HRM Approaches and External Factors Impacting Hiring Process in FedEx Company
Verified
Added on 2023/06/08
|9
|2625
|267
AI Summary
This report discusses HRM approaches and external factors impacting the hiring process in FedEx Company. It covers culture factors, strategies to deal with external factors, and recommendations for global recruitment processes.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
FEDEX COMPANY
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
TABLE OF CONTENTS INTRODUCTION...........................................................................................................................3 MAIN BODY...................................................................................................................................3 HRM approaches.........................................................................................................................3 Culture factors which impact on the hiring process of the employees........................................4 External factors which give impact on HR procedures and policies in company in hiring process..........................................................................................................................................5 Some strategies to deal with the external factors.........................................................................6 Recommendations for global recruitments process.....................................................................7 CONCLUSION................................................................................................................................8 REFERENCES................................................................................................................................9
INTRODUCTION International human resources management is set of the activities which targeting HRM at international level. It helps company to manage their objective and goals without sacrificing their competitive advantage in the international scenario (Barišić, Klopotan,and Miloloža, 2019). FedEx, is formerly Federal Express Corporation, it is an American multinational holding company. Company covers every United states and offer services to 220 plus countries. Company having good management approach as they are delivery products on time as they use independent contractors through package delivery organizations appears to be a unique idea. By utilized multitude of the independent contractors company get more success. This report covers types of approaches HRM used and implement to recruit employees. Moreover, report will examine and identify culture factors which give impact on the recruitment process of employees globally. This report will also discuss IHRM recruitment process of the company. Furthermore, this reports also includes PESTEL analysis of HR procedures and policies in company in relation to the process of recruitment. This report will also explain types of modern approaches which is used by company during selection and recruitment process of employees. Hiring process they firstly take online application, company is having a website by which an individual is able to apply for opening positions. After completing the application process, they are directed to take assessment test. Such test are design to explore individual strengths, personality traits and weaknesses. If an individual completed the assessment test they should receive email or call from FedEx company HR to set interview. Then, nest step is phone interview then person interview. After this the company check background, driving test, drug screening etc. then the final step is on boarding, if an individual all this then they can join company. MAIN BODY HRM approachesin FedEx Human resource management is a practise of hiring, training, managing and deploying, motivating company employees (Memeti, Azizi, and Luma-Osman, 2019). Mainly HRM deals withtheproblemrelatedtotheemployeesliketraining,communication,development, compensation and administration. International Human resource management is concerned with the issue related to HRM cross the national boundaries. It concerned with relationship between
human resource management activities ofFedExto foreign environment. International HRM approaches are as follows: Ethnocentric approach:it is one of the approach of international recruitment, here the HR hire right candidate for right job for an international business. In this the basics selection criteria is they focus on skills required and willingness of individual to cop up with the organization culture. This staffing policy is applied when the company feel that there is lack of qualified people in host country to fill the management position. Or even the company wants to transfer information of core competencies to foreign operation. Polycentric approach:it is management policy that involve in recruiting and promoting the workforce who are citizens of host country. This approach contain low cost of training and hiring with lesser issue of communication and adjustments thus employees are from same region. In other words, the nationals of host country are hired for managerial position, so they carry out operationsofsubsidiarycompany.By thisapproachthemoraleofstaff increase,better government supports, also enhance productivity due to having good knowledge about host country market. By this approaches hiring is less expensive and there is high chances of getting success (Monios, 2019). Geocentric