Infosys Sustainability Report 201617 Sustainability at Infosys 5 Awards, recognition and strategic partnerships Awards In fiscal 2017, we won multiple awards and. A new synthetic method to produce freestanding, flexible nanoporous carbon films from nontoxic, cheap, commercially available starting materials. Employee Recognition Programs Infosys' title='Employee Recognition Programs Infosys' />HR Best Practices at Fed. Ex, a Best Company to Work For. January 2. 6, 2. 00. Business Management Article Fed. Ex NYSE FDX, is among the 1. Best Companies to Work For in the US announced by FORTUNE magazine and the Great Places to Work Institute. Fed. Ex the largest employer in 2. Best Companies to Work For Hall of Fame in 2. Fed. Ex was ranked as 9. Fed. Ex already has a reputation of being one of the most employee friendly companies in the world. A History of Employee Commitment at Fed. Ex. The history of Fed. Ex goes back to 1. Frederick W. Smith felt the need for an airfreight system which could deliver documents overnight. He decided to setup his own company to effectively serve this need. Smith always believed that since Fed. Ex was essentially a service organization, employees were largely responsible for ensuring success. Fed. Ex was incorporated as Federal Express Corporation in June 1. Little Rock, Arkansas, US. Since it began in 1. Such was the commitment of the employees to the company that, when Fed. Ex was going through severe financial difficulties during the first couple of years, the employees were prepared to sell their personal belongings. They were also prepared to use their own credit cards to purchase fuel to deliver the packages to the customers. Even when the employees didnt receive their salary on time, they continued working with Fed. Ex. Human Resource Management HRM Best Practices at the Fed. Ex Corporation. Fed. Ex has developed several innovative human resource programs over the years. These programs have served as a benchmark for many companies. Fed. Exs People Service Profit PSP philosophy. In 1. 97. 3, Founder and CEO, Smith had developed and implemented Fed. Exs People Service Profit PSP philosophy. This philosophy was based on the fact that if Fed. Ex took proper care of its employees, they would provide efficient service to the customers. This in turn would benefit the company by generating more profits. Survey Feedback Action Program or SFA Program at Fed. Ex. The SFA program a key employee relations and satisfaction program helped management take decisions regarding romotions. From its inception, the SFA was administered manually, but that changed in 1. Elenco Cap Italiani Pdf there. US and other automations. Each April, every employee is asked to participate in the on line survey. After the results are gathered, managers hold feedback sessions with their employees to discuss the survey findings and identify problems within and outside of their department. Leadership Evaluation and Awareness Process LEAPIn 1. Fed. Ex devised a program known as Leadership Evaluation and Awareness Process LEAP to encourage non managerial cadre employees to move to the managerial level within the company. Employee Communication Program. The employee communication programs implemented by Fed. Ex included the SFA program, Guaranteed Fair Treatment Procedure and Open Door Policy. Fed. Ex also devised a mechanism to address and resolve employee grievances. This was apart from employing a formal communication system to inform employees about the major events taking place in the company. Job Change Applicant Tracking System JCATSJCATS is an on line computer job posting system that allows hourly employees to post for any available job. Recognition and Reward Program. Fed. Ex rewards employees for their work with awards such as the Bravo Zulu and the Golden Falcon Award. Fed. Ex is an example of an organization that has created an effective HR strategy that supports productivity and profitability. Read related post on UPS A bit of UPS history, some UPS and some downs. Fed. Ex, HR Best Practices. Our Team Innovate Calgary. Dave Van Den Assem As Client Services Manager, David has the responsibility to ensure that projects undertaken by Kinetica are successfully executed and achieve or exceed client expectations, and that clients have the right resources throughout their time with Kinetica to propel them towards success. He draws from his extensive project management experience to build efficient, effective project delivery systems and processes, and leverages his leadership and management experience to align the project team, technology providers, Associate Members, Extended Team and end users to achieve results. David has over 1. Suncor, Imperial Oil and Syncrude. He has been involved in developing collaborative strategies and plans for innovative technology implementation in the areas of industrial water management, tailings management and closure reclamation, through both the Canadian Oilsands Innovation Alliance COSIA and internally. Previously, as an environmental consultant at Golder Associates Ltd., David has held leadership, management, project management, and environmental specialist roles, during which time he focused on business unit performance and growth and improving project and business management systems. David completed an MBA degree with a Global Energy Management and Sustainable Development specialization, focusing on sustainability strategy in the energy industry and carbon management. He also holds a Masters of Environmental Design Environmental Science and a Bachelors of Science in biology, all from the University of Calgary.