HRM Practices and Organizational Development Case Study: FORD

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within FORD Motor Company. It begins with an introduction to FORD, its global organizational structure, and the strengths and weaknesses of HRM in the automobile industry. The report delves into strategic HRM, examining its alignment with FORD's evolving needs and the necessary human resource knowledge and skills. It explores various HRM practices used for recruitment and retention, emphasizing their importance in the labor market. The report further evaluates internal and external factors influencing HRM decisions, offering recommendations for organizational development. Task 2 focuses on practical aspects, including a job description, person specification, job advertisement, CV, and offer letter for a specific role. The report concludes by identifying strengths and weaknesses of the selection process and providing recommendations for sustainable organizational performance. The report covers various aspects of HRM including recruitment, retention, strategic HRM, and organizational development, with a focus on the case of FORD Motor Company.

The Role of HRM practices and
Organizational Development case of a global
car manufacturer

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
TASK-1............................................................................................................................................5
Brief introduction of FORD with its global organizational structure..........................................5
Strengths and Weaknesses of HRM in the automobile industry and comparing the different
areas of HRM with their contribution in the organizational performance...................................6
Strategic HRM with relation to the changing effects on the chosen organization and several
human resource knowledge and skills.........................................................................................7
Various HRM practices which are used for retention and recruitment in order to achieve the
business objectives and their importance in the labour market...................................................8
Evaluating the internal and external factors along with examples that influences the HRM
decision at the workplace along with giving recommendation in context of the support has
been assured by these factors in organizational development...................................................10
TASK-2..........................................................................................................................................11
Job description...........................................................................................................................11
Person specification...................................................................................................................13
Job advertisement......................................................................................................................14
CV..............................................................................................................................................15
Offer letter.................................................................................................................................16
Identifying the strengths and weakness of entire selection process..........................................17
Illustrating how above procedure can improve the sustainable organizational performance with
recommendations for future performances................................................................................18
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20
Online........................................................................................................................................21
APPENDIX....................................................................................................................................22
Job description...........................................................................................................................22
Person specification...................................................................................................................23
Job advertisement......................................................................................................................24

INTRODUCTION
Human resource management is the process of recruiting, training and managing the
selected candidates in order to develop better business practices and increase the productivity of
the business. HRM is a significant part for different organizations for organization their
workforce in order to provide a better working environment to them and increasing their
motivation levels in the business.
The current report will be based on FORD Motor Corporation is a multinational
organization which is a successful automobile manufacturer in the global market. This report will
explain the details of the organization and its global organizational structure, strength and
weaknesses of HRM in the automobile industry, examination of strategic HRM with relation to
the changing effects of the organization, the retention and recruitment practices that are used in
HRM with their importance to the labour market and the internal and external factors that have
an influence over the HRM decision making with adequate recommendations.

TASK-1
Brief introduction of FORD with its global organizational structure
FORD is one of the most popular multinational corporations in the automobile industry
having an effective market image in the industry. The organization has been consistently
innovating high quality automobiles and different commercial vehicles for selling it in the
international market. It has a wide network of suppliers and customers in the industry which
shows it dominance in the market. It has been developing cars for different segments and classes
of the society in order to cater a wider audience and increase its competitive advantage in the
industry. The organization has expanded in various countries in order to increase its market share
and gain better recognition among its competitors in the industry.
The global organizational structure of FORD is based on the different needs of various
internal markets and it takes decisions upon the specific structure and culture of the market they
are operating in. The global business structure of FORD is directly related with the condition of
the global automotive industry. The organization may apply different strategies on the basis of
their different regions in which they operate (Ringle and et.al., 2020). It helps them to coordinate
with the different values and cultures of the specific areas and make effective strategies to target
the customers in their market. There are different functional groups in the global organizational
structure of the business which may follow a hierarchy. This structure is useful in order to
organize the different features of the business and gain better advantage in the industry. It may
help in the global direction of different stakeholders it is associated with in the international
market and the different approaches it may use to improve the efficiency of their employees.

Figure 1Global Organisational Chart of Ford
(Source: Ford Motor Company New Organizational Structure, 2022)
Strengths and Weaknesses of HRM in the automobile industry and comparing the different areas
of HRM with their contribution in the organizational performance
Strengths
The automobile industry is considered as an evolving sector which represents the economic
growth and freedom which may help employees to gain better opportunities in the working
environment and increase their chances of getting better recognition from their superiors. There
may be several technological advancements and innovations taking place in the automobile
industry which may help the company to organize their human resource and monitor their
performance (Harney and Alkhalaf, 2021). It may be a major strength for FORD as it may
increase the chances of the company to produce better output than their competitors.
Weaknesses
There may be several regulations and excise duties that may be imposed by governments
of different nations on the organization which may have a negative impact in investing in the
HRM practices of FORD. It may reduce the profitability of the business and create several issues
in managing the different aspects of the HRM practices. There may be several competitors that
have gained a significant market share in the industry. They may have an influence over the