approach:This is methods of international hiring where multinationals company such as FedEx company hire most suitable individual for the position. In this approach, there is pool of talented employees and most capable people, who is efficient in their field, should be selected for the job position. This approach is implement by the companies that are fully globalized as they follow integrated global strategy. Here the expertise of each manager can be utilized for achieving company objective. In this approach sharing learning is possible, here employees will learn and increase knowledge from each other experience. Regiocentric approach:In this approach, people are selected from various countries lying within geographic region of the company. In this less cost incurred in recruiting natives of host country. Here, host country can influence decision of managers at the company headquarters with respect to entire region. Culture factors which impact on the hiring process of the employees Multi- culture employees can offer many benefits forFedExinstead of carry out legal compliance. Culture differences have important role in IHRM recruitment, to make sure that on boarding of the potential candidates. So it is valuable to get familiar with customs, rituals, culture
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
of the different countries. By knowing these difference company make recruitment more effective and increase chances of success and growth. The effective culture may includes open communication, work flexibility, inclusivity and diversity, zero tolerance policies, non work and socialoutingsactivities(Thite,2018).Therearemanyculturefactorswhichaffectthe recruitment process of employees are as follows: Languages:the languages used in the host company is different from other countries, so it affects the process of recruitment process. If employees not understand due to this then their s a big problem. Without knowing their language other managers not communicate in effective way. Legal factor:employees that particular culture fit in their selection and recruitment process can be acted as risk of discrimination claims. HR managers make sure that the selecting or hiring process is based on culture fit and reasoning does not lead in discriminating against any person who must not just like by the panel member. Global:the nations culture has a great impact on employees that the company culture. HR managers of company should recognize national culture values and belief in the countries in which company runs to make sure that the HR managements and practices are suitable in the operating countries. External factors which give impact on HR procedures and policies in company in hiring process HR policies are formal regulations, guidelines and rules thatFedExput in place to handle and manage their employees. Whereas Human Resources procedures are the step by step operating instructions that define what action must be taken to obey policies. Political factors:It gives big impact on HR policies and procedures, political factors are driven by the government policies and actions. In HR terms, it may include changes of employment laws and tax rules and also introduce new rules with which a company must comply. So FedEx company must focuses on these factors and then make their policies accordingly. Economic factors:This factor is related interest rates, inflation, employment rates etc. Due to change in interest rates, inflation rates the company also comply with this factors and make their policies accordingly. As the result of the development of economy globally, the international dimension of human resources policy has become more important. In an effective economy there is high chance to get knowledgable and talented as well as experience candidates as compare to the bad economy country. So, economy change also give impact on HR policies and procedures.
Social factors:It includes consumers beliefs, lifestyle needs and attitude of working conditions. So company must take this factors and then make polices according to it. The company also focuses on rights of employee in making HR policies and procedures. Technological factors:this can also present challenges and opportunities for HRM managers. Technological change can also affect HR policies and procedures, as company must take advantage of technology and then make polices (Kashirina, and Kuzmina, 2022). Environmental factors:company must focuses on protecting environment, so they have to develop policies according to it. If they follow all government rules then thy have positive impact on company image. Legal factors:company also follow the legal rules and regulation of the company and then make their policies according to it. For example, labour laws, wages law so company make their policies accordingly. Some strategies to deal with the external factors FedExcompany use applicant tracking system so by this they track application over course of entire recruitment process. Company also prioritize candidates communication so its give positive impact on the select process. As company recruiting globally so the firstly understand the country culture then make job description, so they it collects more applicants so it is beneficial for company to select best talented employees. Develop transparent employer brand, it is connected with company values, policies, people strategy etc. The job description not includes any type of discrimination related to the people