource department. will know that the organisation needs to recruit more staff and they plan carefully and carefully. Recruiting staff in an organisation is very expensive. and costly, so the human resource function helps the organisation to.
function, managers need to analyse how activities and resources are to be grouped and carry out plans successfully (Bartol 2007). A manager have to understand their ability to manage the lower level employee which is the most valuable of the company as they are the key of output and implement in the planning. Then manager will coordinate the jobs between authority and responsibility that is to define the role position of them (MSG 2012).
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."