productivity of the business as many employees may shift towards the job offers provided by
these companies to them.
There are different areas of HRM which has a significant contribution towards the
success of FORD in the industry. The recruitment and selection process of the business may be
transparent and it may consider one of the top quality candidates for their organization. The
management may highly focus on their qualification and the candidates may go through tough
screening in order to be a part of the business. The organization may focus upon appropriate
training and guidance for the employees which may be helpful for improving their overall
performance in the business (Stahl and et.al., 2020). With the help of this area of the HRM, the
employees may be able to clearly understand their roles and give due consideration in putting
efforts for the business.
The business may provide the employees with various benefits and incentives in order to
retain their high quality employees and improve their motivation levels. By using these
techniques, FORD may be able to provide a better experience to the workforce and gain their
trust towards the management. These factors may be connected and may help in increasing the
overall performance of the organization in the current business environment which may be useful
in increasing the popularity of the company in the global environment. The HRM practices may
help the employees to reduce their work pressure and provide them with better assistance in
order to contribute more towards the organizational goals.
Strategic HRM with relation to the changing effects on the chosen organization and several
human resource knowledge and skills
Strategic human resource management is considered as an approach which addresses the
different business challenges in order to prepare effective strategies for achieving the aims and
objectives of the organization. The major principle of this function is to enhance the
organizational performance and inspire creativity and innovation in their current workplace.
FORD may use appropriate strategic management techniques in order to increase the
contribution of the employees towards the business in order to gain better advantage in the
industry. The organization may analyse the different cultures of the countries they are operating
in and then make effective changes in their strategy in order to provide a better experience to the
employees (Butterick and Charlwood, 2021). This may be beneficial for the business in order to

gain competitive advantage in the business by improving the core competencies of their
workforce. Several training and development programs may be provided by the business to their
employees in order to enhance their skills and increase their quality of output towards the
organization. These efforts of the business may be helpful in reducing the negative impact of
certain risks and barriers that may arise for the business. With the help of these practices, the
organization may be able to improve their current market image in the industry and improve the
performing ability of their employees which may have a better impact on the business.
The organization may introduce various personal and professional development programs
for their employees in order to increase their skills which may help them to grow in the
company. With the help of these practices the knowledge of the employees may increase and
their overall confidence may increase towards performing their specific roles in the business. The
employees may work upon these skills and may increase their contribution towards the
organizational aims and objectives (Lopez-Cabrales and Valle-Cabrera, 2020). The company
may provide a positive work environment for their employees which may reduce their stress
levels and help them to gain better recognition in the industry. By applying these techniques the
management may increase the effectiveness of the employees to provide better results to the
company. The workforce may enhance their skills with the help of these resources which may
improve their engagement towards the decision making process of the company. It may provide
the HR managers with a greater support in order to reduce the negative impact of several factors
over the business. These efforts of the business may increase the overall motivation of the
workforce and help the business to achieve success in the global markets.
Various HRM practices which are used for retention and recruitment in order to achieve the
business objectives and their importance in the labour market
FORD may develop several policies and procedures for the employees in order to recruit
and retain highly qualified and potential employees for the business which may help in
improving the overall performance of the business. The management may prepare effective
strategies with the help of the HR department in order to provide better assistance to the
employees to gain a better work experience in their organization. The organization may hire third
party organizations in order to find the appropriate candidates and evaluate their potential before
sending their portfolio to the company (Duggan and et.al., 2020). It may be useful for the

business to receive applications which are suitable for their criteria. It may have a positive
impact in recruiting the desired candidates for the organization and managing their hiring process
of the business. By delegating the process to another organization, FORD may be able to prepare
better strategies for improving the work experience of the employees in order to ensure employee
retention in the business.
The management may provide the workface with employment security to the employees as
the industry is highly dynamic and the employees might feel unsafe if they are not provided with
a promise of their permanent position in the organization. Appropriate contracts may be provided
by the business to their workforce in order to gain their trust and increase their motivation to
work for the business (Hameed and et.al., 2020). The management may divide the employees
within specified teams in order to increase the quality of their output. It may help the
organization to reduce the confusion of their job role among the employees and improve their
understanding of the specific work they have to do in their job. It may help to increase the
effectiveness of the business and provide a better experience to the employees by organizing
their work effectively.
Fair compensations may be provided by the business to their employees which may be
useful for the organization to allocate the benefits on the basis of their contributions towards the
business. It may be useful for the organization for promoting a positive image of their brand
among the employees which may help in retaining their op quality candidates in the current
organization. These compensations may increase the motivation of the employees to give their
best efforts to the company and get higher compensation from the management. FORD may
provide better training and development programs to their employees which may be useful in
order to enhance their skills and improve the quality of their output. With the help of these
benefits the organization may be able to improve the overall performance of the employees
which may help the business to grow in the industry (Liboni and et.al., 2019). The organization
may be able to gain better recognition in the industry with the help of these HRM practices as
they may have a positive impact upon the business. These practices may be beneficial in
expanding into various global markets appropriately.

