ups syndicate

7/28/2019 UPS Syndicate

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United Parcel Service

By:

Team Ceria


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I. CASE BACKGROUND

UPS was late to follow advancedinformation technology because of

lack of skill in Information Services

department Options of hiring specialist talent,

either internally or externally


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2. COMPANY PROFILE

Started in 1907 by Jim Casey with the helpof his brother under the name AmericanMessenger Company.

In 1987 UPS became the world largest

transportation company and largest airfreight carrier

UPS has been through several

transformations from sending messeges at

the early years to becoming an

internationally-recognized logistic company.


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3. INDUSTRY

COMPETITIVENESS Daily pickup and delivery services

Relatively low rates

Dependable services

UPS Decentralization has created goodrelationship with individual customers

across United State


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4. PROBLEM

FORMULATION To compete with some competitors in

USPS : delivery of low weight packages in short distance and

expedited service.

FedEx : Tracking and control the scheduling

Choice of hiring internal or external candidates tofill several position in information system

department.

Blending new hires to UPS value and culture


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4. PROBLEM

FORMULATION

Best possible service at lowest possible cost

Strong, forward-looking, efficient, and cooperative

organization Financially strong company earning reasonable

profit

Partner and ownership

High standard of excellence Initiative and Continuous Improvement

Company Core Value


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4. PROBLEM FORMULATION

(continued)

Best possible service at lowest possible cost

- CSO (Costumer Serice Orientad)

Strong, forward-looking, efficient, and cooperative

organization

- CO (Concern of Order and Accuracy)- TW (Team Work)

Based on Company Core Value, it can be

defined to employee core competence :


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4. PROBLEM FORMULATION

(continued)

Financially strong company earning reasonable

profit

- ACH (Achievement)

Partner and ownership

- RB (Reliable)

High standard of excellence

- ACH (Achievement) Initiative and Continuous Improvement

- DEV (Development)

- INT (Initiatif)


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5. ANALYSIS

Recruitment in IS Department Steps

Identify various positions

Analyze competencies

Compare and align with Company corecompetencies

Take decision based on competencies match


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5. ANALYSISOrganization Chart and Competencies Alignment

ManagerACH,LT,TL,INT,DEV,DIR

Divisi MaintenanceSoftware

(AT,EXP,TW,INFO)

Divisi MainteananceHardware

ACH

System Information

AT,EXP,TW,INFO, INT

Data ProcessingCO, TW, AT

Title Position Core Matching

with Core

Manager ACH, LT, INT,

DEV,DIR

ACH, CSO,CO,

TW, DEV, RB, INT

3

MTCE software AT, EXP, TW,

INFO

ACH, CSO,CO,

TW, DEV, RB, INT

1

MTCE Hardware AT, EXP, TW,

INFO

ACH, CSO,CO,

TW, DEV, RB, INT

1

System

information

AT, TW, INFO,

INT

ACH, CSO,CO,

TW, DEV, RB, INT

2

Data processing CO, TW, AT ACH, CSO,CO,

TW, DEV, RB, INT

2


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6. CONCLUSION

From competencies comparison we conclude that :

1. Manager, matching Matching 3

2. MTCE Software Matching 1

3. MTCE Hardware Matching 1

4. System Information Matching 2

5. Data Processing Matching 2


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7. RECOMMENDATION

Our recommendation :

1. Manager, Data Processing, and System

information, should be hired from within

2. MTCE Software and Hardware should be hired

from outside

3. Special Induction Program for new hire should be

carefully planned to ensure he/she can blend

quickly with UPS Company Culture in reasonable

time4. Training need analysis should be drawn for new

promoted position to align with required

competencies

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