Human Resource Management Practices at Ford Motor Company

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Human Resource Management
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Table of Content
Introduction......................................................................................................................................2
Purpose and scope of Human Resource Management (HRM) in terms of resourcing an
organisation with talent and skills to fulfil business functions........................................................2
Evaluate the key elements of Human Resource Management in an organisation...........................4
Internal and external factors that affect Human Resource Management decision making
including employee legislation........................................................................................................6
Conclusion.......................................................................................................................................8
References........................................................................................................................................9
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Introduction
One of the essential vital functions in an organization is the Human Resources Management. All
the business operations are smoothly functioned only with the effective management of the
human resources department in an organization. Staffs are considered as one of the crucial
factors of production in an organization and this factor is properly managed by the HR
department. The HR department analysis all the activities of the staffs and manage them
accordingly with the requirements. Thus, the context aims to elaborate all the key functions of
the human resource management system of the company Ford Car Company. All the HRM
practices are the effective methods which the apple to achieve the main objective of the business
is highly accentuated in the below assignment.
Ford is one of the multinational companies in America that is operated all over the world. The
company earns revenue more than US$160.33 billion whereas the operating income that has
been observed is US$3.27 billion. Moreover, in order to manage the widespread business of the
company, approx 199,000 employees are appointed in all the stores of the Ford that is been
operating. Furthermore, the role of human resource management serves to be the most effective
part of the organization. The HRM department is responsible to overlook all the other
departments of the company and manage the same by applying the most effective methods.
Moreover, the HR department also bridge an essential gap between the external and internal
operation of the organization.
Purpose and scope of Human Resource Management (HRM) in terms of resourcing an
organisation with talent and skills to fulfil business functions
The main objective of the assignment is to identify all the key elements of the functions that are
performed by the Human resource management. The effective management system of the HR
department leads to develop the adequate planning for the activities as well as decides the profit
margins that are required to be earned by an organization. Thus, it has been observed that all
HRM practice is very effective to enhance the performance of the overall staffs. Thus, the
adequate management and analysis of the staff performance is another effective function of the
HR department in an organization. Thus, with the given study of the company Ford car it has
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been evaluated that the major performance of the HRM is to satisfy the needs of the customer
while providing the quality products at the reasonable price. Furthermore, it has been determined
that the function of HRM irrespective to the function of company is not limited only up to the
recruitment and selection but also beyond that (Bratton and Gold, 2017). The duty of the HRM in
an organization is to protect and secure the mental and physical capability of the employees (Noe
et al., 2017). The concept of the human resource retaining talent is associated with the
competitive edge in the current time period. Moreover, the scope of the HRM functions is
associated by attracting the suitable candidates for the screening purpose and selecting the same
to increase the effectiveness of the car company Fort. in order to get appointed in the company of
Ford a new candidate is needed to be trained adequately in the most authentic and systematic
manner and thus for this purpose the HR department of the company also focuses on the internal
training session of the employees. The process of recruitment and selection that are processed by
the HR department of the company leads to attract the most effective and suitable candidates for
the welfare of the company. The candidates that are selected must be company oriented and must
be able to help the organization to achieve the main objective and goal of the company.
Furthermore, the process of HRM is very important to be performed for the betterment of the
company and before that the effective training facility must be established in the business unit.
However, in the company Ford all the facilities are highly accentuated that will lead to develop
and enhance the capability of the employees that will ultimately lead to gain the economic
growth in the market. In the country of UK almost 2500 peoples are appointed in the stores of
the Fords this leads to observed that this company leads to increase the employment
opportunities in the market that leads to raise the growth rate of the overall country. Thus, the
company is also engaged in providing the external training as well as vendor training. In addition
it is also essential that the small internal training program must be established to enhance
capability of the employees.
One of the fundamental program has been adopted by the company Ford is the termed as “Set a
standard of effective performance” session that are organized for various departments of the
company that aims to provide the effective short term training sessions that will lead to develop
the knowledge and skills related to the company, its products and the objective that has been
followed as a common (Nankervis et al., 2016). The establishment of the such session also
helped the organization to verify the most effective employees of the company. Furthermore, this
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session leads to bruises up the skills of the employees as well as ensure that the functions of
retention is adequate situated for the betterment of the company by applying the appropriate
human resources management in planning procedure.
The entire above mentioned are the factors that are highly applied by the human resource
department of the Ford company that ultimately lead to increase the overall productivity of the
company and introduce the brand name in the market in the most massive manner. Moreover, all
the organized training and educating sessions lead to develop the economic position of the
company thus HRM of the company ensures to fill the gaps of all the deficits that can arise
within the company at the time of operation.
