Human Resource Management Strategies at Ford Motor Company

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of the University:
Author note:

1HUMAN RESOURCE MANAGEMENT
Introduction
Modern organizations in order to maintain a competitive edge in the marketplace, must
invest in the training and development of its workforce. Human Resource Department (HRD) of
organizations typically focuses on both training employees for their current jobs and further
developing skills and knowledge for their potential roles and responsibilities. The objectivity of
training and knowledge development with its constant learning process has been influencing the
automobile industry. Thus it has emerged as an overarching development of social needs (Bell et
al. 2017). Thus organizations must include learning culture as a social responsibility. It has been
proved by several scholars that there are sound associations between training and development
practices along with varied methods of organizational performance (Mulang 2015). According to
Bell et al. (2017), training and development has its strategic positioning and contributes
significantly to organizational business goals and objectives. Incorporation of innovative training
techniques such as artificial intelligence (AI), simulated games, role playing are identified to
more effective in training curriculums (Albrecht et al. 2015). The following essay evaluates
human resource strategies of Ford Motor Company and the way strategies of Human Resource
with training and development have been enhancing the effectiveness of the company.
Body
Training is identified as one of the most important human resource department activities
in UK automobile sector. Various styles and methods are adapted for the skill and knowledge
development of human resource. All these activities intend to focus on improvement of
employees’ productivity. Furthermore, Konings and Vanormelingen (2015) have pointed out
proficient training transforms uninformed employees to informed employees, unskilled or
semiskilled employees into highly proficient ones. These developed employees can execute their

2HUMAN RESOURCE MANAGEMENT
assigned tasks in the most efficient way the organization desires them to accomplish. Thus,
training and development along with HR strategies are perceived as an amalgamation of
activities. These activities are purposed at improving the level of performance of workforce in
organizations for the attainment of continuous improved productivity (Cloutier et al. 2015).
Mostafa, Gould‐Williams and Bottomley (2015) at this juncture, pointed out the way innovative
technologies with severe competition from counterparts force automobile companies like Ford
Motor to update its employees with advanced technologies for encountering challenges. With the
increase in the pace of the technological advancement, the world is emerging as a small village
with interconnected associations (Cloutier et al. 2015).
Rahim (2017) has revealed that automobile sectors efficiently enhance the quality of the
existing employee base by comprehensive knowledge development, induction and training. Frey
and Osborne (2017) indicate that investments in employee training relate to problem-solving,
decision-making, team development along with interpersonal links. These factors are
consequential to the advantageous firm level outcomes. Employee training in UK automobile
sector has been serving as a significant variable in increasing organizational efficiency. Thus
training organized by companies are as fundamental in successful attainments of organization’s
goals and missions leading to amplified level of productivity. Training in the view of Yamao and
Sekiguchi (2015) together with performance constructively influences organizational outcomes.
Thus training is further related to productivity growth and high rate of employee turnover
reduction.
Ford Company incorporated in 1928 based in Brentwood, the United Kingdom operates
as a subsidiary of Ford Motor Company. The company as per the reports by Asad and Mahfod
(2015) believes that in the rapidly shifting world, curiosity along with continuous knowledge

3HUMAN RESOURCE MANAGEMENT
development play highly decisive role. Thus Ford offers a wide range of learning opportunities
throughout employees’ careers in order to ensure their progressive development not only by
preparing their personnel to act responsive to change but to proficiently capitalize on it by
creating tomorrow and significantly driving human development (Yamao and Sekiguchi 2015).
Rahim (2017) has found that changes in technology such as automation, robotics along with
Artificial Intelligence tend to develop significant avenues and demand for new skills in the
workplace. At Ford, manufacturing technicians are being trained in electrified vehicles
diagnostics. Furthermore, reports by Albrecht et al. (2015) have revealed that portable training
and knowledge development cells integrate robots as well as regulate and visions systems in
order to provide system-level training in manufacturing services.
While Mostafa, Gould‐Williams and Bottomley (2015) emphasize that Ford Company
comprises of several types of workforce and work organizations in combination together tends to
create an enthused line-up that corresponds to Ford’s ONE Ford objectives. The company’s ONE
Ford plan fundamentally supports their efforts towards a universal definition of success
comprising having ONE Team, ONE Plan and ONE Goal aimed for exhilarating, feasible
company which efficiently delivers lucrative growth for all (Corporate.ford.com 2018). This
employee engagement strategy further in the view of author offers reliable goals and prospects
for its personnel whether they are performing in the UK, US or any other international locations
with distinct focus on the competencies and conduct the company wants to demonstrate in order
to attain their goals.
Thus HRD of Ford have integrated ONE Ford employee development mission into their
individuals processes in order to underpin employee growth and coerce responsibility for stirring
the company forward while illustrating anticipated actions which are fundamental to the success