No amount of quality training will instill this, it either requires it to already be an innate trait or a lot of mentoring (which in today's climate is a large burden on the mentor). HR needs to look beyond GPA's and level of education. Rant switch off.
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There are the doers, and there are the do almost nothings. The do almost nothings, elevate into the management positions. The doers, have to navigate the chopping block every handful of years.
You all need more ESG controls and further extensive training in DEI, CRT, PC, sensitivity to LGBTQIAXYZ, initiatives. Stop being climate deniers and go buy EVs.
Deming the real true quality GURU once stated. 85% of quality issues are management driven. Ford had the processes in place prior to Ford 2000. Since then the company has elected to bypass the system we had in place. Now MCR/TVM are the king of the block. Then another item is lack of technical know how in our management. I wander if some of them can even read a drawing? I know a few in 2012 who signed off on a supplier deviation for something that was impossible to meet.
Look at the Explorer launch in 2019. the troops told management there were problems during the design reviews, and the managers an above refused to listen. Proto-type build process bypassed and look what that did to the reputation of the explorer.
So now our wonderful senior management team decides to have a skill test for the troops!!!!!!!!!! COMMON SENSE tells me if 85% of your problems are management driven then maybe you need to start that skill test at the top first!!!!
Tired of the blame the lower levels for poor decisions by management.
How many of the new hires a true car guys or gals…. Not many. How many love the Ford brand… Not many. For some working for Ford was a dream come true and wanted Ford to be the best. Now they / we are separated based on pensions and other reasons. Used to bleed Ford Blue… not so much anymore.
"Everybody knows this - except for one class of employee who drive a spreadsheet around all day with an MBA for a license."
That's good.
@ctq+1nByVIH0 My technical interview at Ford was not the hardest ever, but it was well done. Those guys knew their stuff, and realized I knew mine too. I had an awesome time working with them, until one of the reorgs broke apart the team.
However, I realized later on that my interview was the exception, not the rule at Ford. I have found so many people in this company having no technical skills whatsoever. A lot of them are just pencil pushers and of course, the PowerPoint presentation crowd, A.K.A, fast track managers. It is getting harder and harder to find knowledgeable people around.
RE: The interview
Agree that it has to do with the interview, but HR has a standard five question five (5) canned situational type interview and there is not much going off the track. It has become politically unpopular to ask questions not listed. Just blabber the acronyms of the month and chances are that you are hired on.
The least cared for traits:
- Mechanic - Have an automotive background and fully understand how the vehicle works and can even fix one.
- Machinist
- Manufacturing
- Electrician / heating / cooling
- Work way through school (yes, some folks actually held a job and went to school at same time).
- Actually knows how to take off the rotor and know the spindle nut is not the one to loosen to get it off
Most sought after traits to land that job:
- Gamer
- Debate club member
- XX Fraternity brother / sister
- Big name school – especially one in town, not impressed with the talent out of there
- Family / relative / cousin / uncle holds LL-position here
- Haircut fits the F-Mold
- Ability to function as a team, even if you can only say the word
If a company continues for years to "early out", make deals to separate employees with higher time (that worked hard to climb some sort of career ladder and thereby cost more) and when that doesn't get the number the C-suite wants you cull by layoff...
You get a brain drained, low moral, early in the learning curve demographic of employees across the entire spectrum. Simply put, you always get what you pay for. HR has little to do with making those decisions, they simply do what they're told. Don't blame those who are now doing more for less and without enough experience. They are not the architects of this situation, just the unwitting survivors. Don't expect a different result by off shoring either. That trick has been tried and retried again. Experience is an intangible and it is more valuable than most understand. You can only go fast when you have a good team. Rookies usually crash pretty early and a green crew chief can get you in the wall on the first lap. Everybody knows this - except for one class of employee who drive a spreadsheet around all day with an MBA for a license. Oddly, that group can't seem to figure this out. Perhaps the fact that they don't get blamed and seem to have immunity from being fired for making bad strategic decisions. Maybe that is why it keeps happening over and over.
Hope the common sense mentioned seeps into the whole company.
Its called the Interview but then again the person giving the interview has to know what to look for in a candidate.
Companies that have highest quality report out the quality in multiple meetings uses powerful PowerPoint software. Remember the tech at the dealerships always report exactly what they did and should not be blamed for anything. The hard working people at the assembly plants just build the vehicles as they are told. The suppliers, well they keep track of their own quality issues and are not of Ford's concern.
Billey boy needs to fool the investors and to get bailouts from government. For that he needs to show some proof on fixing quality.
Please do not blame our lazy hrs ,they are simply not that talented.