Introduction
Human Resource Management is considered as the philosophy, policies, procedures and practices that are connected to the administration of the employees of an organization. It is connected and related to the administration of the employees of a company. It has a great contribution in successful process of attracting, developing, motivating as well as maintaining a high-performing workforce that helps to add to the competitive advantage of the organization (Sims 2002 pp. 2 - 3).
Furthermore, HR has a great impact with the institution and the implementation of the different policies, programs and procedures that can affect the success and failure of the performance, competences as well as the loyalty of the entire workforce of the organization. Because of the policies and procedures, individuals are being attracted, retained, motivated as well as developed in order to perform the work of the organization. This is due to the fact that through these policies and procedures, the organization will seek to mold as well as shape the actions of the employees in order to operate successfully. Thus, comply with the different public policies, offer high quality of employment that will help to improve and maintain the position of the company in the market by the process of reinforced ability to compete and serve (Clardy 1996, p. 1).
Above all, the process of incorporating the top management’s goals to the HRM practices and policies will help to bring out as well as reward the different types of behavior that are important in achieving the strategy of organization. The effectiveness of the HRM practices can help to improve the competitive advantage in creating both the cist leadership and differentiation (Sims 2002, p. 5).
Strategic Human Resource Management
The main goal of the strategic human resource or SHRM is the improvement of the way HR are managed in strategic manner in the organization, with the connection to the definitive goal of the improvement organizational performance, that are judged by its influence on the corporate strategy of the company, and the concern of the customers and shareholders (Brewster & Mayrhofer 2000, p.6).
HRM can help to determine the HR needs in order to support the strategic objectives as well as to ensure that all of the employees are selected, trained, evaluated as well as rewarded in ways that helps to achieve the objectives of the business. In addition, the strategic HRM is a linear, balanced process that begins with the identification of the goals that will server as guidelines in the HR practices. Above all, the integration of the HR programs with the goals of the entire organization can help to increase the value of the organization (Burke & Cooper 2004, p. 92).
FedEx Express
FedEx express is considered as the leading express transportation company in the world that provides fast and reliable delivery to each and every US address and to more than 220 countries and territories in the world. They are offering their service by using global air-and-ground network in order to speed delivery of the time-sensitive shipments, typically in one or two business days with the delivery time guaranteed (FedEx 2008).
FedEx Express and Strategic Human Resource
One of the most important strategies of the company that made them different from their competitor is their superior customer service and effective and efficient on-time deliveries. On the other hand, since the same basic and vital technologies are also available and offered in other competitors such as UPS and DHL, the workforce of FedEx is considered as the crucial competitive advantage for the company (Ahmed & Ullah 2006).
The overall HR strategy of the company focuses on the process of building a committed, competent as well as customer-oriented workforce.
Training is considered as the most important events at FedEx, in order for the company to meet their goal of 100% customer satisfactory. It has a promotion from within policy. It undertakes as well as arranges extensive training for all of the employees as well as the managers that covers the quality management, leadership concepts as well as the philosophy of the company (Ahmed & Ullah 2006).
The retention of talents is also one of the most important strategies of the company. It has a turnover rate of 1%, having to show that they have the most effective way of keeping their employees. The main reason behind the said success is that the company is offering high career opportunities, the result of the policy that employees are being promoted from within. Because of the said policy, the company had been able to recognize the efforts of its people through awards, open communications as well as other incentives. Employee retention is directly connected with the recruitment and employee relations of the company. They influenced each other. In the case of Federal Express, it begins its retention efforts by the process of centralizing its recruitment efforts. By doing the said activity, the company had been able to maintain and retain their employees, and improves their skills, by making sure that each and every employee is receiving proper training in terms of job performance skills (Denton 1992). It helped the productivity of the company, by making sure that all of its employees are experienced and knowledgeable.
People-Service-Profits
Like any other companies, Federal Express Corporation believes that people is its greatest asset. The main focus of the company is to promote a good working environment where in all of the stakeholders will feel respected, satisfied as well as appreciated. The main thinking of FedEx is that there people are the primary entity in the value chain, that is why it is important to focus on the employees first.
The People-Service-Profits policy is being implemented by asking as well as answering different basic questions, such as what are the expectations and things that must do. The company tries to spend times in order to answer the questions for their personnel by extensive orientation programs that will show and define the entire values of the company (Denton, 1992).
Above all, the company strictly implements their promotion from within and with connection to the progression policy. It also uses Information Technology or IT in order to implement an extensive job posting system that will enables the employees to be informed regarding the different opportunities. When a specific position is open and available, notices are all posted in the entire vicinity of the company in order to inform the employees (Denton, 1992)
Recommendation
It had been showed that FedEx has a strong relationship with the most important entity or stakeholder, the employees or human resource. The company had been able to retain their talents that helped them to maintain productivity, thus maintain competitive advantage of FedEx. There are different aspects that must be maintain and done such as the career development. This is an ongoing, formalized effort of the organization that aims on the development and enrichment of the human resource of the company that will target both the needs of the employees as well as the entire organization (Denton 1992).
Another important thing that must be considered is the internal communications. By doing this, the company will be able to maintain their direct and sound relationship and communication with the employees that will enable them to know what are the employees’ needs and demands that will help and push motivation.
References
Brewster, C, W. Mayrhofer, & M. Morley (eds.) 2000, New Challenges for European Human Resource Management, Macmillan, Basingstoke, England.
Burke, R & Cooper, C (eds.) 2004, Reinventing Human Resources Management: Challenges and New Directions, Routledge, New York.
Clardy, A 1996, Managing Human Resources: Exercises, Experiments, and Applications Workbook, Lawrence Erlbaum Associates, Mahwah, NJ.
Denton, K 1992, ‘Keeping Employees: The Federal Express Approach’, SAM Advanced Management Journal, vol. 57, no. 3, pp. 10 – 13
FedEx Express Overview 2007, FedEx, viewed 24 July, 2007, <http://www.fed ex.com/us/about/today/companies/express/index.html>.
Sims, R 2002, Organizational Success Through Effective Human Resources Management, Quorum Books, Westport, CT
Ahmed, F, M H Ullah, & M K Uddin 2006, ‘Strategic Human Resources Management: Linking HR Practices with the Business Strategy, vol. 34, no. 3, pp. 15-30.
0 comments:
Post a Comment