Underpinned by a skilled and motivated HR team, our efforts are designed to create a great place to work, and build a capable and effective workforce.
Our Strategic Priorities
Creating a Great Place To Work
Throughout the world, we want to make Ford an employer of choice, offering competitive compensation and benefits, challenging and rewarding work, and the opportunity to be part of a leading company with a diverse workforce and great products.
We will do this by:
Providing a healthy and safe working environment for employees, contractors and visitors to our facilities.
Fostering a diverse workforce and an inclusive culture in which everyone feels valued and respected.
Regularly engaging with employees to better understand what they value about being part of Ford.
Building a Capable and Effective Workforce
To compete for potential recruits and ensure our future success, we have been standardizing, simplifying and integrating our talent management processes.
This has involved:
Using Technology Solutions
We use leading-edge technology to support flexibility and collaboration across our workforce, enable data collection and analytics on a global scale, and to enhance the experience of our customers.
Having found it challenging to coordinate across many regions and IT systems in the past, we have been developing Genesis, an innovative HR technology platform, to help us better meet the needs of our people and enable better decision making.
The Genesis Pyramid
Through Genesis, in 2015, we improved our capability for managing human resources in the following areas:
Integrated global reporting: The phasing in of this new platform will allow us to better manage and report data across our entire salaried workforce and introduce standard reporting templates to inform decision making.
Human capital analytics and forecasting: In line with our strategy for using big data and analytics to help us run our business, make decisions and solve problems, we are applying the same approach to build our global capability in workforce planning. By leveraging data from our workforce systems, we can draw insights from everything from recruitment to retention to relocation.
Strategic workforce planning: Our Business Strategy, Operations and HR functions are working together to assess our current workforce and to develop talent management plans. A number of pilots are currently ongoing, one of which involves Ford’s United States recruiting operations working with our new Workforce Planning and Analytics (WP&A) function. By examining where we recruit from and what experiences the candidates have, we can understand what is working well, what could be more effective and how we can attract the best talent