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Ford Motor Hr

To build diverse, innovative teams that drive mobility solutions by becoming the world's most trusted company designing smart vehicles

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To build diverse, innovative teams that drive mobility solutions by becoming the world's most trusted company designing smart vehicles

Strengths

  • TALENT: Strong foundation of automotive expertise and engineering
  • CULTURE: 120-year legacy of innovation and resilience
  • LEADERSHIP: Experienced executive team with industry recognition
  • DIVERSITY: Improving DEI metrics across management positions
  • COMPENSATION: Competitive salary structure in automotive sector

Weaknesses

  • SKILLS: Gaps in digital and EV-specific talent acquisition
  • TURNOVER: 15% higher attrition rate in key technology roles
  • TRAINING: Insufficient upskilling programs for EV transition
  • PROCESSES: Legacy HR systems limiting data-driven decisions
  • PIPELINE: Insufficient bench strength for critical leadership roles

Opportunities

  • PARTNERSHIPS: Educational collaborations for future talent pools
  • REMOTE: Expanded talent access through flexible work models
  • AUTOMATION: HR process optimization through new technologies
  • ANALYTICS: Enhanced workforce planning through predictive tools
  • EMPLOYER: Strengthening brand position in competitive markets

Threats

  • COMPETITION: Tech firms poaching key automotive software talent
  • SKILLS: Rapidly evolving skill requirements in EV transition
  • ECONOMY: Potential downturn affecting hiring and retention
  • REGULATIONS: Changing labor laws across global operations
  • EXPECTATIONS: Evolving employee demands for work-life balance

Key Priorities

  • TALENT: Develop comprehensive EV/digital skills transition plan
  • RETENTION: Implement targeted retention strategies for key roles
  • ANALYTICS: Deploy advanced HR analytics for strategic decisions
  • CULTURE: Refresh EVP to attract digital-native automotive talent
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To build diverse, innovative teams that drive mobility solutions by becoming the world's most trusted company designing smart vehicles

FUTURE READY

Build the EV & digital workforce of tomorrow

  • SKILLS: Launch comprehensive EV/digital skills academy reaching 5,000 employees by Q3
  • PIPELINE: Establish 3 new university partnerships focused on EV engineering talent
  • CERTIFICATION: Achieve 30% of engineering staff with EV/software certifications
  • HIRING: Increase digital/EV specialists to 18% of total technical workforce (+5%)
RETAIN EXCELLENCE

Keep our most valuable technical talent engaged

  • PROGRAMS: Implement targeted retention program for top 500 technical staff by end of Q2
  • TURNOVER: Reduce attrition in critical roles from 15% to 9% by year-end
  • ENGAGEMENT: Increase tech talent engagement scores from 71% to 82% via pulse surveys
  • DEVELOPMENT: Launch advanced technical career paths with 90% adoption in key divisions
PEOPLE INSIGHTS

Transform HR with data-driven strategic decisions

  • PLATFORM: Deploy integrated people analytics dashboard with 12 predictive metrics
  • ADOPTION: Achieve 85% of HR decisions supported by data analytics
  • FORECASTING: Implement predictive attrition model with 78% accuracy
  • UPSKILLING: Train 100% of HR business partners on data analytics interpretation
MAGNETIC CULTURE

Become employer of choice for next-gen auto talent

  • BRAND: Refresh EVP with digital focus, improving candidate quality score by 35%
  • INNOVATION: Launch innovation culture program with 75% employee participation
  • EXPERIENCE: Achieve 30-point NPS improvement on digital employee experience
  • AI: Deploy 3 AI-powered employee experience enhancements with 70% adoption rate
METRICS
  • ENGAGEMENT: 85% employee engagement score (currently 76%)
  • RETENTION: 91% retention rate for critical talent (currently 85%)
  • READINESS: 80% of roles with qualified succession candidates (currently 65%)
VALUES
  • Put People First
  • Do the Right Thing
  • Be Curious
  • Create Tomorrow
  • Built Ford Tough
Ford Motor logo
Align the learnings

Ford Motor Hr Retrospective

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To build diverse, innovative teams that drive mobility solutions by becoming the world's most trusted company designing smart vehicles

What Went Well

  • FINANCIAL: Q1 revenue of $42.8B exceeded expectations by 3.2%
  • ELECTRIC: Mustang Mach-E sales grew 20% year-over-year globally
  • COMMERCIAL: Ford Pro unit showing strong 26% growth in services revenue
  • PRODUCTIVITY: Achieved $2B in cost improvements ahead of schedule
  • PARTNERSHIPS: Strategic technology alliances strengthened supply chain

Not So Well

  • EXECUTION: EV division reported $1.3B loss despite increased sales
  • OPERATIONS: Supply chain challenges impacted production schedules
  • TALENT: Critical skills gaps noted in digital transformation areas
  • COSTS: Higher than anticipated expenses in new product launches
  • MARKET: Loss of market share in key Asian growth markets by 2.1%

Learnings

  • BALANCE: Need for accelerated EV transition while maintaining ICE profits
  • AGILITY: More responsive workforce planning processes required
  • INVESTMENT: Better allocation needed between traditional & future skills
  • CULTURE: Greater emphasis on innovation mindset across all divisions
  • METRICS: Enhanced people analytics capability critical for transformation

Action Items

  • SKILLS: Implement aggressive reskilling program for EV transition
  • RETENTION: Develop specialized retention program for technical talent
  • ANALYTICS: Deploy advanced workforce planning tools by Q3
  • CULTURE: Launch refreshed innovation culture initiative company-wide
  • LEADERSHIP: Enhance leadership development for digital transformation
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To build diverse, innovative teams that drive mobility solutions by becoming the world's most trusted company designing smart vehicles

Strengths

  • FOUNDATION: Established data infrastructure for AI deployment
  • LEADERSHIP: Executive commitment to AI-powered HR initiatives
  • PILOTS: Successful AI recruiting tool trials in select markets
  • RESOURCES: Dedicated budget for HR technology transformation
  • PARTNERS: Strategic relationships with leading HR tech vendors

Weaknesses

  • SKILLS: Limited AI expertise within current HR team structure
  • DATA: Inconsistent data quality across HR information systems
  • ADOPTION: Resistance to AI-driven processes among HR managers
  • INTEGRATION: Siloed systems creating barriers to AI deployment
  • GOVERNANCE: Underdeveloped ethical AI framework for HR use cases

Opportunities

  • EFFICIENCY: 40% potential reduction in administrative HR tasks
  • INSIGHTS: Enhanced talent analytics for strategic planning
  • PERSONALIZATION: AI-driven customized employee experiences
  • PREDICTION: Early identification of retention risk patterns
  • LEARNING: Adaptive L&D platforms matching skills to future needs

Threats

  • PRIVACY: Employee concerns about AI and personal data usage
  • COMPLIANCE: Evolving regulations on algorithmic decision-making
  • BIAS: Potential for AI systems to perpetuate hiring biases
  • DISPLACEMENT: Staff concerns about AI replacing HR functions
  • INVESTMENT: Competing priorities for technology investment

Key Priorities

  • UPSKILLING: Develop AI literacy program for all HR staff
  • ETHICS: Establish robust AI governance framework for HR
  • AUTOMATION: Identify high-impact HR processes for AI enhancement
  • EXPERIENCE: Deploy AI-powered employee experience improvements