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Essay on Federal Express
Federal Express has recruitment centers in 25 locations nationwide. They developed these centers to provide a better quality applicant for their managers to interview. These centers, which work under the direction of regional personnel offices, screen all applicants. At each of these centers a peer recruiter program was introduced to help their professional recruiters process and screen applicants. As the name implies, these peer recruiters have actual experience with the type of work recruits will perform. Not only do these peer recruiters help select recruits, they also give job applicants a more realistic idea of what is expected of them and their positions.
While good recruitment is certainly important, it is what happens to recruits after joining the company that determines whether a company will retain them. Federal Express simply applies commonly known managerial concepts and effectively translates them into action through a philosophy they define as people, service, profits. They point out that it is no accident that people are listed first in the phrase. Federal Express says people are placed first because it makes good business sense. Everything good that occurs is based on your ability to involve your people. Perhaps it is because of Federal Express' attitude that they have never been unionized since their inception in 1973. In October 1989, union representation was rejected by the company's flight crewmembers. Few carriers can say that. (Trunick, 1989)
So what has led to these good employee relations? It is not talk but deeds that impress employees and improve relations. The People, Service, Profits philosophy is implemented by asking and answering several basic questions. The first is, "What is expected of me, and what do you want me to do?" Federal Express tries to spend a lot of time answering that question for their personnel by having an extensive orientation program that explains Federal Express' values....
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