Best practices in the HR department

Facebook & FedEx

1923107 Anukul Mandhania

1923175 Mathew Kanichay

1923134 Rahul Agrawal

1923116 Gagan Jalan

1923103 Aditya Arav

1923177 Ishan Dokania

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Facebook

Facebook is the largest social media platform with its 1.18 billion users (Facebook, 2016).
Facebook employees earned an average compensation of $138,118 in 2019. The company
provides free lunch and snacks at its offices, excellent health insurance coverage, and very
generous maternity and paternity leave policies. Like other big tech companies, Facebook
also has some very fun benefits, like free arcades in some offices and barbershops and salons
on its campus. Due to the COVID-19 pandemic, Facebook has taken the step of allowing
many employees to work from home. Facebook expects nearly half of its employees to
transition to remote workers within the next five to ten years

Best HR Practices at FACEBOOK

Facebook, seek to ensure their employees are engaged to realise the organisation’s mission
and vision. the level of engagement is generally determined by motivating elements and
strategies that an organisation has put in place. It makes sure that all its employees are well
motivated and fully engaged to perform their tasks efficiently. Its first motivating element is
to ensure people do what they like most. For example, its engineers are generally given an
opportunity to decide which part of the firm they fit well. This strategy confirms that
Facebook employees are engaged in what they do, which has contributed to accelerated
growth of the company.

Facebook creates a good working environment and culture to motivate its

employees/engineers. The most important thing is that Facebook tries to motivate their
employees/engineers both extrinsically and intrinsically. Extrinsic motivation covers the
aspects such as services provided by the company on site such as good remuneration, medical
cover, free food and etc. Secondly, intrinsic motivation comes from the work that company
employees do such as staying up late to work on a new code.

Nowadays feedback is necessary to guide employees and teams and, in this area, Facebook is
not lagging behind, it is really doing a great job Where it provides continuous feedback.
Performance appraisal happens twice a year. It is basically based upon the results obtained
from the employees and managers. Typically, seven people are involved in the process of
feedback.

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Human resource management issues in Facebook -

Workplace diversity

Facebook has blamed its poor workforce divergence rates on a scarcity of available talent,
drawing international condemnation. For years Workforce divergence. is a problem common
among tech firms many in Silicon Valley have been pouring resources and money into
divergence ever since Google efforts to bring in diversity. Although Facebook’s Global
Director of Divergence. M.Williams says they have been working hard to increase
divergence at Facebook through a variety of internal and external programs and partnerships
and white males still remain the typical Facebook employee. Improvements and current
representation in senior leadership is 3 per cent Black, 3 per cent, Hispanic and 27 per cent
women.

Another issue of low morale after the client privacy scandal –

Facebook employee morale is down after a turbulent year for the firm, according to the
reported findings of an internal survey. Among employees, 52 percent said they were
optimistic about Facebook’s future, which is down from 84 percent a year ago, according to
the Wall Street Journal. Similarly, 70 % of employees said they were proud to work at
Facebook as compared to 87 % a year prior and Employee commitment has also taken a hit
but On an average, employees said they intend to remain with the firm for another 3.9 years,
down from 4.3 years last October. Facebook C.E.O. Mark Zuckerberg said that the survey
findings in an early November Q&A with employees, saying the firm is taking steps to solve
underlying issues to hopefully create some changes by the help of human resource
management to create a better working environment.

Suggestion and Solutions

Managing workplace divergence.:

To manage a diverse workplace, organizations need to ensure that they effectively

communicate with employees. Policies, procedures, safety rules and other important

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information should be plotted to overcome language and cultural barriers whenever
applicable as well they need to be open minded to acknowledge and encourage employees to
recognize, that one’s own experience, background, and culture are not the only with value to
the organization. Look for ways to incorporate a diverse range of perspectives and talents into
efforts to achieve organizational goals. Avoid making assumptions about employees from
different backgrounds.

Set a standard of rules and regulations for all the groups of employees regardless of their
background and Ensure that all employment actions, including discipline, follow this
standardized criterion to make sure each employee is treated the same and hence to build a
diverse workplace where a preferred social or religion background is not favoured, it is
crucial to recruit and hire talent from a variety of backgrounds. This requires leadership and
others who take the hiring decisions and the people who select the final batch to be employed
to overcome bias in interviewing and assessing talent. If the tech firms such as Facebook can
break through bias and hire the most qualified people, those with the right education,
credentials, experience and skill sets, a diverse workplace should be the natural result as there
no such thing as superior culture or social background to work in a tech firm.

Employee morale

It is crucial to focus on the positive work and recognize employees for it and make them feel
that the good work that they do is really beneficial to the company and the similar kind of
work is required from them. If the employees are not acknowledged for their work, it might
be the reason for low employee morale. So, focus on recognition to reinforce the employee’s
productivity and to promote their contribution in the workplace

Also, getting a feedback from the employees in one to bet on as it can swing both ways as it
is helpful in promoting workplace wellness. Show your employees that you are listening and
when employees feel they are being heard. They are more likely to be motivated at work
when they realize that their opinion counts. And thus through feedback and building up
connection in between the peers And the new recruits Facebook can conduct Weekly or
monthly team building activities is a good way to lift employees’ spirit. When morale is low,
organize a team building activity like a team lunch or office games or theme days which will
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eventually lead to solving another issue is the boredom that eats up employee’s productivity.
lead to eradicating the human resource management related issues which are being faced by
Facebook

FedEx

FedEx is a logistics services company having its headquarters in Memphis, USA. The name
FedEx is the abbreviation of Federal Express which was the original name used from 1973
until 2000. recognized as one of the 2018 Best Companies to Work for by FORTUNE
Magazine. Consistently ranked among the world’s most admired and trusted employers,
FedEx inspires its more than 400,000 team members to remain “absolutely, positively”
focused on safety, the highest ethical and professional standards and the needs of their
customers and communities.

