FedExs HR and Leadership Evaluation and Awareness Process - Essay Example

At the heart of its corporate policy is the philosophy of “People-Service-Profit”. The FedEx Team integrates a range of technological solutions, Management Information Systems, and leadership ideas to deliver quality services by the maintenance of cohesion in its team and monitoring performance levels. The use of innovative technology begins right with the collection of the shipments. FedEx® Ship Manager Software gives a unique track record of the shipment from collection to delivery. The software also helps the company in risk mitigation during transit. FedEx Compatible Solutions Program gives the customer, flexible shipping options linked with time and cost. White Glove Services® and FedEx Custom Critical also provide customer-specific deliverables. The company’s intellectual properties are owned, operated, and protected by its IT division.

The increased focus on quality deliverances goes hand in hand with the strengthening of the company’s human resource infrastructure. FedEx allows strategic decision-making at all levels and has a well-oiled system to monitor its implementation by managing the upward, downward, and lateral flow of information. Four business divisions of FedEx are integrated by a centralized IT system that has an annual budget of $1.5 Billion. 7 Habits® training module keeps the IT team in a dynamic improvement of key skills mode.

The company used the exclusive FXTV and IP multi-cast technology to keep the employees, worldwide, abreast of a change management initiative. The training curriculum in FedEx, the Leadership Evaluation and Awareness Process (LEAP) carried out in-house at Leadership Institute molds employees into middle-rung managers, sometimes catapulting them to the top echelons of the company. An Internet-based program helps the employees to look up and seek company-wide promotion opportunities available. This doesn’t exclude the company’s policy to take into its ambit, at any level, HR talent from outside.

Creativity, aptitude, and undertaking responsibility are rewarded through a dynamic monitoring system. To keep the rising stress levels under check are the Rethinking Stress, and Power of Understanding training programs. The focus of the training remains the deliverance of efficient services through the entrenchment of cooperative spirit amongst employees and reduced bureaucratic hurdles. FedEx has entrusted OCI to design an Internet-developed program that will help its Human Capital Management Program (HCMP) to tackle absenteeism effectively besides analyzing disability losses and costs from management and employee perspective in light of increased decentralization.

Then there are other programs like The Gender Speak, Delivering Diversity, Introducing Diversity, and RESPECT that serve to enhance the coordination of the multi-cultural workforce of FedEx. Attitude Survey and Action Planning (ASAP) provides the individual and collateral HR performance indication to read and direct staff’s motivation levels. FedEx.com is the centrally accessible mouthpiece of the organization, where the latest policy and non-policy information is updated. For the percolation of ideas from the communities it works in, FedEx encourages HR staff to participate in people-specific programs. Within, FedEx, it is just not sharing information but a proactive exchange of ideas to augment its systems to the needs of an ever-changing service industry needs. Read More