Farley keeps saying we need new blood and that we don't have qualified people. I have been here for over 25 years and I do learn new things all the time.. Don't throw the experienced people out since we know how Ford works and learn new programs, technolgy and adapt.
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@soi+1hUOSm6b I have been involved with AI since the days when LISP was the preferred language for AI. AI is really just code, and it is only as good as the coders. The real difference between the LISP days and now is processor speed and availability of processors that allows more and more processor hungry code to run quickly. The tenets have not really changed that much.
This is probably one of the biggest issues I have with this whole situation we're stuck in. There are a lot of talented and smart employees mixed among the deadwood. There's 0 effort or initiative to promote any kind of training or upskilling to have them learn and adapt to new tech and processes. Sounds great to just bring in all new people with new ideas but it's like someone who only knows how to drive auto sitting in a manual car.
This is, of course compounded by the fact that layoffs are impending. You've done jack $hit to identify and upskill the employees who do work, brought in a ton of outside hires who will be faced with a steep learning curve, and dangled layoff news over everyone. So the existing employees are basically dead in the water with sharks circling the boat. I don't know that I've seen morale so low in the time I've been here. SRD was bad, but this is much worse.
AI will progress enough to generate vehicle code with minimal input at some point , if they aren’t already working on it
Understand the transformation: it isn’t necessarily all about skill, talent, or work ethic and not even about dollars and cents. They are aligning to ESG. Components of which are DEI and CRT. If you understand that then you will understand when they mention the “talent” they require to lead the company into the future.
Programmers and coders.... come on, this is stuff you teach.. Current employees are too expensive..
The brain drain will happen when the 1988-1992 class of FCGs call it quits. A good number of them will retire this year due to the lump sum decrease for next year. These are a wise group of folks who have played the game for 30 some years.. Some of them are in leadership positions and will also walk. Once the folks on the fence see all their friends jumping ship it will be a rush for the doors. While we can't all be rock star engineers... we know who are the go to engineers and when they react others take notice...
My management has not discussed a succession plans with any of us...Either they don't care or they can't comment.
Too bad they can't create a retiree employment pool , allow some part time work opportunities for some of the best that are going to walk out the door by years end.
The issue that JF is talking about is Ford needs software programmers. This is totally different and takes a 4 year Bachelor’s to do. Only 3% of the population can actually mentally code, so Ford can’t just train the existing employees to be software engineers.
I mentioned this previously, but if Ford would train new hires (and current employees) better then we would be so much more adaptable and ready for a big change like EVs. Our retention rate of young talent is already very poor, with the layoffs and constant churn (cough cough...SRD 1.0, 2.0, 3.0....) it leaves employees with a lack of confidence in the company. While Ford could retrain and reallocate employees, which would be cheaper and more efficient, they will continue to go down this road of fire/hire until leadership changes. While SRD didn't go smoothly, this is going to be an even bigger cluster.