Organizations tend to have both short-term and long-term goals. Themanagement can achieve its objectives by engaging in strategic humanresource management as it enables the company to focus on the factorsaffecting its performance. The paper seeks to investigate Ford MotorCompany, a public corporation, to determine how it aligns its HumanResource (HR) and business strategy. It shall also evaluate the HumanResource job positions as well as analyze various Human ResourceManagement (HRM) strategies that can be used to market the company’shuman capital.

One of the ways Ford Company can align the corporation’s plans withthose of the HR section, is involving the HR when setting thebusiness strategy so that they can provide their input regarding howthey believe its workforce can achieve the corporate demands.Secondly, the management needs to understand the role played of thedepartment within the business. For instance, the Human Resource candetermine how many employees are required to market the firm’sproducts, decide who needs promotion or demotion, and training amongother functions. Thirdly, the alignment can be achieved by developinga HR strategy model that integrates corporate planning (Muduli,2012). The proposal requires the HR to match the top priorities ofthe business with that of its departments so that they can achievethe intended outcomes.

The job positions at Ford Motors include the Human Resource Directorwho is involved in strategic management of the company. Anotherposition is the HR Manager who is responsible for the entireoperations within the department. Other areas include departmentalheads of the various sub-sections that consist of occupational healthservices and safety, compensation and benefits, corporate travel,security, business operations, labor affairs, and learning &amporganizational development (Ford Motor Company, 2015). Based on theHR job positions available at the Ford Motor Company, the mostpreferred post would be working as a departmental head of thebusiness operations section. The business operations leader is asuitable role that allows one to partner with other employees withinthe organization to determine the needs of the workers and providesolutions that are in line with the business goals. The role alsoinvolves the implementation of the firm’s cycle plan.

Ford Motor Company can improve its competitive advantage through HRMstrategies by applying the VRIO framework (Andjelkovic, Jankovic &ampStankovic, 2013). The model suggests that HR must focus on creatingvalue for the organization by implementing practices that concentrateon employee attitudes since they affect client’s satisfaction.Another element is rareness whereby the HR should hire individualswho display unique talent that is distinct from other competingcompanies. Imitability is another factor that requires the HRexecutives to develop an organizational culture that enables Ford togain competitive advantage. The last element is organization thatrequires a firm to plan on how to exploit the available resources. Itcan involve encouraging cohesion and teamwork among the staff. Fordcan thus manage to retain workers within the company and assist inthe achievement of the business strategy.

Diversity is a crucial element within an international firm such asFord Motor Company. The business can increase diversity byimplementing a culture that supports flexibility within theorganization so that when changes occur, the staff can quickly adapt.Another way of increasing diversity is by hiring candidates fromdifferent cultural backgrounds and exercising fairness when promotingand rewarding the team (Scott &amp Byrd, 2012). Finally, Ford canincrease diversity by requiring its senior employees to act as rolemodels to other workers so that everyone takes the initiative andassist in developing a positive organizational culture.


Andjelkovic Pesic, M., Jankovic Milic, V., &amp Stankovic, J.(2013). Application of Vrio Framework for Analyzing Human Resources`Role in Providing Competitive Advantage. Tourism &amp ManagementStudies, 2575-586.

Ford Motor Company, (2015). Human Resources: What We Do. Online.Retrieved fromhttps://corporate.ford.com/careers/departments/human-resources.htmlAccessed on 17/7/2016

Muduli, A. (2012). Business Strategy, SHRM, HR Outcome andOrganizational Performance: Evidence from an Indian Industry. GlobalManagement Journal, 4(1/2), 111-125.

Scott, C. L., &amp Byrd, M. Y. (2012). Handbook of research onworkforce diversity in a global society: Technologies and concepts.Hershey, PA: Business Science Reference.