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Being in the position of HRM can be complex and interesting as well as working in a global car manufacturer such as Ford Motor. Here is a situation that the company has been facing which is complex in order to maintain and provide proper recruitment, therefore, in order to construct the base of the report few things would be included in the report that can help strengthen the organization in the future. What would be included will be the various areas of HRM and their contribution to better the performance, what strategies can be implemented by the HRM to enhance the environment of the organization, and how the role of recruitment and retaining an employee is vital for growth. The report would also be including the strengths and weaknesses of HRM while making decisions and how they support for the growth and betterment of the company on the global platform.
There is a diverse department of the HRM team and they do have different roles to play within an organization. The department of HRM does consist of the following parts within them.
This is one of the crucial parts when a company is focusing on growth in the future. For making recruitment and retaining employees in an organization the HR department needs to look for a vacancy that the company needs and as per that HR do recruit eligible candidates for it by observing their skills and qualities through the medium of interview (Bongard, 2019).
After making recruitment there is a part of the HR department that focuses on providing adequate training to the candidates and let them aware of their job roles and duties (Armstrong and Landers, 2018). The employees managing this department are mainly responsible for organizing proper programs which ensure to enhance of the productivity of an employee to meet the objective of the company. Even the process they go through must help the employees to attain job satisfaction.
one of the essential factors that do matter in a working environment is the relationship between the owner and the workers of the company. For maintaining a healthy relationship there must be a healthy environment for the employees in order to grow and flourish in the workplace (Sharma, 2020). In case of that, it is a vital role of an HR to look after the factors such as proper compensation, benefits, and proper working hours, so that the bond between the organization and employees must be healthy and positive (Arimie, 2019). Even the words and ideas of the employees must also be addressed and heard so that they must feel valued and part of the organization.
It is a vital role of HR to provide a safe place and environment to the employees working under their supervision both in physical and emotional factors. Factors like discrimination based on caste, color, or sex can cause emotional hamper and sexual harassment factors can easily violate the ethics of a workplace which must be observed and taken care of by the HR (Sharma and Mishra, 2020). They must provide the safety protocols and work ethics to the employees which are essential while thinking of growth.
The HRM department of the company is putting much emphasis on the retention strategy of the employees and hiring many more talented and eligible candidates for the company which will help the company to grow by advancing the tech facilities induced in it (Kasych et al., 2020). The HRM department of the company is putting much more importance on the factors that will enhance the motivation level of the employees working under the difficult circumstances such as in manufacturing factories, there safety in the working environment that will be related to the health issues such as providing health benefits through the medium of health insurance and many more (Kumari and Hemalatha, 2018). The human resource management of the company is focusing on the implementation of innovative ideas and initiatives that would help to meet the satisfaction level of the customers that the company is holding on to. Ford Motors is even putting their maximum efforts to enhance their tech services and providing their best training to the employees regarding software and hardware that are used by the company so that they can play the leading role in performing well in enhancing their productivity (Wang et al., 2021). The main focus of the HR department is to uplift the motivation and engagement of the employees for the company.
The company is trying their maximum potential in order to utilize the talent hunting strategy to attract and approach many more eligible candidates having various kinds of talent that will be a great factor for the company and will help to merge the employees in teamwork as this will allow the employees to collaborate with each other in much moiré smoother way. The HR department of the company does prioritize to involve the workers in a collaborative environment as this will help the employees to share and cherish their knowledge and learn something new from each other (Stewart and Brown, 2019). The company does believe to provide incentives and appraisals to their employees for their better performance. Even this method does help the employees to be more concerned regarding enhancing their performance and be more strategic in nature which will automatically enhance their productivity and potential to meet the goals of the company.
Both the factors recruitment and retention of an employee’s a crucial role when thinking of growth and expanding the business on a global or wider scale. In order to find more emerging talent in the labor market, it is essential and basic that a company must utilize their full potential to maintain their current employees which will be a great factor that is needed to take care of by the HR department. The HR department does use various kinds of strategies to extract talented and skillful candidates for the company (Gilch and Sieweke, 2021). The HR department is responsible to manage the retention of employees and even it is crucial for the company in order to sustain itself in the market. The HR department of the organization must organize a proper amount of training programs that will help the employees to know more about the work ethics and how they can grow their skills in designing the car models and factors that can enhance their productivity and efficiency in order to meet the needs and objectives of the organization. In order to maximize the retention of employees, the company must introduce the proper amount of compensation to their employees and must provide some basic facilities which can be directly or in an indirect manner such as providing incentives for better performance, health facilities such as insurance and sick leaves in case of emergency (Jawaad et al., 2019).
