Talent management starts with enticing and holding on to talent and includes refining learning and expansion changes, interacting with employees efficiently, using suitable structures and machinery, and conducting labor force preparation using the newest investigative apparatus. Currently, Fords motor company industrial expansion is at its peak, it is faster and stronger compared to the past years. This is the reason why they chose to expand their hiring in Asia and North America. This will be the highest hiring exercise in a very long time. The reason for this move is because currently the competition is very high and they all have to fight for good talent. To ensure that the company maintains its status, the management team has to look for the best team to join them as they strive to take the company to greater heights in the future (Collins, 2006).
Ford Motor Company has always strived to be the best in the employment industry through incorporating competitive compensation and benefits programs in the structure of the company and also in the employments contracts. The company uses the reward strategy which provides employees with challenges and rewards for their good work. There is also the growth and career development programs and lastly the prestige that one gains from working with such a big company.
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North America is a diverse and large area to cover, which is why the Ford has embraced the use of social media. The idea to go digital was because the company is dealing with a very large crowd and therefore to reach them, going digital was one of the rules that had been set. Information concerning the company has been put on the line; the digital platform is being used to make the company known to even people that have not read about it. The information is being advertised to give a view of the great opportunities and benefits to be enjoyed while working at Ford.
Ford has had a talent center for salaried employees in Michigan. The center is where the interviews are conducted, and it is meant for use while conducting interviews and employee orientation. The showcase was created for the employees where they can check what is expected of them by the management. In the Ford Center employees are given a taste of what the company has to offer; like the favorable payment terms. Interviews done at the center have been very successful as per the feedback they get from clients. The center is still used as an overview to showcases the company regarding its rich history, and good working condition (Jenita, 2014).
In the year 2014, Ford invested in a new property in Palo Alto, and this facility is meant to help the company in their quest to further complement their mechanical and environment diversity as they concentrate on modernization and opposition in mobility. This move is plus for Ford not only in their geographical mark, but it is directed on employing and signing talent into our global research team, to hasten the organization's revolution in connectivity, flexibility, independent vehicles, client involvement and big information (Sassy, 2015).
Ford is opting to partner with several top universities, and build strong relationships, this way they can get top talent from the students who have recently graduated and absorb them into their organization. This is usually done through getting involved in the activities and events that take place in the universities. They use these platforms to sell their company as they look for the next generation of prospective locomotive front-runners. The other method that always and is working for Ford is by getting involved in job fairs that entice experienced diverse job seekers (Sassy, 2015).
In 2015, Ford launched a program that helps retain their employees; this is done through equipping their newly recruited employee with tools to help them get started so that they can be productive as the rest. This boosts the new recruits’ morale, and they are more likely to stay in the company without any problems. After their recruitment, the new employees are taken to the talent Centre where they are introduced to what the company has to offer and what is available to them to use while they work in the company. Orientation takes place later in the year after the recruits have been familiar with their surroundings. After the orientation, the employees are taken for a meet and greet where they are introduced to the senior leaders at Ford. This creates a sense of belonging to the employee because they are shown that their presence is highly appreciated (Samson, 2014).
Ford always ensures that the employees are comfortable and their needs are met while they are within the companies premises. The company focuses on talent from an early age. They support children who are innovative so as to ensure the future development of the company in future. The science, technology, engineering and math also work on introducing the high school students to the real world. This program is a very good illustration of how a company should start their hiring process plus the moves that work to the benefit of their company. The coaching of young people shows the company’s pledge in growing our talents plus also renovating education for students of today and the future. Students who take part in these programs learn difficult, standard based essential academics through the eyes of assignments based on engineering, information technology, and manufacturing. The teachers in these fields also cooperate with the students to prepare them for what is to come in the future. Ford also offers scholarships to students who show great potential in their innovativeness and creativity. This helps reward them for their talents plus assure them of a place in the society. In the end, these students can work with Ford after they are done with their studies.
A dynamic environment presents challenges through a dynamic environment of dealing with escalating international antagonism and changing employee requirements and anticipations offer several strategic opportunities. Ford Motor Company has comprehensive work-life curriculums, which include; flexible and condensed timetables, job distribution and tele-working opportunities that allows the corporation to meet their occupational needs while providing robust employee commitment and contentment. Ford also uses digital worker who is an IT package, which provides workers with tools for communication and efficiency through growing the competence of workers by linking with others internationally, get and transfer information with others, assimilate private and work life significances.
In conclusion, when a company works hard to ensure their employees are comfortable, they gain a lot because the workers are always motivated which in turn makes them very productive. It is expensive to maintain such standards, but it is the only way to deal with unproductive workers. When a company starts getting good references on how well they treat their workers, they do not increase their sales, but it starts to attract talented potential employees. A company only succeeds when its needs are met, it will not only attract talented and serious workers, but it also helps retain the ones already employed. Ford Motor Company is constructing an international competency in workforce analytics and development. This is in direct alliance with the business approach to big analytics and statistics; the company has received awards as a world leading company in meeting the needs of its employees.
References
Collins, K. (2006). Talent Management. New York: New York Univ. Press.
Jenita, S. (2014). Talent management in the motor industry: Ford Motor Company. https://prezi.com/jfqty-3jpilo/talent-management-in-the-motor-industry-ford-motor-company/
Samson, T. (2014). Attracting talent. http://corporate.ford.com/microsites/sustainability-report-2013-14/people-workplace-employees-talent.html
Sassy, Davis (2015). A comprehensive talent management strategy. Chicago: University of Chicago Press.
