FedEx personnel recruitment strategies in Kava using cost-benefit analysis

Business Scenanario on Parrent Company FedEx

The matter of manpower recruitment and training of the new staff members remains a pivotal component in FedEx's expansionist strategy within Kava. This chapter is focused on revealing the available courses of action in achieving the personnel desiderate and the selection of the most adequate solution with the aid of the cost-benefit analysis as a decision-making technique. The cost-benefit analysis is generally used with financial applications, but it can often be simplified in order to help the individual in making a decision. With the aid of this tool, managers are able to pin point and assess the limitations and advantages pegged to each available solution. The final decision is retrieved through the weighing of the importance of the costs and the benefits associated with each alternative course of action (Mind Tools, 2009).

The available solutions are briefly summarized below:

(1) Sending employment demand statements to the employment agency in Kava and waiting for the interested individuals to send in their resumes

(2) Conducting operations similar to head-hunting, but at a smaller scale; this process implies that the managers at PacEx assess the individuals currently employed within the delivery industry and approach them with the intent of hiring them

(3) Selecting employees through marketing campaigns created and issued by the PacEx under the aegis of FedEx.

Cost-Benefit Analysis

Alternative 1: Recruitment through the Kava employment agency

Costs: it is possible that more people send their resumes as this type of recruitment tends to address the unemployed, rather than the individuals directly interested in a job or an industry (delivery services in this case); the selection process will be tedious and inefficient and it will also imply increased levels of resource consumption

Benefits: minimal consumption of financial resources; the recruitment process in itself is simple

Alternative 3: Selection through marketing campaigns

Costs: increased financial costs with the development and promotion of the marketing campaign; increased time consumption for the period it takes for the campaign to be developed; increased necessity to offer training programs

Benefits: the prospective employees are presented with the features, requirements and benefits of the job, meaning as such that only those interested and, possibly, with previous expertise will sign on for the interview; the informative campaign will transmit the organizational values and the prospective employees will know what to expect; upon airing of the advertisements, it is highly probable that responses will not linger

Based on the analysis of the benefits and limitations of each of the available courses of action, the solution with the highest rate of expected success is the third one. In addition to the fact that it reveals the strongest benefits, it also has the advantage that most of its limitations can be easily overcome. In this order of ideas, both time and resource consumption can be reduced by using the previous FedEx campaigns. This strategy does not imply a lack of creativity and originality, but it is based on several advantages, as follows:

Along its existence, parent company Federal Express has created numerous marketing campaigns which have managed to attract both employees as well as customers -- this expertise is vital for the success of the Kava-based subsidiary, Pacific Express

FedEx still possesses its previous campaigns and can readjust one to suit the recruitment requirements of PacEx

The endeavor would materialize in the benefits of reduced time in creating a new campaign, combined with the decade long expertise of FedEx

The campaign would be modified and adjusted to the current needs of the Kava-based subsidiary, meaning as such that the advertisements would be personalized in such a manner that they attract personnel in the Kava offices

Finally, there is the limitation of increased resource consumption pegged to the training necessities. In this light of events, lower costs with training would only be achieved for the second alternative, which is however not the most viable solution. Additionally, the company is already prepared to train its new workforce and the fact that the manpower recruited through marketing campaigns requires training does not in its essence represent a limitation

This solution seems the most viable one for the time being as it combines the benefits of rapid applicability as well as the possibly to rely on corporate experience. The cost-benefit analysis has revealed this through the identification of the gains and inconveniences pegged to each alternative solution in the meaning of making them more obvious and simplifying the decision making process.

References:

2009, Cost / Benefit Analysis, Mind Tools, http://www.mindtools.com/pages/article/newTED_08.htm last accessed on August 17, 2009

2009, Decision Making, Management Help, http://managementhelp.org/prsn_prd/decision.htm last accessed on August 17, 2009

2009, Website of the FedEx Corporation, http://FedEx.com/us / last accessed on August 17, 2009