Assignment # 1

Topic: Written analysis of case (WAC)

Group Members: Syed Ahmad Ali Shah Rabi-ur-Rehman Waqar Hassan Haroon Akram Bajwa Farhan Ali Khan Sami Ullah Sarwar BTC-10171 BTC-10162 BTC-10170 BTC-10136 BTC-10137 BTC-10147

Program and Semester: Bs Telecommunication-6 Course: Human Resource Management (HRM) Submitted To: Maam Shumaila

Introduction to company:

FedEx is a leading global courier company founded in 1970.Started with 389 employees it was the first company that introduced the concept of overnight express delivery. Today FedEx has the largest fleet than any other cargo company, and the company is progressing more with each passing day. As humans are the most valuable resource that roles about 64% in the growth of an economy, so to manage them have always been of great concern to most of the companies, same is the case with FedEx too. One of the major factors that played vital role in the success of this company is there Human resource management. Till the beginning FedEx believes that their employees are their main assets and if they took proper care of their employees, they would provide efficient services to the customers. And thus since the beginning they are adopting policies to improve employee management relations. They focused very much on their human resource activities and developed systems like People-Service Profit (PSP), Survey Feedback Action (SFA), and Personnel Records Information System (PRISM) to strengthen employee-management relations in their company. And by doing that they are not just progressing day-by-day but satisfying their customers needs and wants as well after identifying them successfully. FedEx is a live example of how human resource management plays vital role in progress and success of any business.

History:

Following is the history of organization by year: 1970- The company was established in this year. 1973- Company developed and implemented a system People-Service-Profit (PSP). 1979- FedEx introduced Survey-Feedback-Action (SFA) to improve employee management relations. 1979- FedEx developed a human resource information system called PRISM. 1980- Company developed programs for employees training called Leadership and Development Institute (LDI). 1988- Leadership Evaluation and Awareness Process (LEAP) was introduced. 1998- FedEx gave an appreciation bonus of $25 million to its employees. 2010- Company spreads its business in UAE. 2011- FedEx Express was named among Top Five of the Worlds Best Multinational Workplaces by the Great Places to Work Institute. 2012- FedEx Express named as Business Super brand in the UK for 2012.

Its very much clear by the history of company that FedEx has been involved in HR related activities since its existence. They have developed systems not only to strengthen management-employee relations but also for the development of their employees and company.

Policies:
Since its existence FedEx is developing and implementing employee friendly policies. These policies have helped company a lot in earning enormous repute in the market. Details about the policies and difficulties faced while implementing them are given below: 1) People-Service-Point (PSP): In 1973 FedEx adapted a philosophy named People-Service-Point. According to this philosophy if company took proper care of employees, they would provide efficient services to the customers, which would in turn benefit the company in earning good income. This policy influenced managers very much while taking any managerial decision. 2) Survey-Feedback-Action (SFA): In 1979 FedEx introduced another system to strengthen management-employee relationship. According to this system the employees of the company were divided into groups each having a representative, each representative is given a questionnaire in which questions about management are asked and then some suitable action is taken in the light of the answers of those questions. 3) Personnel Records Information system (PRISM): To manage necessary information about the employees is of great significance for all the organizations. FedEx developed a Human resource information system (HRIS) named Personnel Records Information System to manage information about their employees. This system contains useful information about employees like their education, skills, abilities etc and helped companies in HR planning. 4) Leadership development Institute (LDI): As technology is progressing at very rapid rate, with each passing day something new appears in the market. To stay up at the top companies must have to cope up with these challenges, and for that they must train their employees. In 1980 FedEx developed a training system for management employees named as Leadership and development institute. The basic purpose of this system was to teach management related courses to their employees.

5) Leadership Evaluation and Awareness process (LEAP): In 1988 when FedEx promoted some of its employees to managerial posts, they found that about 10% of those newly promoted employees quit the job, because they found them incompatible for that post. FedEx then developed a program called as LEAP in which employees willing to do managerial related job were given choice to evaluate themselves and if they themselves able to do that than they should contact higher authorities.

Conclusion:
For few decades human resource planning has become so vital in the progress of any company. Organizations like FedEx that are practicing it have earned huge benefits by successfully strengthening the management-employee relationship and by that they are successfully fulfilling their customers needs and wants. The way FedEx is involved in HR related activities are exemplary for many other organizations.

References:
1) http://www.fedex.com/pk/about/company-info/history.html 2) http://en.wikipedia.org/wiki/FedEx