The document discusses HR practices at FedEx, including recruitment and selection, training and development, performance management and communication, and employee retention. It provides details on each of these functions and their importance. FedEx emphasizes training employees and providing benefits to motivate performance and reduce turnover. The document also briefly introduces competitors DHL and UPS and recommends ways for FedEx to further improve employee retention, such as providing childcare services.

1. HR PRACTICES
• HRM FUNCTION IS PLANNING, STAFFING, CONTROLLING, LEADING AND
ORGANIZING.
• FUNCTIONS OF HRM :
 RECRUITMENT & SELECTION
 TRAINING & DEVELOPMENT
 PERFORMANVE MANAGEMENT& COMMUNICATION
 EMPLOYEE RETENTION

2. FEDEX BACKGROUND
• WAS ESTABLISHED IN 1971 BY FREDERICK W. SMITH
• OFFICIALLY BEGAN OPERATION ON 19TH APRIL 1971 WITH ONLY 389 MEMBERS
• NOW DELIVER 7,500,000 & MORE PACKAGES DAILY MORE THAN 220
COUNTRIES

3. RECRUITMENT & SELECTION
 A SET OF ACTIVITIES TAKEN BY COMPANY TO GET POTENTIAL CANDIDATES
WITH SKILLS, KNOWLEDGE & EXPERIENCE NEEDED FOR JOB (FLOREA & MIHAI,
2014)
 HUMAN CAPITAL THEORY- PEOPLE WITH SKILL, ABILITY & EXPERIENCE
COULD BE CONTRIBUTION FOR ORG SUCCESS (ARMSTRONG,2006)
 FEDEX SEE EMPLOYEE AS ASSET
 IMPORTANCE: COST EFFECTIVENESS, RETENTION, LOYALTY &
PRODUCTIVITY

4. TRAINING & DEVELOPMENT
 TRAINING - METHODS USED TO GIVE NEW/PRESENT EMPLOYEES THE SKILLS
THEY NEED TO PERFORM THEIR JOB (STOREY, 1994)
 HERZBERG THEORY-HELP DEVELOP THEIR SKILLS
 FEDEX GOT CUSTOMER SATISFACTION – PROVIDING SERVICE & INCREASE
PRODUCTIVITY
 PROVIDE TRAINING TO DEBELOP NEW SKILLS WITH CBU COMPANY IN IT &
MANAGEMENT SKILLS
 MCCELLAND THEORY- POWER & AFFILIATION IMPORTANT TO MOTIVATE
 EVERY 6 MONTHS FEDEX CONDUCT JOB KNOWLEDGE TESTING PROGRAM

5. TRAINING & DEVELOPMENT
IMPORTANCE
TRAINING – EMPLOYEE BE EFFICIENT & JOB COST REDUCED
ADV:
PERFORMANCE & PRODUCTIVITY INCREASE
FEDEX- UNDERGO PROGRAM TO TEACH PROCEDURES & POLICIES
“THE HIRE ORIENTATION KIT” GUIDE MANAGER FOR EMPLOYEE IN
ORIENTATION PROCESS

6. PERFORMANCE MANAGEMENT &
COMMUNICATION
 PERFORMANCE MANAGEMENT: CONTINUOUS PROCESS OF IDENTIFY,
MEASURE & DEVELOP INDIVIDUAL PERFORMANCE & ALIGN WITH ORG GOAL
(AGUINIS, 2009)
 COMMUNICATION: 2 WAY COMMUNICATION BETWEEN EMPLOYEE &
MANAGEMENT
 GOAL SETTING THEORY- SETTING GOAL & ITS IMPORTANCE TO HELP
EMPLOYEE PERFORMANCE
 EXPECTANCY THEORY- EMPLOYEES’ BEHAVIOUR & HOWTHEY ADAPT TO GET
MAX SATISFACTION LEVEL FROM GOALS

7. PERFORMANCE MANAGEMENT &
COMMUNICATION
IMPORTANCE:
HELP TO ACHIEVE GOAL & OBJ
PROVIDE VITAL INFORMATION IN DECISION MAKING TO ADMIN MATTER
GIVE EMPLOYEE CLEAR PICTURE OF SUPERVISOR EXPECTATION
ADV:
SURVEY, FEEDBACK & ACTION (SFA) – PROVIDE FEEDBACK IN MANAGEMENT
OPEN DOOR POLICY – SUBMIT CONCERN THRU ONLINE

