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    International Perfomance Management - Edited

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    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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    International Perfomance Management - Edited

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    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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    International Perfomance Management.edited

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    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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    Download as docx, pdf, or txt
    33 views3 pages

    International Perfomance Management - Edited

    Uploaded by

    Expert Answers
    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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    1

    International Performance Management


    by (Name)

    The Name of the Class (Course)

    Professor (Tutor)

    The Name of the School (University)

    The Date
    2

    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.
    3

    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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