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HR Strategy in alignment with business strategy
It is important to plan the HR strategies after analyzing and consider the business strategy of the organization. Ford Motors is one of the reputed public trading companies in the global market that is known for maintaining a productive corporate culture in the organization. The HR hiring and recruitment strategy are planned according to the needs of the business strategy to have a healthy workplace and working environment in the organization (Gonring, 2008). The HR strategies can be aligned with the business strategies by communicating the business plans with the HR department and preparing the job roles and responsibilities to fulfill the goals and targets of the business (Sun, & Hong, 2002).
HR job positions and responsibilities
The present HR job openings in the US Fords along with the responsibilities are discussed in the points given below:
Occupational Health Nurse: The responsibilities of the Occupational Health Nurse will be to take care of the health of the employees working in the factories and other sites of the company. They will be responsible for assisting the physicians and doctors in providing healthcare services ("Ford Corporate Departments", 2016).
Human Resources Labor Relations: The responsibility of the Human Resources Labor Relations will be to maintain a harmony in the workplace by maintaining a good relationship with the employees. They will be responsible for interacting with the employees and controlling legal obligations related to employment relationship.
Chief Physician: The Chief Physician will be responsible for maintaining the health and safety of the employees in the organization. They will take care of the healthcare needs of the employees.
Preference of HR job positions
According to the present scenario, the Human Resources Labor Relations job position is most important to maintain a proper relationship with the employees. A better relationship with the employees will help to motivate them towards the job and resolve the conflicts in the workplace. The position will contribute to maintaining a diversified workforce in the organization.
HRM strategies to improve competitive advantage
Ford Motor Corporation has uniquely identified the human resources of the firm as one of the essential assets. In order to achieve sustainable competitive advantage, the management of the automobile manufacturer company has increased the value of the human resources so that the primary policies have been intended towards the organizational employees. In this way, the employees can deliver their best potential to fulfill the demand of the customers. Apart from that, the management of the firm has improvised to develop and exploit exceptional distinctiveness of the employees to achieve sustainable competitive advantage in the market (Kinast, Zelnik, Bel, & Meron, 2014). In addition to that, the HRM of Ford Corporation has put the emphasis to create something unique and innovative that cannot be easily imitated by the market rivals. By leveraging on active corporate culture, the human resources of the organization can develop motivation that would be unable to match the rest of the competitors.
Ways to increase diversity
There are significant bottom line benefits attached to workplace diversity. In order to increase diversity in the workforce, modification of current hiring strategy must be identified as one of the primary requirement. In this way, the firm can recruit diverse workforce with different knowledge, technique and expertise helpful for organizational benefits (van Veldhoven, 2005). Apart from that, making the job positions more compelling, the organization can pick up candidates from the diverse talent pool. Such practices can ensure workforce diversity. Promoting proper diversity training program can be utilized to shift the focus on cultural diversification. On the other hand, offering mentoring programs to the employees can produce innovative and diverse work culture that can be utilized to brainstorm innovative product designing and market expansion.
References
Ford Corporate Departments. (2016). Ford Corporate. Retrieved April 2016, from http://corporate.ford.com/careers/departments.html?&%3bccode=US
Gonring, M. (2008). Customer loyalty and employee engagement: an alignment for value. Journal Of Business Strategy, 29(4), 29-40. http://dx.doi.org/10.1108/02756660810887060
Kinast, S., Zelnik, Y., Bel, G., & Meron, E. (2014). Interplay between Turing Mechanisms can Increase Pattern Diversity. Phys. Rev. Lett., 112(7). http://dx.doi.org/10.1103/physrevlett.112.078701
Sun, H., & Hong, C. (2002). The alignment between manufacturing and business strategies: its influence on business performance. Technovation, 22(11), 699-705. http://dx.doi.org/10.1016/s0166-4972(01)00066-9
van Veldhoven, M. (2005). Financial performance and the long-term link with HR practices, work climate and job stress. Human Resource Management Journal, 15(4), 30-53. http://dx.doi.org/10.1111/j.1748-8583.2005.tb00294.x
