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PADMASHREE DR. D.Y.

PATIL UNIVERSITY
DEPARTMENT OF BUSINESS MANAGEMENT

ASSIGNMENT ON

HR PRACTICES AT NIKE

SUBMITTED BY: IRAM USMANI (01049) SUBMITTED TO: PROF. SAPNA SURI

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Inc. It is the world's leading supplier of athletic shoes and apparel 2 . near Beaverton.About Nike Nike. is a major publicly traded sportswear and equipment supplier based in the United States. The company is headquartered in the Portland metropolitan area of Oregon.

Nike sponsors many high profile athletes and sports teams around the world. tennis. Oregon but are technically within unincorporated Washington County. Nike markets its products under its own brand as well as Nike Golf. Nike also owned Bauer Hockey (laterre named Nike Bauer) between 1995 and 2008. association football. it has been criticized by researchers who were able to identify users' RFID devices from 60 feet (18 m) away using small. Nike's world headquarters are surrounded by the city of Beaverton. called Air Zoom Yorker. they launched the SPARQ Training Program/Division. jerseys.0 and Nike SB shoes. running. in 1978. athletics. Nike+. American football.Hurley International. golf and cross training for men. Inc. Air Jordan. Nike sells an assortment of products. Nike introduced the Air Jordan XX3.000 people worldwide. designed to be 30% lighter than their competitors . A strategy is a careful plan or method that is put in place to ensure 3 . chav culture and hip hop culture as they supply urban fashion clothing. skateboarding.and a major manufacturer of sports equipment with revenue in excess of $18. cycling. volleyball. Nike is well known and popular in youth culture. aquatic activities. The most recent additions to their line are the Nike 6. In 2004. shorts. and children. American football. Nike and Precision Cast parts are the only Fortune 500companies headquartered in the state of Oregon. designed for skateboarding. Association football. cheerleading. 2008). Nike Pro. with the highly recognized trademarks of "Just do it" and the Swoosh logo. While the product generates useful statistics. baseball. lacrosse. combat sports.In addition to manufacturing sportswear and equipment. we can say that HR is the strategic and effective management of your most profitable resource: people. to produce the Nike+ product which monitors a runner's performance via a radio device in the shoe which links to the iPod nano. baseball. Nike also sells shoes for outdoor activities such as tennis. tennis. the company operates retail stores under the Niketown name. according to The Oregonian. wrestling. The company takes its name from Nike. women. Their first products were track running shoes. Umbro and Converse. Nike Skateboarding and subsidiaries including Cole Haan. baselayers etc. 1964 as Blue Ribbon Sports by Bill Bowerman and Philip Knight.6 billion USD in its fiscal year 2008 (ending May 31. As of 2008. and officially became Nike. Value of Human Resource Policies HR (Human Resources) can be defined in many ways but in the context of business. The company was founded on January 25. ice hockey. Nike produces a wide range of sports equipment.In 2008. golf. conceal able intelligence motes in a wireless sensor network. Nike recently teamed up with Apple Inc. for a wide range of sports including track &field. They currently also make shoes. a high performance basketball shoe designed with the environment in mind. it employed more than30. auto racing and other athletic and recreational uses. basketball and cricket. including shoes and apparel for sports activities like association football basketball. It is currently the premier training program in the U.S. Nike has recently introduced cricket shoes.

induction. motivation and morale.ensuring the business meets legal requirements e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays. skills and experience to your business which are intangible but are also priceless * Create customer satisfaction Talented employees guarantee competitive success. Employees are also your business' reputation Recruitment 4 . employment law. training. employees: * Represent your business * Bring knowledge.g.e. What a Good HR Policy do’s * Minimize the costs associated with high employee turnover * Improve retention of skills. health and safety. HR personnel have expanded their role to include: Legal compliance . Measurement . The role of HR has traditionally been supportive. it is essential that each business identifies its own specific HR measures to monitor the impact of employees -and indeed. Whilst these principles apply to all businesses. your HR policy must be aligned with your business strategy. knowledge. i.putting in place systems that show a tangible return on investing in people.to learn new skills and gain more knowledge Employees are a significant part of your competitive advantage . For example.g.they can make or break your business in the way that they interact with your customers. and competitive success secures a growth in profits. which in time impact productivity * Give employees job security and money in their pockets * Give employees opportunities .success and maximum results! To be strategic.introducing changes that make for a good working culture e. Transaction activities . consumers and the general public.dealing with financial matters such as pay and benefits Transformation activities . So you need to understand your business objectives and consider the impact that these have on your employees. The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. employee policies.

SELECTION PROCESS The selection process should be: •Transparent •Timely and cost effective •Equitable •Free from conflict of interest All recruitment will be based on agreed job descriptions and person specifications. Active recruiter then handles the application Process from receipt to job offer. All decisions must be recorded Short listing must be undertaken by at least two individuals who are involved in the interviewing process. skills. be of mixed race and gender composition. and all interviews for one post must be conducted by the same people. based on relevant knowledge. Electronic links have been established with external web based recruitment organizations such as Monster board to provide further job postings opportunities to attract candidates to Nike More conventional resourcing processes are also used including newspaper advertising and Search organizations for more senior positions. experience and qualifications to perform the role as outlined in the person specification. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. In order to promote equality of opportunity selection committees should. A job requisition is completed and approval sought if it involves a new position of additional headcount. competencies. 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 shortlist is produced from the system. Interviews should normally be conducted by at least two people. wherever possible. 5 . 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. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria.Existing Nike employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. 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.