8. EMPLOYEE RETENTION:
COMPENSATION
 REWARD PROVIDED TO EMPLOYEE FOR THEIR SERVICES
MASLOW THEORY – HUMAN LIVE WITH 5 NEEDS (SELF-ACTUALIZATION, SELF-
ESTEEM, SOCIAL, SECURITY & PHYSIOLOGICAL)
FEDEX: COMPENSATION PLANS (SALARY INCREMENT) AND FIVE STAR
AWARD
IMPORTANCE:
MOTIVATED TO STAY IN ORG
PERFORM BETTER TO BE RECOGNISED
HEALTHY COMPETITION WITHIN EMPLOYEE
PROVIDE WAY FOR CAREER ADVANCEMENT

9. EMPLOYEE RETENTION:
COMPENSATION
ADV:
 COMBINATION OF PAY PROGRAM, WORK/LIFE PROGRAM & BENEFIT PLANS
 - SALARY INCREASE, PAID TIME OFF VACATION, DISCOUNTED TRAVEL
 - AWARDS AS BRAVO ZULU

10. EMPLOYEE RETENTION: BENEFITS
 NON-FINANCIAL COMPENSATION
 MOTIVATION-HYGIENE THEORY : EMPLOYEE INFLUENCED BY 2 FACTORS
 FEDEX: GIVE BONUS SO EMPLOYEE WILL IMPROVE PERFORMANCE
IMPORTANCE
 INDIRECTLY COMPENSATE EMPLOYEE
 HELP FOSTER STABILITY & ECONOMIC SECURITY BY INSURING EMPLOYEE
FROM SICK, INJURY & DEATH
 ENSURE EMPLOYEE WORK IN SAFE ENVIRONMENT
 MOTIVATE & RETAIN EMPLOYEE

11. EMPLOYEE RETENTION: BENEFITS
ADV:
MEDICAL & DENTAL COVERAGE
EDUCATION SUBSIDY
RETIREMENT PLAN
PERFORMANCE BASED BONUS
LOW ABSENTEEISM & TURNOVER
SELF CONFIDENCE BOOST

12. COMPETITORS INTRODUCTION
DHL
FOUNDED IN 1969
ADRIAN DALSEY, LARRY HILLBLOM &
ROBERT LYNN
220 COUNTRIES, MORE THAN
325,000 EMPLOYEE
VISION OF “ THE LOGISTICS
COMPANY OF THE WORLD”
UPS
 FOUNDED IN 1907
JAMES E
200 COUNTRIES
AIM IS TO GROW BUSINESS BY
LOOKING EMPLOYEE NEEDS &
GROW IN FINANCIAL STABILITY AREA

13. COMPARISON OF COMPETITORS
RECRUITMENT & SELECTION
FEDEX DHL UPS

14. COMPARISON OF COMPETITORS
TRAINING & DEVELOPMENT
FEDEX DHL UPS

15. COMPARISON OF COMPETITORS
PERFORMANCE MANAGEMENT & COMMUNICATION
FEDEX DHL UPS

16. COMPARISON OF COMPETITORS
EMPLOYEE RETENTION
FEDEX DHL UPS

17. FEDEX’S COMPETITIVE EDGE
 PEOPLE-SERVICE-PROFIT (1973) – TO TAKE CARE OF EMPLOYEE TO GET
BETTER SERVICES
 REWARDS EMPLOYEE WITH RECOGNITION AWARD – FIVE STAR & GOLDEN
FALCON AWARD
 BENEFITS – EDUCATION SUBSIDY, TRAVEL DISCOUNT & SHIPPING,
 FUTURE PLAN HELP - RETIREMENT PLAN
 BEST COMPANIES TO WORK IN US IN 2008 RECOGNITION

18. RECOMMENDATION
• CHILD / OLD PARENT CARE SERVICE
• HARVARD MEDICAL SCHOOL – NURSING
HOME FACILITIES FOR OLD PARENT
• IBM - $50MIL DEVELOP CHILDCARE FACILITIES
• CHANCE FOR DISABLE CANDIDATE
• IBM – HIRE FOR PROJECTS SPECIALISED FOR
DISABLE APPLICANTS

19. CONCLUSION
• IMPORTANT AS IT AFFECTS OVERALL
COMPANY PERFORMANCE
• EFFECTIVE EMPLOYEE RETENTION & LOW
TURNOVER RATE FOR 7%
• ENCOURAGE PROMOTION WITHIN
ORGANIZATION
• TRANSPARENT COMMUNICATION
• TRAINING TO HELP DEVELOP SKILLS &
PERFORM BETTER
• OVERALLSUCCESS AS EMPLOYEE-FRIENDLY &
SERVICE ORIENTED ORG