All these factors can enhance the rate of retention as this help to enhance the satisfaction level of the employees and work much more efficiently utilizing their full potential to enhance productivity. Both recruitment and retention of the employees do provide a company with the scope of expansion and the factors that can enhance the productivity and well-being of employees. Even the ideas of employees must be also utilized and heard so that they must feel the feeling of belongingness and value within the working setup. The steps mentioned above also help the employees to stay motivated and work more efficiently this even helps the organization to have a great brand value in the global market and the industry they belong to.
Holding a position in HRM is full of responsibilities and the position does have some strengths and challenging points also, so in the latter part we would be discussing that.
All the factors that are involved in the development of an employee such as mentoring, coaching, training, and many more factors are the major roles of the HR and on the basis of these responsibilities an organization grow within a market setup as these factors helps to enhance the productivity and step forward success. The HRM does have the strength to select the eligible candidate by the medium of talent hunting strategy and providing the proper amount of training and letting the employees be aware of their responsibilities (Van Woerkom, Meyers and Bakker, 2020). The HR team or department is also responsible for maintaining the relationship between the employer and employee. They work as the connecting bridge between the business holders and the employees working under them. The HR team or members do work as employees’ voices regarding the protection they must receive in the workplace. They are even having control over the role of leadership as they guide them to provide ample amount of information to the employees working under their supervision, they are the advice provider and a source of guidance. Maintaining a proper flow of communication is always taken care of by the HR department (Leroy et al., 2018). The individuals working as HR professionals are experts in almost every single department such as compensation, benefits that must be provided to the employees, and the set of the law of employment. Being the knowledgeable source, they are responsible for the internal factors of the company to grow to start from hiring, management process and providing security and compliance.
The individuals working in HR are not financially minded therefore, they need t to collaborate with the finance department. They even lack a strategic foundation although they play a vital role in recruiting employees but do lack knowledge regarding business strategy and therefore, they need to collaborate with departments that are associated with the operational sector. Even concentrating much on managing the employees the HR somewhere is less focused on the customers. They are concentrated to enhance the productivity of the employees but do lack direct connection with the customers which is one of the biggest factors affecting their knowledge area.
Apart from the factors of weakness the strengths of the HRM department do help to grow the company on the global platform and enhance the productivity of the company in order to grow.
Government regulations- the laws that are followed by the company and the federal state are one of the external factors affecting human resource management as the regulations are quite complex. The factors like hiring, training, compensation, and many more factors can be easily influenced by the regulations of the laws (Rahman, Mordi and Nwagbara, 2018). The lawsuit does put a lot of influence on the perspective of the employees, vendors, and even the customers. Mainly any misconduct can lead to damage to the reputation of the company and can hamper the level of productivity.
The growth rate of the company is also an internal factor that affects the human resource management of a company. When the company does face and attain a massive amount of growth and enhancement in the market will surely put pressure on the HR department to conduct recruitment and find much more skilled and talented employees for the company (García-Carbonell, Martín-Alcázar and Sanchez-Gardey, 2018). The pressure of conducting recruitments also puts an impact on focusing on the retention of the existing employees which is a great factor that can emerge as a hurdle in the path of success of the company. Due to a lack of focus on retention factors, there are chances to lose candidates, and HR faculty will face problems over there due to a lack of balance.
Another factor which puts an internal influence on the human resource management is the use of advanced tech services to attract a huge number of new employees and smoothen the flow of communication in the management by providing training for the growth of the employees but somewhere this is emerging as a boon for the HR department as they can provide hassle-free guidance and training to the newcomers and the management system working under their supervision. Even making decisions has become much easier with the utilization of advanced technologies.
