Fedex Case Analysis

Q1. 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 Evaluation And Awareness Process (LEAP) – This policy gave FedEx’s Non-Managerial Employees an opportunity to seek Managerial Positions. LEAP created the chance for Non Management Employees to try out their Managerial Skills. LEAP helped Employees of FedEx check whether they were capable of managing Organizations or not.

It also gave a chance to FedEx to check out the leadership and managerial skills of its internal Employees. * “Guaranteed Fair Employee Procedure” (GFTP ) Via “People –Service-Profit “ (PSP) Philosophy – One of the major HR practices which made FedEx a success story was the Guaranteed Fair Employee Procedure where all type of Employee Grievances were taken care of. The philosophy of “ People-Service-Profit” where Employees were kept before the company’s profit making motives lead to more motivated employees ,leading to more profits in the long run .

It was believed that people before profits were would lead to more efficient work on behalf of the employees to the customers , thus strengthening the brand image of FedEx. * Succession Planning Executive Education (SPEED) – The SPEED program introduced at FedEx were done mainly to give feedback to the high level employees reporting directly to the CEO or to the top management of FedEx. Feedback was given periodically n order to rate the skills and promotability of the people who were likely to replace them in the near future.

Such Employees were suggested which areas they needed to work on to improve their skills for their new positions some years 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 the key factors for attracting talent from Fedex? Develop your response based 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 following strategies: * Fringe Benefits – * Perks – * Job Enlargement And Enrichment More Exciting 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 core 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 suitably Ans) * Recruitment Focusing on Entrepreneurship – The recruitment style 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.

This Recruitment strategy has worked well for FedEx. * Employee Centricity and Retention – FedEx Core Competency lies in the fact that all the Employees are treated equally and every grievance are taken care of. No stone is left unturned to see to it that all problems faced by employees are always addressed 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. Give an indicative scale for these measures i. e. how would you know whether it is happening well or not. Ans) LEAP – LEAP helped Employees of FedEx check whether they were capable of managing Organisations or not. It also gave a chance to FedEx to check out the leadership and managerial skills of its internal Employees. * GFTP – Guaranteed Fair Employee Procedure is a procedure where all type of Employee Grievances are taken care of. The philosophy of “People-Service-Profit” where Employees were kept before the company’s profit making motives lead to more motivated employees, leading to more profits in the long run. * JCATS –Job Change Applicants Tracking System * SQI – Service Quality Indicators * PRISM – Personal Records And Information System