FedEx - the Value and Importance of Training - Case Study Example

The Value and Importance of Training the the the Table of Contents Introduction – About Company 3 Current Trends in Training and Development and the most appropriate training selection for FedEx 3 Best ways of applying the training strategies in FedEx 5 Guidelines of a learning, motivation, and performance improvement strategy for FedEx 6 Conclusion 7 References 9 Introduction – About Company Federal Express, better known as FedEx, is a company based in the United States; it provides logistics services to other companies. Originally, in the business of express shipping, the company started offering a wide number of other services after the acquisition of Caliber System Inc. Today it is one of the most famous logistics service companies in the US. FDX Corporation was founded for the purpose of overseeing operations of the different units and subsidiaries of FedEx. In the year 1980, the company had abandoned a joint service with British Airways, in which BW was supposed to fly a concord to Ireland and Shannon with packages of FedEx onboard, subsequent to which FedEx would fly the packages to the different points of delivery in Europe. FedEx Corp later on acquired Kinkos Inc. to expand its retail access to the public in general. Being a technologically driven organization, its competitive strength lies in the technical aspect, as well as skills and expertise that it nurtures. The project seeks to bring forth the different training approaches that can be implemented in the organization for sustaining its competitive strengths and position in the market. Along with this, it provides a description of the best ways of applying the training strategies in the organization (FedEx Corp, 2012, p.7-8). Current Trends in Training and Development and the most appropriate training selection for FedEx Training and development have evolved as key requirements for organizations trying to sustain their competitiveness in the market. Accounting for one of the key aspects of human resource strategies in organizations’ training and development helps maintain a highly skilled workforce updated with the latest technologies and skills. The current training and developmental programs delivered in organizations are noted to be changing along with the changes in the external and business environments. Some of the critical trends noted in the recent training programs in organizations are the adoption of a performance consulting strategy; constant monitoring and evaluation of results to monitor performance; and a just-in-time approach in training. The current trend in such activities is identified as being in alignment and associated with the long-term strategic objectives of the organizations. They are focused on the strategic and competitive strengths of the organization and are aimed at accomplishing long-term goals and objectives (Laird, Naquin, & Holton, 2003, p.77). The present training and developmental programs in FedEx must first address the gap or discrepancy between the firm’s current level of performance and that which is desired. This includes making analysis of the basic level of performance of employees according to their detailed job description and key result areas (KRAs). Since FedEx is largely a technologically driven organization, it must update itself on the current trends in technology and services. Training must necessarily concentrate on the technical competencies and skills of employees and delivered as per their performance levels. This also includes taking into account the forecasted technical skill requirements in the organization. Another current trend in training programs noted in organizations is that they are largely concentrated on the behavioral aspects in addition to skills building. This is also geared towards adding value to the competitiveness of the organization at large. Behavioral modifications are desired in FedEx to bring about greater tenacity and motivation level at the workplace, stress and time management, team building, leadership and motivational aspects of employees. Some of the conventional behavioral methods of training that can be imparted to the employees are role plays, business games and equipments stimulators. In all of these above training programs candidates are made to work in an artificial environment in which they receive experience of real life situations that need the behavioral competence to handle stress, manage and accomplish tasks on time, handle organizational conflicts and resolve them successfully. Significant importance is attached to team building aspects in such programs, which teaches employees to collaboratively work with subordinates, peers and superiors (Laird, Naquin, & Holton, 2003, p.77). Best ways of applying the training strategies in FedEx A training program must necessarily be based on the complete analysis of performance of the workforce. An effective training program must be delivered according to the discrepancies between the current and the desired levels of performance. A well developed performance management is a prerequisite for the application of an effective and efficient training program. Besides group training, it must be suited to meet the individual needs and requirements of employees. This includes the technical and the behavioral training strategies. The best mechanism of applying training and development program is to develop an effective communication network in which every trainee and the supervisor can stay connected. Collecting feedback from candidates and taking reviews regarding the efficiencies and