FEDEX

Selection, Recruitment and Training

[Name of the Institute]

Organizational Background

FedEx is known as one of the leading transportation company that offers speedy and reliable delivery service to more than 220 countries around the world. FedEx provide these services through its state of the art global ground and air network so as to deliver the goods without the waste of customers' precious time. They are known to keep their promises in terms of providing delivering on time regardless of any transport hiccups (FedEx, 2009).

Role of FedEx in Strategic Human Resource

Selection Recruitment and Training

One of the core reasons why FedEx is able to attain an edge among its competitors is its efficient and effective delivery process and superior customer service. Since, the competitors have the same technology at their disposal, the employees of FedEx are known as the critical comparative advantage for the organization (Ahmad, 2006).

The core strategy of FedEx is the focus on the mechanism of developing a customer oriented, committed and competent workforce. Within the context of Human resource, Training is considered as crucial event in the history of the FedEx Corporation (Ahmad, 2006).

Since the objective of the human resource is to enable its workforce to become customer centric, therefore all of their training effort revolves around how to make employees satisfy the business needs of their clients. The training at FedEx covers leadership, customer serve and quality management concepts in line with the vision of the company (Ahmad, 2006).

The retention of the employees is also one strategies company uses to add quality to its human resource. At the moment it enjoys a turnover rate of around 1%, which suggests the efforts the company puts for the personal and professional development of its employees (Ahmad, 2006).

The reason for this kind of turnover is that the company offer great career opportunities within the company and take people from within for the high-up managerial position, rather than filling up the positions from the outside. Due to this policy, the organization recognizes the performance of its employees by giving awards, open communications including other benefits (Ahmad, 2006).

Workforce retention directly associated with the recruitment and workforce relation with the organization and influences each other. At FedEx it starts with the retention efforts by the mechanism of centralization of recruitment processes. Through this strategy the company is able to retain its employees and improve their job skills, by making sure that the workers are receiving qualitative training in line with their job description (Denton, 1992

For instance, if the worker is the delivery driver, he or she is supposed to take time management and driving related training which will enable them to perform their duties and offer quality performance on the long term basis. It also assist the organization by making sure that all of its workers are knowledge able, experience and understand the purpose of their job description (Denton, 1992

Like the majority of the organizations, FedEx believes that its employees are its most important assets. The core objective of the company is to create ...