In the 21st century, the human resource management faces a challenge of enhancing employees job satisfaction and retention. At Ford Motor Company, certain policies and programs have played an imperative role in promoting excellent relationship between employees and management. The same policies and programs have fostered job satisfaction, employee engagement, and employee retention. One of the company’s policy is to treat an employee as an integral part of the organization and a customer (Yang, 2014). Secondly, the company fosters teamwork, shared vision, and employee empowerment. Some of the programs include remuneration packages, where employees are rewarded in relation to their output level (Yang, 2014). A total reward program includes higher salaries and wages, bonuses, promotions for outstanding performance, and creating an environment where employees can upgrade their skills and competence.
Generally, the strong performance of the Ford Company is a demonstration that the policies and programs are effective in the management of employees. However, the company also ought to focus on sustainability of the current performance. In doing so, the company need to make certain changes. One is the talent management and knowledge transfer. Ford Company should enhance the talent management program, where graduates, are provided with an opportunity to become more competence, skilled, and experienced. This can only happen through knowledge transfer initiative. The experienced employees in the company should be encourage to share their knowledge, ideas, and experiences to trainees. As a result, the company will have a large pool of competent employees at all time.
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In a nutshell, Ford Company ought to promote teamwork, collaboration in pursuit of mission, vision, and objectives, and generally improve the employees’ working conditions. So far, the programs and policies to enhance employee satisfaction and retention are working positively. However, the company should not be complacent. The focus should be on management of talents and knowledge transfer.
References
Yang, Y. (2014). Employees Management Analysis at Ford Motor Company. International Journal of Business and Social Science , Vol. 5, No. 10(1); September 2014.