Evaluate the key elements of Human Resource Management in an organisation
The uses of the key elements of human resource management depend on the type of
organization, its scope and size of operations and functioning. The major key element in the
company of Ford irrespective to the human resource management is to recruit the most suitable
candidate as well provide adequate training to them in order to increase their capability. Some of
the key element in relation to the UK car company Ford has been accentuated below:
● Recruitment as well as selection
One of the integral parts of the function that is played by the human resource management in the
Ford company is attracting the most appropriate candidates for the selection process. Thus,
effective recruitment and selection process lead to increase the productivity of the company
(Marie Ryan and Derous, 2016). With the effective performance the economic position of the
company can also be raised.
● Development and training
The new candidates are adequately trained in order to develop their skills and knowledge in
relation to the company, its product and so on. Thus, the HR department of the company look
and arrange effective programs for such development and training. Both the external as well as
internal training is organized by the HR department. Many short term learning sessions are
established for all the different departments of the company.
● Planning on human resource management
The HR department of the organizations forecast all the crucial factors that lead to intake the
adequate planning. The effective planning serves as huge benefits for the future benefits (Cascio,
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2015). The HR department sets up the pipeline to enact the recruitment function that has been
associated with some respective functionality that are in relatively high rate. Moreover, the HR
department of the Fort Company is determined to analyze both the present as well future
demands of the market.
● Labour relation
The employee relation is mandatory to be maintained by the HR department of the company
following the employees legislative in which all the crucial acts that are evaluated to determine
the rights of the employees working in an organization is discussed (Knights and Willmott,
2016). The HRM of the Ford Company are employee oriented company and follows all the acts
for the employee’s welfare.
● Management of performance
The HR department of the Ford Company manages overall performances of the company that
also deals with the process of retention for the benefits of the company. Thus, the HR department
of the respective company plays a crucial role under head of this element. In these factors all the
performance of the employees is deeply analyze to measure the effectiveness of the employees.
The performance of the employees is even rewarded by the HR department in several ways, this
serves to increase the level of motivation among the employees.
● Information system of human resource and administration
The HR department are responsible to maintain the administrations of the company. In order to
maintain such the HR department look forwards the entire department and whether all the
functions are compliance with adequate laws and legislations (Kavanagh and Johnson, 2017).
Moreover, the Hr department does deep analyses of all the factors of the external and internal
environment to build an effective planning. The proper information leads to rectify the various
strategies that can be applied to achieve the objective of the company.
● Career and success planning
The success of the company depends on the overall performance of the employees and its
outcomes. Thus, all the operations and functions are managed by the HRM department of the
company (Farashah, 2015). Therefore, the human resource department play a huge role to raise
the position of the company in the market.
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Figure 1: Diagram representing key elements of human resource management
(Source: Created by Author)
Internal and external factors that affect Human Resource Management decision making
including employee legislation
There is the combination of external and internal factors that affects the operations of the
organization. Some of the external factors that affect the HR policies influence huge competition
in the market of designing salary and recruitment. The supply of labour is the crucial instances in
relations to the recruitment of the external factors in which the process of skilled management
becomes strict (Jacobs et al., 2016). On the other hand the internal factors the policies that are
accomplished in an organization are stated. These are the facts that lead to the long term impact
on the operations of the human resource management in an organization. Furthermore, there are
several acts that are introduced by the legislation of the UK government that includes Health and
Safety Act 1974, which is mandatory for all the company to follow. This act ensures that the
facts that include safety and health measure for the employee working must be priority of the
company. The Employment Right Act 1996, states all the adequate rights and information are
provided to the employees. These rights includes equal pay right, sex discrimination and many
other (Brewster, 2017). Another major Act that are highly followed by the HR department of
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Ford company is the Equality Act, according to this act the paying scale of the employees are
adequate in a most appropriate manner to maintain the level of equality within the employees. It
has been observed that if any of the acts are void irrespective to the employees’ legislative than
all the HR department of the company will be highly penalised in the case of breaching the laws.
Thus, all the legislative acts are followed by the Ford HRM department to maintain the employee
benefits as well as to achieve the main objective of the company.
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Conclusion
The study aims to conduct all the key functions and strategies that determine the characteristics
and traits of the HRM of the Ford Company. Furthermore, essential methods and hostile that
leads to survive in the competitive environment are also discussed in the above assignment. The
different functionality of the HR in the company along that is authentic and systematic as been
evaluated in the context. Thus, from the given study it can be accomplished that all the
fundamental strategies that are used by the company are highly effective for the betterment of the
company in expanding its business.
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References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Farashah, A.D., 2015. Strategic fit framework of succession planning: effects on career attitudes
and career success. International Journal of Human Resources Development and Management,
15(2-4), pp.233-257.
Internal and external factors that affect Human Resource Managemen
Jacobs, M.A., Yu, W. and Chavez, R., 2016. The effect of internal communication and employee
satisfaction on supply chain integration. International Journal of Production Economics, 171,
pp.60-70.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Knights, D. and Willmott, H. eds., 2016. Labour process theory. Springer.
Marie Ryan, A. and Derous, E., 2016. Highlighting tensions in recruitment and selection
research and practice. International Journal of Selection and Assessment, 24(1), pp.54-62.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
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