Slide 1: Title Slide
Speaker Notes:
Good [morning/afternoon/evening], everyone. My name is Ahamed Riyas, and I
am a Human Resources Administrator at Ford Motor Company.
Today, I am excited to present our Workforce Action Plan aimed at addressing
skills shortages and creating a sustainable, highly-skilled, and engaged
workforce at Ford.
This presentation outlines key strategies to enhance recruitment, retention, and
internal talent development. Let’s get started.
Slide 2: Introduction
Speaker Notes:
The primary goal of this presentation is to lay out a workforce action plan that
will improve recruitment, boost employee retention and engagement, and
address critical skill shortages within our workforce.
By focusing on these key areas, we aim to create a future-proof and sustainable
workforce that meets Ford’s evolving needs.
I will be covering four main areas today: HRM’s role in sustainability, the impact
of changing business dynamics on HR skills, a detailed workforce action plan,
and the internal and external factors influencing HRM.
Slide 3: HRM's Role in Creating Sustainable Organisational Performance
(LO1 - P1)
Speaker Notes:
HRM plays a crucial role in creating a sustainable and thriving business
environment. Let me walk you through the four main areas of HRM: Recruitment
& Selection, Performance Management, Training & Development, and Employee
Relations.
Recruitment & Selection focuses on hiring the right talent to ensure consistent
performance and reduced turnover.
Performance Management helps align individual and team performance with our
business objectives, boosting engagement.
Training & Development equips our workforce with necessary skills for
adaptability and continuous growth.
Lastly, Employee Relations fosters a positive workplace culture, enhancing
employee motivation and retention.
Slide 4: Impact of Organisational Changes on HR Skills (LO1 - P2)
Speaker Notes:
The business environment is constantly evolving, and this has a significant
impact on HR skills.
Technological advancements, such as automation and artificial intelligence,
require us to develop tech-driven HR capabilities.
Flexible working models, including remote and hybrid work arrangements, are
becoming more common and need policy adaptations.
Globalisation also means managing culturally diverse teams and navigating
different regulations across regions.
These changes demand that HR professionals have expertise in technology
integration, data analytics, and strategic workforce planning.
Slide 5: Workforce Action Plan Overview (LO2 - P3)
Speaker Notes:
Here, I will provide an overview of our workforce action plan.
The key goals are to bridge skills gaps, enhance recruitment and retention
strategies, and drive internal talent growth and engagement.
The plan is structured around three key pillars: Recruitment Strategies,
Retention Initiatives, and Internal Talent Growth Programs. Each of these areas
contains targeted strategies to address our workforce challenges.
Slide 6: Recruitment Strategies (LO2 - P3)
Speaker Notes:
Effective recruitment strategies are vital for our success.
We plan to establish targeted recruitment campaigns by collaborating with
educational institutions to attract emerging talent.
Additionally, diversity and inclusion initiatives will ensure fair representation and
foster a culture of innovation.
Finally, internships and apprenticeship programs will help cultivate a steady
talent pipeline, giving new recruits hands-on experience within the company.
Slide 7: Retention Initiatives (LO2 - P3)
Speaker Notes:
Retention is just as critical as recruitment. Our key initiatives include
performance-based incentives such as bonuses and recognition awards, which
reward and motivate high-performing employees.
Career development programs, including tailored learning paths, mentoring, and
training, will offer growth opportunities and demonstrate our commitment to
employee development.
We will also focus on work-life balance through flexible working hours, wellness
programs, and mental health support to create a healthy work environment.
Slide 8: Internal Talent Growth Programs (LO2 - P3)
Speaker Notes:
Growing internal talent is essential for long-term success.
We plan to introduce leadership development pathways to nurture emerging
leaders within our ranks.
Conducting regular skill audits will help identify areas for improvement and
upskilling opportunities.
Continuous learning through upskilling and reskilling programs will ensure our
workforce remains adaptable and equipped for future challenges.
Slide 9: External & Internal Factors Influencing HRM (LO3 - P4)
Speaker Notes:
Our HRM strategies are shaped by both external and internal factors.
Key external factors include technological advancements, economic conditions,
labour market trends, and legal/regulatory changes, all of which can impact
recruitment and workforce management.
Internally, we must consider organisational culture, employee expectations, and
resource availability to tailor HR strategies effectively.
Addressing these factors ensures our HR policies are aligned with both market
demands and employee needs.
Slide 10: HR Solutions for Talent Management (LO3 - P4)
Speaker Notes:
To strengthen our talent management, we propose several solutions.
First, we will collaborate with educational institutions and external training
providers to build relationships and address skills gaps.
Creating open channels for employee feedback will foster a culture of
continuous improvement and engagement.
Finally, data-driven decision-making will allow us to refine recruitment,
retention, and performance strategies, ensuring our workforce strategies are
effective.
Slide 11: Conclusion & Vision
Speaker Notes:
In conclusion, our key actions include targeted recruitment, inclusive hiring
practices, strategic retention initiatives, and internal talent development.
The vision for the future is a sustainable, highly skilled, and engaged workforce
that drives innovation and strengthens Ford’s industry leadership.
Thank you for your time, and I look forward to your questions.
