HR Strategy Alignment with the Business Strategy at Ford
Ford Company is one of the organizations that has one of the most sophisticated HR policies. The HR department is specialized to the extent that it exhibits high professionalism when dealing with workers and their affairs. Some of the areas of specialization at Ford include compensation, workforce, labor relations and employee benefits. Consequently, the company focuses on learning and development of employees, as well as recruitment and planning. Even though the Ford Company has effectively aligned its HR strategy with the business strategy, it needs to improve in certain areas a consequence of ensuring the proper functionality of its operations.
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The essence and necessity of aligning the business and HR strategy within and organization cannot be overemphasized. Most HR departments fail to meet their objectives because they are not properly aligned with the business strategy of the firm. Ford needs to define its business strategy appropriately (Eigenhuis & Dijk, 2007). The Human Resource department in the organization should be included in the overall strategy of the company as a consequence of ensuring that it is part of the business agenda. Essentially, such a practice aimed at making it possible for the HR department to understand their roles. Ford Company needs to include the department as one of the planning foundation. Additionally, the human resource department must be actively involved in the affairs at Ford (Ford Motor Company, 2015). The communication channels employed by the HR department must be clear even to the upper echelons of the organization (Holbeche, 2012). The aim is to make the department gain support and understand the essence of change when a new strategy is introduced.
The company should identify a specific department that promotes the establishment of multinational personnel. Ford should have a tendency of recruiting within its ranks without considering others from the external entities. Though internal recruitment is effective to some extent, the company needs to recruit from the external sources to reduce a state of inertia and to lag behind in terms of innovation.
Job Positions and Responsibilities listed for HR department
The HR department at Ford has some responsibilities and positions that are established within its jurisdiction. The department deals with issues that relate to compensation, benefits and unionized workforce (Ford Motor Company, 2015). The department has some deficiencies to the extent that those with positions seek to associate themselves with areas of success. Ford has maintained its competitive edge in the market because it recruits better and intellectual managers who can transform the institution. The workers are motivated and operate by the company’s business strategy (Ford Motor Company, 2015). The strategies that are employed by the human resource department should be focused towards meeting the objectives and goals of the organization.
Preferred Positions
1. Organizational development
2. Planning and Recruitment
These positions are defined by flexibility and creativity. In most instances, the aforementioned positions allow a professional to operate with relative ease and utmost professionalism. There are limited hindrances and deficiencies in the performance of the functions.
Increasing Diversity
Ford should have an affirmative action policy that allows more women to be appointed to the executive boards and senior management positions. Consequently, the company should consider its decision of employing people internally and go for professionals externally. Additionally, Ford should promote the inclusion of employees with diverse cultural and ethnic backgrounds (Holbeche, 2012). Such practices can aid the company in appreciating the essence of diversity in an organization.
References
Eigenhuis, A., & Dijk, R. (2007). High performance business strategy: Inspiring success through effective human resource management. London: Kogan Page.
Ford Motor Company. (2015). “Career paths.”Retrieved from: <http://corporate.ford.com/careers/career-paths/human-resources? &code=US>
Holbeche, L. (2012). Aligning Human Resources and Business Strategy. London: Routledge.