The ethical code of conduct followed by the companies helps to enhance the morality and professional behavior of the employees. The ethical rules that the company is following have helped the company to deduct the biasness that usually does occur due to discrimination based on caste, sex, race, color, and religion. There are strict action policies taken for the part of biasness and any kind of sexual harassment that takes place within the workplace.
There are even fixed working hours for the employees which helps them to be more productive and rescue themselves from the hand of being exhausted due to over workload. All the factors help to enhance the work environment and help to enhance the collaboration between the employees working in the organization. Ford Motor is a global company and is growing in different demographic regions which are helping the company to provide more employment to the emerging talents and be a helping part of the growing economy. As the company can grow more, and expand its hold on the varieties of emerging talent this helps to enhance the productivity of the employees. the use of advanced technologies helps the company to come up with new innovative methods to approach the maximum number of customers and the use of technology has also smoothened the task of providing adequate training to the employees and proper conduct regarding the responsibilities they need to play which would help the company to grow more in future.
Hence, it is to be concluded from the above study that the report does consist of a lot of details which can help the company to better their performance in the market. The list does consist of the role of HRM in a company such as recruiting the eligible candidates for the company through the medium of talent hunt strategy and then after providing ample amount of training and addressing their issues which are essential for the retention of the employees. the report also has the information related to the strategies that the company is implying for the growth and even consists of the internal and external factors that are influencing and helping in the enhancement of the company within the industry and on the global platform. The factors do have list things that are responsible for the enhancement such as the utilization of advanced technologies, ethical code of conduct, and expansion of the company in diverse demographic locations.
The Marketing Managers at Ford are responsible for conceptualising, planning, and executing the many marketing campaigns the firm undertakes in order to acquire new customers and keep existing ones. To be considered for employment, candidates must have a history of achievement in both business and marketing. They will have a substantial influence on the organization’s bottom line as they formulate pricing strategies for products and services, as well as budgets, goals, and objectives related to pricing those goods and services. The effectiveness of marketing managers will determine how well leaders execute in both their financial and operational responsibilities (Richardson, 2018). Within the marketing department, there will be a significant amount of dependence placed on the marketing managers for the provision of guidance and advice. These individuals are often hired by a large firm, either as part of an internal marketing or creative team, or both (Xiu and Li, 2021). For a corporate component known as creative direction to be effective, it has to be connected to the strategic goals that the organisation is trying to achieve.
(Source: Di Gregorio et al., 2019)
(Source: Di Gregorio et al., 2019)
The recruitment and selection process may be broken down into phases, in which case the start of the process will be initiated by analysing the job interest of applicants by recognising applications on job site. After this, all job applicants will be subjected to pre-employment screening before they can be hired. Job applications will be handed job forms upon receipt. After submitting the application form, applicants will be tested or interviewed. Following the interview or testing, a background check will be performed on all of the individuals who have been chosen (Tomac, Radonja and Bonato, 2019). A second interview will be conducted once the applicants have been chosen. Upon successful completion of the interview, a conditional employment offer will be extended. Job placement will be completed after all these steps have been completed.
Direct and indirect benefits are both included in Ford's compensation strategy, which is built on these previously described ideas. Benefits received directly include a basic salary, incentive bonuses, and the possibility to purchase shares of company stock (Ford Motor Company). Employees are paid their base salary or rate, while incentive bonuses are given to those who do very well in the workplace (Emmanuel and Nwuzor, 2021).
Employee stock options allow them to own a piece of the firm they work for (Ford Motor Company). Ford provides indirect remuneration in the form of pensions, perquisites, and social security payments. These incentives allow the business to find, keep, and motivate the best personnel.
Figure: Recruitment and Section Flowchart
(Source: As Created by Author)
Additionally, the company embraces new techniques in order to go ahead in the direction of the future. Keeping Ford's human capital at the core of everything the company does, Jim Hackett has chosen to utilise a people-centered design for this cause. In 2016, it launched a programme dubbed HRRev, which aims to revamp its HR products and services in a way that greatly enhances the employee experience. Efforts are underway to improve the company's employee experience (Tomac, Radonja and Bonato, 2019). As a result, the company has opted to offer additional features. Life@Ford, a new online community for Ford employees, will be unveiled in 2018. Besides that, the company plans to open three additional “People First” service centres throughout the world.
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