Ford India Case Study

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Ford India was established in 1995 as a wholly-owned subsidiary of Ford Motor Company, a global automotive industry leader. Since then, Ford has invested more than US$ 2 billion in India to expand its manufacturing facilities and dealership footprint to meet rapidly rising demand in one of the world's fastest-growing auto markets. Ford India currently operates a modern, integrated manufacturing facility at Maraimalai Nagar, near Chennai, which produces its award-winning range of products including the Ford Figo, Ford Fiesta, Ford Classic, Ford Endeavour and the Ford EcoSport. As part of its overall commitment to India, Ford is investing US$ 1 billion to build a state-of-the-art integrated manufacturing facility in Sanand, Gujarat. The facility…show more content…
Ford is setting a new benchmark in the automotive service industry with a one-of-its-kind initiative, “Happy Pocket Service” which ensures a comprehensive, transparent service at extremely competitive costs. Ford is making a difference in India and the communities in which it operates, and is working towards improving lives and empowering future generations. Going further with its Better World philosophy, Ford India in association with Ford Motor Company Fund announced ‘Operation Better World’, to address issues related to Education, Sustainability and Auto Safety around communities where it operates. Ford’s operations in the country also include Global Business Services, with offices in Chennai, Coimbatore and Gurgaon that provides support to nearly every Ford location around the world in the areas of IT, Engineering, Finance and Accounting, Automotive Financing, Marketing Sales and Service, Analytics, and Purchasing. Ford employs 11,500 people in India and will add almost 5,000 people to its current workforce once the Sanand plant is…show more content…
This takes place through ‘Individual Development Process’ (IDP) wherein forms are used to record the discussions between the individual and the supervisor. The results are sent to the respective PDC (Personal Development Committees), which allows for better placement of employees across the organisation. The other function of PDC involves communicating customer feedback to the employees through their supervisors. This allows the employees to understand the areas that they need to work on, whether it is through training or specific assignments. The HR team at FIPL maintains an organisational database regarding employees’ aspirations, strengths, and peer as well as supervisory

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