drawbacks of the program is a necessity to identify the extent of success of the programs and identify the loopholes which can be removed from the process. A well-defined communication network helps prevent drawbacks and inefficiencies in the system and overcome the concerns of the employees. This helps them better exploit the training programs and learn from them successfully. Training and development today must be incorporated through the use of the best resources and equipment. Without the application of suitable equipment and resources, training programs become inefficient and are prone to failures. This can cause significant loss in the form of increasing costs and wastages, rendering the programs unsuccessful. The behavioral training which is conducted in artificial environment specifically requires advanced equipment and tools. Coupled with the maximum support from the management training and development, it must necessarily be imparted through the right kin of investments in suitable equipment and environment in order to be effective (ESI International, 2011, p.16). Guidelines of a learning, motivation, and performance improvement strategy for FedEx Learning and motivation in the organization can be significantly improved through a well-defined and advanced communication network in which knowledge can be shared between employees and the management. Managers can particularly transfer knowledge through this medium. In this manner the individual drawbacks and needs of employees can be brought to the fore and sorted out accordingly. Training programs are particularly associated with motivational aspects in the organization. It is recommended that training is delivered to make employees groomed to take up a responsibility above their present level of expertise in future. By doing this, the organization succeeds in motivating employees as they become aware of the fact that the organization is concerned about their career progression and advancement along the organizational hierarchy. Regular feedback and reviews from the supervisor also motivate them to further improve their performance as their concerns are taken care of. This also forms an important aspect of all learning organizations. A constant mode of exchange of information for improving individual and organizational performance is crucial for a learning organization. The overall performance and productivity of employees can be significantly improved through the training program itself. Training programs can be set against individual goal accomplishment of employees. Their performance can be evaluated as per their ability to realize and attain those goals. In case they are not able to reach the goal, training can necessarily look into the individual loopholes and focus on removing them. Individual gaps in competence and efficiency must be addressed through the programs. In addition, the training modules can be developed to align individual objectives with organizational objectives. It is necessary that regular and constant monitoring of performance of employees post the training programs is conducted in order to realize the effectiveness of the programs. Performance improvement of each individual employee reflects through overall improvement of performance of the organization. This way, the overall productivity of the organization can be uplifted along with the improvement in performance of the individuals (Mathis & Jackson, 2010, p.265). Conclusion The analysis reveals that FedEx requires updating its training techniques and strategies as per the requirements of the external business environment and conditions. As it is driven by an aggressive technological environment, it is recommended that it focuses on the technical skills of the workforce. This is aimed at removing individual skill gaps of employees through a well-defined performance management and evaluation system. Each of the individual training requirements of the employees can be catered through. In addition to this, the training must also be aimed at enhancing behavioral aspects of the employees. This can be particularly aimed at uplifting their stress-taking capacity, team management and building capacity, motivational and leadership qualities, time management and group activities. Training techniques such as business games, equipment stimulators and role plays call for significant investments from the company in the form of resources and equipment. Complete support from the management along with the right direction of investment can make training processes successful and effective. A proper communication network program is required for nurturing the learning process in the organization through quick information exchange and transfer. Lastly, training activities must be coupled with suitable career progression plans for the workforce for motivating them, as they can be convinced about the management’s concern for their advancement and growth along the career ladder in the organization. References FedEx Corp. (2012). Annual report pursuant to section 13 and 15(d). Retrieved from http://pdf.secdatabase.com/2044/0000950123-11-065246.pdf. Laird, D., Naquin, S. S., & Holton, E. F. (2003). Approaches to training and development. USA: Basic Books. Mathis, J. H., & Jackson, J. H. (2011). Human resource management: Essential perspectives. USA: Cengage Learning. ESI International. (2011). Applying training and transferring learning in the workplace: How to turn hope into reality. Retrieved from http://www.esi-intl.com/~/media/Global-Web-Site/Files/US/PDF/Research-Reports/ESIUS_Applying-Training-Transferring-Learning-FULL-REPORT. Read More