Fedex Case Study

Introduction
Federal Express (FedEx) Corporation was founded by Frederick W. Smith in 1971 when he was just 28 years old and it specializes in overnight delivery of heavy freight, high-priority documents and packages. It has operations in 211 countries and it operates all over the United States providing delivery of time-sensitive, valuable cargo worldwide. Its main headquarters are in Memphis Tennessee USA and its subsidiaries include FedEx Express, FedEx Office, FedEx Trade Networks, FedEx Ground, FedEx Custom Critical, FedEx Freight, FedEx Supply Chain and FedEx Services. The FedEx Express subsidiary is the number 1 express transportation provider in the world with the FedEx ground complementing the express delivery business for small package ground delivery in North America. (FedEx 2012)
Over the years FedEx has put in place a number of Human Resource (HR) Practices meant to improve the well being of employees and their job satisfaction and they have centered their operations worldwide on these practices. Overall they have had immense success in building long-lasting relationships with their employees and this has in-turn helped them achieve their end goal of higher profits. All the HR practices put in place are meant to strengthen relationships with employees and to also help in building their careers. (FedEx 2012)

Part 1. IHRM Concepts, theories and models
1.1) IHRM CONCEPTS
In IHRM there are many concepts that have to be greatly considered and when we focus on the expatriates they have to undergo some training before moving to a new country, which has a different culture, language and at times living standards. Expatriate simply refers to an individual working in another country that is not their country of origin and can at times be referred to as the Parent Country Nationals (PCN). For an expatriate to be successful in the host country there are skills that they are required to have and these include technical, communication,

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