religion, values and beliefs. How FedExcompany make different from the other hiring companies.FedExcompany has good employees retain so it's give positive impact on recruiting and selecting process. Many people attract or want to join a company who have good retention plan. For example, candidates think that company culture is goods that's why employees of the company retain their job. Effective commination in an organization give positive impact such as it increase their profitability and enhance employee performance (Caldwell, and Peters, 2018). For hiringFedExcompany use various social media platform such as they give their job advertisement on these platform. So they get more application which help company to get more talented candidates for the position. FedExcompany also promoteequity, diversity and inclusion in the working environment. So this help in increase diversity of the candidates and also eliminates biases throughout the hiring process. Company also recruiting at universities and colleges, so they get fresh talent with new
skills. Apart from this, company also focuses on the KPI for recruiting to identify time to hire, know the interview ratio, offer acceptance rate, number of qualified candidates (Wannes, and Ghannouchi, 2019). Company also target passive candidates, this are the people who are not seeking job. But still they are willing to make good career move if good opportunity is presented. So company find and then engaging such candidates, to remain in the competition particularly when talent market is very tight (Tataru, 2019). Recommendations for global recruitments process HR managers can also adapt candidates personas from the world to make sure that they are sourcing talent with the required skills and also identify different ways to target person who fit personas. Global recruitment is very important. A cross border hiring strategy helps company to strengthen global brand image and also source top talent across the world. Company also contacting the qualified applicants from the pat that is a person did not hire first time and deserve second look for different or new role at company mainly in tight labour market. Thus, it saves money as well as time of the company. Traditional hiring techniques are through newspapers, internal hiring, temp agencies and local employment office. But nowadays there aremodern methodsof hiring such as social media, smartphones, online personality surveys, digital job posting and event recruitment and many more (Tsareva, and Kolpakova, 2020). Social media, its is age of twitter, Instagram, Facebook etc. Thus, many people use these platform on regular basis so company use these media to be effectively used to engage many prospective candidates. FedEx company can also sponsor events which show their values and ethics. This is to be done to reflect their associations with values and also gain popularity. Morden methods are quicker than compare to traditional one. With the modern approach of hiring is very cheap because recruitment consultant charge low cost which is generally based on the packages. Whereas in the traditional method a fixed commission is charged, that is based on salary of hired candidate, both from the job seeker as well as organization.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
CONCLUSION FromtheabovereportithasbeenconcludedthatInternationalhumanresources management is an important discipline in managements and business studies. The above report cover a brief of the company and their recruitment process. Along with this report also illustrated IHRM approaches such asEthnocentric approach, Polycentric approach, Geocentric approach and Regiocentric approach. The report also discuss culture factors which impact on the hiring process of employees. Moreover, the report determine external factors which give impact on HR policies and HR procedures in the company. The above report also recommend some global recruitment process and also discuss modern approach.
REFERENCES Books and Journals Barišić, A.F., Klopotan, I. and Miloloža, I., 2019. Human Resources Management: Current Issues. InProceedings of the ENTRENOVA-ENTerprise REsearch InNOVAtion Conference, Rovinj, Croatia, 12-14 September 2019(Vol. 5, pp. 402-413). Zagreb: IRENET-Society for Advancing Innovation and Research in Economy. Caldwell, C. and Peters, R., 2018. New employee onboarding–psychological contracts and ethical perspectives.Journal of Management Development. Kashirina, P.O. and Kuzmina, V.V., 2022. CURRENT TRENDS IN THE RECRUITMENT PROCESS. InТеория и практика современной аграрной науки(pp. 1474-1477). Madsen, D.Ø. and Grønseth, B.O., 2022. PESTEL Analysis. InEncyclopedia of Tourism Management and Marketing. Edward Elgar Publishing. Memeti, A., Azizi, A. and Luma-Osman, S., 2019. Human Resources Management System: SoA Reference Model.International Journal on Information Technologies and Security.4(11). pp.29-38. Monios, J., 2019. Polycentric port governance.Transport Policy.83.pp.26-36. Tataru, C., 2019. Human resources in the digital age a manager's realities and perspectives.Revista de Management Comparat International.20(4). pp.473-480. Thite, M., 2018. Electronic/digital HRM: a primer. Ine-HRM(pp. 1-21). Routledge. Tsareva, N.A. and Kolpakova, T.A., 2020. Modern methods of implementing recruitment.Laplage em Revista.6(Extra-B). pp.261-266. Wannes, A. and Ghannouchi, S.A., 2019. KPI-based approach for business process improvement.Procedia Computer Science.164.pp.265-270.