HR40026E: FedEx HRM and Global Business Environment Analysis

This report provides an overview of FedEx's International Human Resources Management (IHRM) practices, focusing on recruitment strategies within a global business environment. It examines the different HRM approaches used by FedEx, including ethnocentric, polycentric, geocentric, and regiocentric approaches, and analyzes how cultural factors such as language, legal considerations, and global values impact the recruitment process. The report also identifies external factors, using a PESTEL analysis, that affect HR policies and procedures related to recruitment, and discusses strategies FedEx employs to address these factors. Furthermore, it offers recommendations for improving the global recruitment process, including adapting candidate personas, leveraging cross-border hiring strategies, and utilizing modern recruitment methods such as social media and digital job postings. The report concludes by emphasizing the importance of IHRM in achieving organizational goals and maintaining a competitive advantage in the international arena.

FEDEX COMPANY

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 approaches in 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
with the problem related to the employees like training, 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 of FedEx to 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
operations of subsidiary company. By this approach the morale of staff 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 for FedEx instead 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

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
social outings activities (Thite, 2018). There are many culture factors which affect the
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 that FedEx put 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
FedEx company 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
FedEx company make different from the other hiring companies. FedEx company 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 hiring FedEx company 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.
FedEx company also promote equity, 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 are modern
methods of 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.

CONCLUSION
From the above report it has been concluded that International human resources
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 as Ethnocentric 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. In Proceedings 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. In Теория и практика современной аграрной науки (pp. 1474-1477).
Madsen, D.Ø. and Grønseth, B.O., 2022. PESTEL Analysis. In Encyclopedia 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. In e-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.