Human Resource Strategy at Ford Motor

Presented By: Rejaul BasharNorth South University

Ford’s Overview

Founded by Henry Ford and incorporated on June 16, 1903

Head quarter in Dearborn, Michigan, U.S

Seventh largest motor company in the world according to Forbes

Active in over 38 countries

Global workforce of nearly 0.2 million people

Corporate & Business Strategy

Ford has been guided by 'One Ford‘ strategy since 2007. Alan Mulally, CEO

(2006-2014) revealed the strategy; ONE TEAM. ONE PLAN. ONE GOAL

Ford still maintaining cost leadership strategy. Now moving towards

differentiation strategy. Thus, the adjustment is product innovation to gain

competitive advantage.

Reinventing Ford: Automotive and Mobility

Market expansion through joint venture and strategic alliance

Offering safety and fuel efficiency to the consumers

Competitive Advantage

Advance technology; automotive operating system

Online manufacturing process

Ford SYNC; integrated communication system

Large and highly skilled engineers and good R&D department

Centralized decision making system

Safety and Fuel efficiency

Low production cost

Ford’s Human Resources

HR goal is to build a team of people who is customer centric, has innovative idea and

perform as needed to compete in the global marketplace.

Recruitment & Selection Strategy

Dedicated Ford Talent Center Internal and External recruiting & Target and Open recruitment Ford invite applicants, who has broad range of skills, competencies, innovative

mind, ready to use talent and ability to work in team with less supervision Selection through team interview and behaviorally based evidence of innovative

performance.

Ford’s Human Resources

Training & Development Strategy

Ford developed many training programs which focus on enhance skills, making

decision, work in teams and creative thinking.

Training designed in the way that will stimulate innovation and creativity

Focused technical, professional and leadership development programs

Development programs support long-term organizational alignment and HR play

the role as change agent.

Ford’s Human Resources

Performance Appraisal Strategy

Ford uses a grading system that evaluate employee on a curve, called

Performance Management Process. Employees are classified into three categories-

Top achieverAchiever and Improvement required

Importantly, those employees under third category, will continue to receive

coaching and counseling to improve their performance.

Ford’s Human Resources

Compensation and Benefit Strategy

90 % fixed and variable salary & 10 % spent on various kinds of benefits like

Medical, dental and prescription drug plan for employees and dependents.

Paid vacation with Flex account ( to purchase additional vacation time)

Flex hours; enables employees to determine their work hour (starting and ending time

within an 8 hour day).

Pension benefits.

Vehicle purchase plan at dealer invoice cost.

Savings and Stock Investment Program.

Ford’s Employee Satisfaction

Overall, Ford employee are satisfied. Scores continue to improve year over year, indicating positive working environment in general.

2015 pulse global survey49 countries

23 languages13 skill teams

7000+ work groups

85 %satisfied with Supv

81 %satisfied with company80 % satisfied with job

Question & Answer