Best HR Practices at FedEx

FedEx is the best example of an organisation which has created an effective HR strategy that
supports productivity and profitability.

The survey feedback Action program contribute the management in taking decisions
regarding emotions. Every April, all employees is asked to participate in the online survey
and when their results were out, managers keep the feedback session with his employees to
discuss the survey findings and identifying problems within and outside of their department.

Employee communication program: FedEx imposed a mechanism to address and resolve

employee grievances.

FedEx imposed a program which is known as Leadership Evaluation Program to encourage

non-managerial cadre employees to move on to the managerial level within the company or
organisation.

Peer Recruiter: In the whole country (U.S.), there are 25 National Recruitment Centres which
are developed by FedEx to provide its mangers a much-qualified employees during the
interview process. Under the direction of regional personnel offices, these centres play the
function of screening all applicants. A program called “Peer Recruiter” was introduced at each
of these centres, helping to conduct a professional recruit and to screen applicants. The peer

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recruiters will have a relative working recruit experience when doing an interview for
applicants. In this way, the program can not only help select proper recruits, but also provide a
chance for applicants to learn more about the expectation of the FedEx and their positions.

People – Service – Profits

A successful recruitment is certainly important for a company, but the problem is how to retain
those applicants. In the opinion of Smith the CEO of FedEx, he said that FedEx has the simple
managerial concepts and effective translation them into action. He called them as “People-First
Philosophy” it is based on the belief that by creating a positive working environment for
employees, they will provide better service quality to customers, which would then lead to
customers using FedEx products and services. FedEx emphasizes that people come the first,
because they believe people make good business sense. This is the secret of FedEx’s success
and employees’ loyalty.

HRM issue on FedEx

1. Employee Retention

In the current scenario, a major challenge for an organization is to retain its valuable and
talented employees. The management can control the problem of employees quitting the
organization within no time to a great extent but can’t put a complete full stop to it.

2. Recruitment

Companies sometimes need to recruit new talent for various reasons such as an increase in
project scope, operations. While recruiting, HRM faces major challenges i.e. selecting the best
candidate and making the hired candidate familiar with the environment and culture.

HRM has to select such candidates which are not only technically expert but socially too
because the company cannot receive expected output from employees who are unable to
socialize. This affects the productivity of the company.

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 3. Productivity

Maximizing profit and minimizing cost is the essence of productivity. Higher the productivity
level, more successful will be the company. HRM should always focus on maintaining high
productivity level. Despite HRM’s continuous effort, the company might sometimes get an
unsatisfactory result. In such case, it should thoroughly analyse the situation and make a proper
conclusion that is whether it is the result of inefficient employee or inadequate resources. If an
inefficient employee is the case, HRM should look forward to train employee, or even
recruiting new staffs while it should find alternative resources for sufficient input if inadequate
resources are the case.

Solutions to problem

The Recognition and Reward Programs (Motivating Employees) to solve the problem of
employee retention

FedEx believes that career advancement is not the only way to increase the growth, and the
recognition and reward programs can also work well to reinforce desired behaviour, such as
customer focus and quality. Besides, as effective approaches, those programs also keep their
employees motivated and to deliver high-quality service. FedEx is willing to acknowledge the
efforts of their employees. Because the important function of acknowledgment can motivate
and satisfy workforce, as well as stimulate new ideas and cultivate better performance and team
spirit.

The Communication Programs

The candid communication with the employees has contributed a lot to the successful
relationship and retention in FedEx. Smith (2009) emphasized on the thinking of finding the
resolution of a problem. He pointed out that enormous times will be spent in dealing with the
internal employee response program by FedEx. The most important point in this program is an
“Open Door Procedure”. In the open situation, employees will be encouraged to freely say out
and find out solutions to the controversial, disagreeable or contrary problems existing in the
current policy.

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LABOUR LAW

• As a part of FedEx team member, one must act with integrity and maintain the trust of
their fellow team members, communities and customers. They are responsible for
reading and following the Code of conduct, asking questions, promptly reporting any
known or suspected violations of law, the Code, or FedEx procedures and policies.
other things expected from the employees are integrity, respecting everyone, honesty,
fair, reliable, and trustworthy.
• It is committed to equal opportunity, respect, fairness and do not tolerate any
discrimination or harassment based on race, cast, color or sex. The hiring process
always places the qualified and hardworking candidates on the top. Again, there is no
discrimination in the process.
• It is committed to protecting and advancing the human rights. Using children by
forcing them is strictly prohibited and they have zero tolerance towards it. Also,
human trafficking and slavery is prohibited.
• Fed Ex is committed in maintaining a healthy and safe workplace. It has laws and
policies that maintain a alcohol free and drug free workplace. Not even the third
parties are allowed to break these policies and must follow them. It has safety
specialists for helping out the employees with any problems faced regarding these
policies. The employees can also contact the managers for safety reasons or the FedEx
Alert line.
• It also maintains a safe and secure workplace where any kind of violence or
threatening behavior’s will not be tolerated. Bullying, physical threats or physical
assaults are taken very seriously and an action is taken towards it.

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