UNIVERSITY CASE STUDY FOR FINANCIAL MANAGEMENT CASE 4: The Battle for Value‚ 2004: FedEx Corp. vs. United Parcel Service‚ Inc. VALUE CREATION AND ECONOMIC PROFIT Lecture: 鍾 紹 熙 老 師 Group 3: F49802134 胡 秋 草 F49802153 高 玉 享 箮 Presentation date: 16th Apr 2012 I. OUTLOOK OF CASE 4 Case 4 mentions about the competition between two leading companies in package- delivery market. FedEx which is the largest foreign presence in China‚ with 11 weekly flights‚ serving 220 Chinese
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(Dowling et al. 2009). Human resources are the largest element of operating costs for a company‚ which is why many multinational companies operate in low-wage economies. Until recently‚ the core focus of international human resource management (IHRM) was how to best manage human resources in the multinational enterprise‚ however it now incorporates two more perspectives; cross-cultural human resource management (HRM) and comparative HRM. HRM organisational processes vary from country to country
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main competitors in the package delivery industry: Federal Express Corporation (FedEx) and United Parcel Service of America‚ Inc. Studying FedEx‚ UPS and their competitive relationship in the decade from mid - 80’s to mid - 90’s gives a good insight for the companies’ and industry’s future. The two companies have different strategic goals and are operating in the same industry but in different main markets: FedEx is working on "producing outstanding financial returns" and focuses on the overnight
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Case 4 THE BATTLE FOR VALUE‚ 2004: FEDEX CORP. VS. UNITED PARCEL SERVICE‚ INC. Set in June 2004‚ this case invites the student to assess the financial performance of FedEx Corp. and United Parcel Service‚ Inc (UPS). The two firms have competed intensely for dominance of the overnight express package industry. This case is intended for use in an introductory discussion of corporate value creation and its sources. Questions for Students 1. Contrast between Corporate excellence and Financial
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international human resource management (IHRM). Most of people think that the concept of PM is the same as HRM. Moreover‚ as a new member of human resource management approach‚ IHRM will attract firms’ attention. Therefore‚ this essay will lead to understand what is the differences between PM and IHRM. This essay will first consider a brief background of PM‚ HRM and IHRM‚ and then justify the difference between HRM and IHRM‚ finally the distinct differences between PM and IHRM will be discussed. First of
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The internationalization of human resource management has increased the scope of traditional HRM. Today‚ HR practitioners not only manage people from their home country‚ but one that involve managing many diverse nationalities‚ with which the culture of staff and employees are already well-known or predicted. Companies start business within their country of origin and staff are hired from within that country. However‚ with the arrival of globalization and the shift from industrial to information
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aspect and institutional and environmental constraints add to the complexity of IHRM (Brewster et al.‚ 2007). The aim of this coursework is to scrutinize various IHRM strategies adopted by MNCs in the face of various environmental and institutional circumstances and to reveal the pros and cons of the seemingly neutral façade of the IHRM strategies. The layout of the coursework will be based on the ‘Eight-point star of IHRM: a framework of key aspects’ (Figure 1) which identifies the eight distinct and
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International Human resources management Contact Author Start Your Own SelectedWorks Notify Me of New Work Available at: http://works.bepress.com/rakesh_yadav/7 International Human resource Management. Rakesh Yadav Research Fellow‚ He has worked both in industry and academics for 10 years‚ have presented and published papers in the seminar as well research journals in the areas of general management. He holds Masters in management‚ law and research from Mumbai‚ India. E-mail: rakeshssyadav@gmail
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International Human Resource Management (IHRM) Dr. Shyamal Gomes Chapter – 2: Introduction: Nature and concepts of IHRM The advent of the era of liberalization and globalization along with the advancements in information technology (IT) has transferred the world around us. It has brought to centre stage the importance of human resources‚ more than ever before. The purpose of human resource management (HRM) is to enable appropriate deployment of human resource so that the quality culture can maintain
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more global and international every day the international HRM (IHRM) has not evolved as much as HR in this aspect. Effective IHRM is essential for multinational enterprises (MNEs’) since it is a part of organizational competitive advantage and therefore crucial to international business (IB) success. Information about IHRM has improved since the 1990s and models have been designed in order to support MNEs’ building successful IHRM systems‚ which help the MNEs implementing international strategies
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