Problem of Diversity of Employees Mission: To increase awareness and continue to educate Nike employees about the Native American culture 6 ." Highly qualified executives are instead retained by what the company calls the "incentive components" of payday. where applicable are with given factory/vendor health and safety standards. Compensation Nike Salary & Compensation include information about base salary. Interview questions must relate to the job requirements as exemplified in the person specification and the candidate’s suitability for the position.. The person specification should be used as the basis for determining the interview questions. the salary and bonus listings are a symbolic place to start. But if anything.. studies suggest that America's most elite corporate executives earn as much as 200 times more money than their company's median workers.000 each year. signing and year-end bonuses. Health related conditions like providing somewhat extra facilities’ to old employees and women who are conceiving and women with very small babies etc. Every type of measures are being taken when any mishappening is there or fire is broke out. Proper Ventilation and Facilities at Production area is given so as they may not get any sort of problem. The choice of appointee will be determined by the majority view of the interviewers. Another benefit of the humble pay scale is a public relations shield for Nike. stock performance awards and savings plan contributions help boost the Nike executives pay by another $70.Any skills tests (e.g. stock options. Countless stock incentive plans. runs a comparatively frugal operation. which is still frequently attacked for its overseas labor practices--where Indonesian workers contracted to make Nike shoes start out making $2 to $3 per day.000 to $700. sedate setting of Portland's suburbs. Nike Inc. Health and Safety Nike ‘s health and safety guidelines. all signs hint that when it comes to salary and bonuses. Depending on who's crunching the latest numbers. So in Nike each and every step is taken to make the conditions very much applicable to normal ones so that employees can adjust accordingly.compared to salary levels for equivalent executive positions at other global consumer product companies. including those applying to employee residential facilities. Yet in the idyllic. and other special perks and reimbursements that make up total compensation at Nike. compensation packages and back-boardroom perks make comparisons with other companies difficult. presentations) must be directly related to the role and measured against objective criteria. Nike refers to its executive compensation game plan as "conservative. and presentations for one post must be assessed by the same persons. Candidates must be notified of the details of any skills test when they are invited for interview. vacation time.

By sponsoring sporting events and various youth programs. The intended role of each network is to foster professional development. The disabled Employees and Friends Network enhances our company-wide awareness of the contributions and potential of people with disabilities. and encourage improved teamwork and interaction within and across work groups Through educational opportunities. Nike created the Casey Martin award in 2001 to celebrate athletes with disabilities. resources.S. and that it has agreed in writing to comply with NIKE's specific vendor/factory environmental policies and 7 . It's not about our limitations. support Nike's global diversity and inclusion initiatives. and education to all Nike employees through a wide variety of partnerships and outreach activities. assist in recruiting diverse professionals. develop increased community interaction. They also work to promote opportunities for all employees to contribute as volunteers. and support managers in developing and promoting a diverse. BEN offers resources to help incorporate the cultural nuances of the black consumer market in Nike's global marketing strategies. With their help. the North American Native American community will understand Nike is an employer of choice. identify mentors. The group provides information. The network also builds human resources support for identifying and bringing to Nike qualified black candidates. highly effective workforce. In the U. 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.. it's about what each of us can contribute. seminars. NAEN continues to increase awareness of Native American values and culture at Nike. six employee networks focus attention on important communities within Nike. speakers and community involvement. enhance work performance. the BEN enhances cultural awareness for Nike and its black employees Environment It complies with applicable country environmental regulations.Nike Employee Networks are designed to help Nike move toward greater diversity. the group creates visible community support and inspiration for Native cultures. Ultimately. For Disabled Employees Mission: 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.

bonded or otherwise. No doubt the process varies at each and every stage and we know there is some sort of differences and partialness when it comes to giving incentives or hiring an employee but in Nike its not like that and those which are existing in the organization are treat equal and are at same level when it comes to giving opportunity. salary. worked 10. health care. Labor Practices Forced Labor certifies that it does not use any forced labor . religious. religion. but in no case under the age of 14. or complies with local limits if they are lower. the release of which could contribute to the depletion of the earth’s ozone layer. vacation. termination or retirement on the basis of gender. and. which are based on the concept of continuous improvement in processes and programs to reduce the impact on the environment. indentured. informs the employee at the time of hiring if mandatory overtime is a condition of employment. emergency leave. advancement. race. and contributions for social security. uses overtime only when employees are fully compensated according to local law. worker's compensation and other insurance.procedures. transportation and other allowances. provides one day off in seven. life insurance and worker’s compensation. Insurance It compliance with all applicable local laws providing health insurance. whichever is greater. 5 hours a day. including but not limited to housing. benefits.prison. Hours of Work Hours of Work/Overtime certifies that it complies with legally mandated work hours. sick leave. life. Equal Opportunity It does not discriminate in hiring. on a regularly scheduled basis. Benefits Benefits certifies that it complies with all provisions for legally mandated benefits. and requires no more than 60 hours of work per week. child care. Child Labor (Contractor) certifies it does not employ any person under the minimum age established by local law. mostly under the age of 25. pregnancy and menstrual leave. sexual orientation or ethnic origin. meals. As Nike is providing best to the employees of the organization it checks that each and every employee and worker of the organization and their family members are covered under the insurance because it covers their risk also and the company’s risk who in future may have to pay for any unseen contingencies or any future mishappenings. bereavement and holiday leave. or the age at which compulsory schooling has ended. There is prohibition on the use of chloro-flouro-carbons (CFCs). • 77% of the employees suffered from respiratory problems • Thousands of females. six days a week for $10 8 . age. health.

Most factory workers have little formal education. are poor and come from rural areas where opportunities to earn a leaving are meager. 9 .• 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.