Evaluating the internal and external factors along with examples that influences the HRM
decision at the workplace along with giving recommendation in context of the support has
been assured by these factors in organizational development
Internal factors that influencing HRM decision at workplace
Internal factors refer to those factors that are in the reach of organization and that can be
control and managed. However, these factors provide impact over the decision that has been
taken by human resource management in the organization. Here are the major internal factors
that impacts the HRM decision at the workplace:
Corporative objectives- This refers to the main objective of organization, the decision of HRM is
aligned with this at the workplace. For example, objective of FORD is to focus over minimizing
the cost so the effective services can be assured to the customers at effective cos. Thus, on the
basis of this the HRM in organization takes decision in such manner that impacts helps in
reducing the cost of production and helps performing operations in effective manner.
Marketing strategies- Any decision regarding new product development and adding innovation
in the product is related to internal factors that affects the HRM decision in organization (Blom
and et.al., 2021). Thus, these factors leads to impact the HR decision at workplace as HR
department takes decision after making certain meetings with other departments and implement
the strategies that can be proven effective for the company and helps in implementing effective
marketing strategies.
Workforce strategy- Implementing effective workforce planning is one of the internal factor that
impacts the HR decision at workplace. For example: Ford is focusing over the procedure of
selective hiring that leads to select the talented people in the organization. Thus, in this manner
internal factor impacts the HRM decision at workplace. In context of implementing effective
workforce HRM makes effective strategies that are concerned with various decision.
External factors that are impacting HRM decision at workplace
These factors refer to those factors that are not in the reach of organization and leads to
impact the HR decision at the workplace. For these factors effective planning is required. Here
are the major examples of external factors:
Technological changes- Fluctuation in the current technology leads to impact the decision of
HR in organization as those strategies needs to be implemented that assures the involvement of
latest technology at the workplace (Shatilo, 2019).

Social changes- Change in the taste and demand of the customer leads create the demand for
implementing effective working pattern in the organization. Thus. In this manner this factor
impacts the HR decision at workplace.
Economic change- Change in the level of unemployment and labour market impacts the supply
of the people along with their pay rates. Thus, this leads to create the difficult situation for HRM
in the company and impacts their decision pattern as well.
Political and legal changes- Legislation context such as maximum working hours, workforce
planning and remuneration leads to Impact the decision of HRM at workplace as they have to
take decision within maintaining legislation pattern at the workplace.
Recommendations
The internal and external factors help in guiding HR department in terms of making
decision and that leads to help in assuring support to the organization. Major recommendation to
the Ford in context of using internal and factors as a guidance for implementing HRM decision
that helps in organizational support are:
The HR department must use the internal factor such as, workforce planning and corporative
objective for implementing effective workforce at the workplace that helps in achieving
organizational objective (Zeebaree, Shukur and Hussan, 2019).
 External factors such as, technological change can be used as in terms of implementing
effective flow of communication with the employees as the workplace. This helps in
creating effective interaction at the workplace that leads to provide the support to
organization.
 Social factor analysation can be used by HR department in order to ensure that working
pattern in organization that full-fills the satisfaction level of customers.
 Following political and legal factors in effective manner helps in performing the values
towards employees as these factors includes performing the obligation towards
employees that helps in increasing the motivation level of employees.
TASK-2
Job description
This refers to that document that is consist of job title, purpose, duties, mandatory
qualification, salary working condition and so on elements that are required in order to perform

for the selected job (Zardasht, Omed and Taha, 2020). The job description for hiring Marketing
manager has been prepared for FORD company in context of describing the various attributes
that are required in job description.
FORD ORGANIZATION
Job Description for Marketing Manager
Post of the candidate
 Marketing manager.
Qualification required
 Bachelor's degree in marketing or business management.
 Master's degree in marketing or business management
Experience required
 2-4 years
Working hours for the job
 Flexible- 24 hours per week
Reporting should be done to
 Managing director
Responsible for
 Marketing assistant
Salary
 As per the policy of company “Not disclosed”
Working needs to be done with
 Managing director and all the head of departments
Major Purpose of Job
 To effectively develop and implement Market & PR strategy.
 To generate the appropriate PR collateral.
 Managing day to day task of the marketing assistant
 To identifying and coordinating the market information.
Major Skills
 Communication skills
 Leadership skills
 Digital skills