FedEx Ground

Company: FedEx Ground
Company Division/Group: Human Resources
Company Description: Founded in 1985, North America’s second-largest small-package ground carrier. FedEx Ground revolutionized the small-package industry, being the first carrier to use bar-coding and automated sorting technology
Nomination Category: Team Awards Categories
Nomination Sub Category: Best Human Resources Team

Nomination Title: FedEx Ground's Corporate HR Management Team

Tell the story about what this nominated team achieved in 2003 (up to 500 words). Focus on specific accomplishments, and relate these accomplishments to past performance or industry norms. Be sure to mention obstacles overcome, innovations or discoveries made, and outcomes:

FedEx Ground Human Resources Department acts as a strategic partner with all
FedEx Ground business units by developing policies, programs and procedures
that not only attract, but also retain the most qualified, talented and diverse
employees. To this end Human Resources has implemented successful
recruitment, development and Employee relation programs.  The Corporate HR
function consists of 45 employees who provide human resources support for the
entire FedEx Ground Organization, more than 33,000 employees.

The overall headcount for this team has not changed in over four years even though
the employee base has grown by greater than 30%.

Most key programs are linked to the company’s diversity strategy to build, value
and manage a diverse workforce that reflects the rich mix of persons available in
the Communities we serve. The HR team regularly attends diversity recruiting
career fairs and supports both local and national organizations committed to the
development of women and minorities.  We value and capitalize on the differences
of our employees with our diversity education programs such as Gender Speak,
Delivering Diversity, Introducing Diversity, and Valuing Differences. One of our
most successful programs RESPECT provides a process where employees can
work together to resolve their differences. RESPECT stands for Resolving
Employee Situations and Problems Encourages Company Wide Trust.

HR has sought to automate and introduce electronic processes, in order to
streamline its various staff function. These include the introduction of an electronic
company wide web based Internal Career Opportunities Program (ICOP), that
provides employees anytime/anywhere access to available opportunities within the
company.  Employees can search, apply and be notified of open positions within
the organization by logging on to the site.  Managers, can also initiate the
employment process and receive approval electronically via an on-line employment
requisitioning process.  The major obstacle that needed to be addressed in the
alignment of these two major programs was accessibility, communication and
education.  Employees were encouraged to submit their personal profiles so that
they could receive automatic notifications from the system when positions for
which they qualified became available. 

FedEx Ground has developed a proactive staffing model for its facilities.  This
program allows the Field organization to add management staffing before the need
exists. Recruiting, sourcing and training is done 20 weeks before the individual is
expected to begin their career as a service manager.

An employee engagement program was developed and designed to increase the
longevity of the core group of hourly dockworkers. The program is presently
deployed in 21 hubs and 6 satellites and those facilities have improved in
longevity, productivity and turnover.

Insight into the pulse of the organization can be obtained electronically with the on-
line employee Attitude Survey and Action Planning program (ASAP! ), which is
administered annually and has received response rates as high as 98%.  They are
free to share their opinions with management and in turn, work towards the
resolution of internal issues within their department by participating on their action
planning teams.

By accessing the HR website both employees and Managers can obtain a wide
variety of information geared to keep their employment information current, provide
easy access to employment information (employee handbook) as well as provide
access to benefits information and employee centered programs.  Online access
to the HR Web is available from home and work to all employees.

Provide a brief (up to 100 words) biography about the leader(s) of this nominated team:

The FedEx Ground Human Resources Department is led by Lee Holly, Senior
Vice President of Human Resources.  His staff consists of a Managing Director of
Field Human Resource, Managing Director Pittsburgh Human Resources,
Managing Director of Compensation & Benefits, Sr. Manager Diversity and Sr.
Manager HRIS.  Together with their respective staff members, this group develops
and implements projects, policies, programs and procedures to ensure that
employees have world class compensation and benefit programs, are able to voice
their opionions, have clear and concise procedures and policies and easy access
to all of this from home or work.  Together they share the vision of "Nothing but
Net" and are totally dedicated to this vision and to the strategic positioning and
growth of FedEx Ground.