'Fedex Essay\r'

'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 military rank And Awareness Process (LEAP) †This policy gave FedEx’s Non-Managerial Employees an opportunity to seek Managerial Positions. LEAP created the expectation for Non precaution Employees to try out their Managerial Skills. LEAP helped Employees of FedEx picture whether they were capable of managing Organizations or non.\r\nIt also gave a chance to FedEx to check out the give wayership and managerial skills of its national Employees. * â€Å"Guaranteed Fair Employee Procedure” (GFTP ) Via â€Å"People â€Service-Profit â€Å" (PSP) Philosophy †iodin of the major HR practices which made FedEx a mastery story was the Guaranteed Fair Employee Procedure where completely typeface of Employee Grievances were taken care of. The philosophy of â€Å" People-Service-Profitâ₠¬Â where Employees were kept before the company’s profit making motives lead to more motivated employees ,leading to more profit in the long run .\r\nIt was believed that people before profits were would lead to more efficient bring in on behalf of the employees to the customers , thus strengthening the brand image of FedEx. * date Planning Executive Education (SPEED) †The SPEED political platform introduced at FedEx were done mainly to give feedback to the spunky level employees reporting directly to the CEO or to the crown management of FedEx. Feedback was given periodically n order to rate the skills and promot qualification of the people who were likely to knock back them in the near future.\r\nSuch Employees were suggested which areas they needed to work on to improve their skills for their new positions some old age down the line. b) If you had to attract top Talent from Fedex, what would be your strategy for this, assuming compensation and role were not t he key factors for attracting talent from Fedex? Develop your response base on the case 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 succeeding(a) strategies: * Fringe Benefits †* Perks †* Job Enlargement And Enrichment More provoke Job Opportunities Q2. Based on the industry FedEx is in and on the nature of its business, list down 1 or 2 competencies which you think are vegetable marrow to the organization (across functions and levels) and which are essential for employees to possess in order for the organization to succeed. Justify your answer appropriately Ans) * Recruitment Focusing on Entrepreneurship †The recruitment way followed by FedEx is to hire people who have a mind for new Entrepreneurial ventures. They have to be creative in nature and have the ability to think out of the box.\r\nThis Recruitment strategy has worked good for FedEx. * Employee Centricity and Retention †FedEx Core Competency 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 always intercommunicate 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.\r\n'