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International Perfomance Management - Edited

FedEx conducts international performance management through an appraisal management system that tracks all employees, their responsibilities, and individual goals. Each year, employees are evaluated based on how they achieved their goals using both supervisor appraisals and 360-degree feedback from customers, suppliers, and colleagues. This system identifies strengths, weaknesses, and training needs to enhance performance and identify future leaders. FedEx also uses rewards like promotions, benefits, pay raises, and bonuses to motivate employees, especially young people attracted to extrinsic rewards. This rewards system contributes to FedEx's high success rates.

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79 views3 pages

International Perfomance Management - Edited

FedEx conducts international performance management through an appraisal management system that tracks all employees, their responsibilities, and individual goals. Each year, employees are evaluated based on how they achieved their goals using both supervisor appraisals and 360-degree feedback from customers, suppliers, and colleagues. This system identifies strengths, weaknesses, and training needs to enhance performance and identify future leaders. FedEx also uses rewards like promotions, benefits, pay raises, and bonuses to motivate employees, especially young people attracted to extrinsic rewards. This rewards system contributes to FedEx's high success rates.

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© © All Rights Reserved
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International Performance Management


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Performance management is fundamental in fostering employee motivation and ensuring

that the company remains on course. FedEx conducts international performance management

through an appraisal management system. In the system, the company has a record of all its

employees in all its branches worldwide as well as their responsibilities and individual goals.

Every year the company measures the performance of its employees based on goals how they

have achieved their goals. The company has also put in place a 360-degree appraisal system; this

system allows employees to be appraised by their supervisors, customers' suppliers, and

colleagues. These appraisals are entered into the system and can be accessed by both the

management and the employees. Through the 360 degrees appraisal system, FedEx can identify

the strengths and weaknesses of its employees and management; this information is often used to

inform the training programs needed to enhance employee performance and get new leaders

from the employees who can be given managerial roles. The appraisals also help the company

identify the skills they need, thus informing the type of employees to be recruited.

The company also manages employee performance through a reward strategy. FedEx

reward systems focus on promotions, fringe benefits, salary increments, and bonuses. The

company uses the external reward strategy because its employees are mainly young people who

are attracted by extrinsic staff such as salary increments, bonuses, fringe benefits, and

promotions. These rewards usually motivate FedEx employees and is the reason for its high

success.
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References

Lithakong, K. E. (2014). Evaluating the effectiveness of a 360-degree performance appraisal

and feedback in a selected steel organisation (Doctoral dissertation).

http://repository.nwu.ac.za/handle/10394/15366

Rao, V. and Singh, S., 2017. Managing Human Resources, the Fedex Way. Case Studies Journal

ISSN (2305-509X)–Volume, 6. https://papers.ssrn.com/sol3/papers.cfm?

abstract_id=3418230

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