ASSIGNMENT OF HUMAN RESOURCE MANAGEMENT

ON

HUMAN RESOURCE POLICIES

(COMPANY: NIKE)

SUBMITTED BY:

RAVI KUMAR.P

107MB135
Value of Human Resource Policies

HR (Human Resources) can be defined in many ways but in the context of

business, we can say that HR is the strategic and effective management of your most
profitable resource people.

The role of HR has traditionally been supportive, i.e. to carry out payroll and
administration functions and to uphold positive employee relations. Nowadays, HR
personnel have expanded their role to include:

 Legal compliance - ensuring the business meets legal requirements e.g.

employment law, health and safety.
 Transaction activities - dealing with financial matters such as pay and benefits
 Transformation activities - introducing changes that make for a good working
culture e.g. induction, training.
 Measurement - putting in place systems that show a tangible return on investing in
people.

Talented employees guarantee competitive success, and competitive success

secures a growth in profits. Whilst these principles apply to all businesses, it is essential
that each business identifies its own specific HR measures to monitor the impact of
employees - and indeed, employee policies.

What a Good HR Policy do’s?

* Minimize the costs associated with high employee turnover

* Improve retention of skills, knowledge, motivation and morale, which in time impact
productivity
* Give employees job security and money in their pockets
* Give employees opportunities - to learn new skills and gain more knowledge

Recruitment

Existing Nike employees can view job openings on the internal web and apply
direct to the SSC resourcing center electronically. Active recruiter then handles the
application Process from receipt to job offer. The key stages in the Process are detailed
below:

• A job request is received from the employing department and this is discussed with
the central resourcing team.
• A job requisition is completed and approval sought if it involves a new position of
additional headcount.
• Once finalized the job is posted on the system and applications are invited from
internal and external candidates as appropriate.
• At the same time the recruiter will search the “future interest” database for already
registered potential candidates with the job profile details and interviews are
scheduled.
• The system then matches candid held in the active recruiter files. A shortlist is
produced from the system, sent to the line manager. The introduction of Active
Recruiter into the business provides a number of avenues for people to apply for
jobs at Nike.
• External applicants can apply direct to the Nike internet site for specific jobs or for
more general speculative job opportunities.

SELECTION PROCESS

The selection process should be:

 • Transparent
• Timely and cost effective
• Equitable
• Free from conflict of interest

PROCEDURE:

• All recruitment will be based on agreed job descriptions and person specifications.
• Recruitment and selection must be conducted as an evidence-based process and
candidates should be assessed against agreed selection criteria, based on relevant
knowledge, skills, competencies, experience and qualifications to perform the role
as outlined in the person specification. All decisions must be recorded.
• Short listing must be undertaken by at least two individuals who are involved in
the interviewing process.
• Candidates must be notified of the details of any skills test when they are invited
for interview.
• Interview questions must relate to the job requirements as exemplified in the
person specification and the candidate’s suitability for the position.

Compensation

Nike Salary & Compensation include information about base salary, signing and
year-end bonuses, stock options, vacation time, and other special perks and
reimbursements that make up total compensation at Nike.

Figures showing Pay Scale at Various Nike’s Offices

Nike refers to its executive compensation game plan as "conservative...compared

to salary levels for equivalent executive positions at other global consumer product
companies."
 Highly qualified executives are instead retained by what the company calls the
"incentive components" of payday.

Health and Safety

Nike‘s health and safety guidelines, including those applying to employee

residential facilities.

Problem of Diversity of Employees

To increase awareness and continue to educate Nike employees about the Native
American culture

For Disabled Employees

To enrich Nike and our community by promoting the inclusion of people impacted
by disabilities and fostering an environment that realizes everyone's full potential.

For Black Employees and Friends

Nike's Black Employee & Friends Network (BEN) offers a strong support system for
black employees to facilitate a successful transition into Nike's corporate culture.
Environment

It complies with applicable country environmental regulations; and that it has

agreed in writing to comply with NIKE's specific vendor/factory environmental policies
and procedures.

Equal Opportunity

It does not discriminate in hiring, salary, benefits, advancement, termination or

retirement on the basis of gender, race, religion, age, sexual orientation or ethnic origin.

Insurance

It compliance with all applicable local laws providing health insurance, life
insurance and worker’s compensation.

Hours of Work

Hours of Work/Overtime certifies that it complies with legally mandated work

hours; uses overtime only when employees are fully compensated according to local law;
informs the employee at the time of hiring if mandatory overtime is a condition of
employment; and, on a regularly scheduled basis, provides one day off in seven, and
requires no more than 60 hours of work per week, or complies with local limits if they are
lower.

Benefits

Benefits certifies that it complies with all provisions for legally mandated benefits,
including but not limited to housing; meals; transportation and other allowances; health
care; child care; sick leave; emergency leave; pregnancy and menstrual leave; vacation,
religious, bereavement and holiday leave; and contributions for social security, life,
health, worker's compensation and other insurance.

Labor Practices

Forced Labor certifies that it does not use any forced labor - prison, indentured,
bonded or otherwise. Child Labor (Contractor) certifies it does not employ any person
under the minimum age established by local law, or the age at which compulsory
schooling has ended, whichever is greater, but in no case under the age of 14.
• 77% of the employees suffered from respiratory problems
• Thousands of females, age of 25, worked 10. 5 hrs a day, 6 days a week for $10
• More than half of the workers dealing with chemicals did not wear protective
equipment; nor did they understand the nature of the hazards around them.

Most factory workers have little formal education, are poor and come from rural
areas where opportunities to earn a leaving are meager.

Organization Development

Nike is a well-established supplier of sports clothing and equipment. Nike has

successfully opened franchised chains of department stores all over the world. The Nike
stores provide the public with top quality apparel and equipment at “value for money”
prices. Management is responsible for day-to-day operation of the store and human
resources.

Life/Work Balance

Nike believes in making difference in people's lives has made it provide a variety of
benefits to help its employees achieve optimum work/life balance, including:

• Paid Time Off (PTO) - Accrues on a per-pay period basis. One may earn 18-28
days based on your completed years of service
• Holidays -paid holidays.