Adidas Company Human Resource Plan - Thesis Example

Human Resource Plan Introduction Human resource has proved to be one of the most important resources that can give organizations a competitive advantage given the growing competition in the business environment. Adidas Company can only achieve its goals and objectives through effective and efficient management of the human resources that eventually lead to better performance. The expected outcome from good management of the workforce includes cooperation, competence, commitment, motivation, and satisfaction (Adidas Group, 2010). Hence, proper management is necessary for ensuring the success of any business organization. The human resource plan main aim is to ensure that a culture of high performance is cultivated and that teams and individuals take responsibility in ensuring that targets set by the managers are achieved (Adidas Group, 2010). Moreover, it focuses on those actions that make an organization different from its competitors by facilitating the development of the human capital meeting the competitive strategy of the business and at the end helps the organization achieve its mission. Thesis: There is need to adopt technology around the HR department of every organization to curb the emerging trends and needs of both customers and clients. Adidas human resource plan is designed to effectively recruit, train employees and draw other legal issues that impact the performance of the organization. The need to apply the technology around the organization has led to adoption of SAP systems for easy and efficient work. Summary of the business Adidas is company headquartered in Herzogenaurach, Germany, with diverse branches in other states including Illinois, California, and Detroit. The business has opened other overseas outlets in all the continents like Asia, United States of America, Africa, and Australia. The organization is looking to further increase the stores in Dubai, Toronto, and Madrid with an attempt at increasing its marketing opportunities (Adidas Group, 2010). The business new outlets are predicted to receive thousands of clients every month due to its strategic position and high population in every country. The high market will be also due to the customers’ desire for best clothing, sportswear that resembles the climate of the area. The strategic management and the good leadership plan will give the business more competitive advantages compared to the other business. It will aim at the efficiency, and provision of the best clothes and shows at the affordable costs (Adidas Group, 2010). For continued profitability and the progress of the enterprise, then the good marketing strategy has been laid in place for the consumer retention and attraction. The organization is employing more than 60,000 people who come from 160 countries. The units of products that are produced every year are over 850 million that can generate the sales of around € 19 billion when related to the 2016 case (Adidas Group, 2010). Hence, the figures alone suggest that the Adidas organization is quite complex but with proper management, things are simple, fast and lean. The company logo is widely known and plays the significant role in instilling the market strategy. The logo brings the iconic DNA from the courts to the streets representing the Adidas Originals. The Adidas Company is opening and outlet in Jersey with one human resource management. The company requires 80 employees in total who will be working in stores, management and supply chain. The outlet will be receiving the goods from the main organization in Germany and supplies them to the customers in Jersey. Moreover, the outlet will be manufacturing the products and services. The business is operating in manufacturing industry where they manufacture sports clothing, shoes and sporting facilities. Moreover, the organization is supplying its products to diverse countries to reach their respective clients under the supply chain and logistics management sector. The industry is widely known for its competitive nature and there is need to search for all possibilities in making the Adidas Company business more competitive to attract more clients and make more profits. Recruitment and Selection Plan The Adidas organization utilizes selection and recruitment plan in seeking the applicants for the potential employment. The plan is designed for achieving the quality employees fit for the job. The strategy is aimed to maintain loyal employees by satisfying them through motivation and treatment. The selection section checks at the Applicant number Advertisement Unsolicited application group Company code Personnel subarea Applicant name (sortable) For integration purposes and easy recruitment, the company requires the implementation of ERP process for easy management and coordination purposes. The SAP process, for instance, optimizes the recruitment and management process like the demand of the Adidas organization and the talent offers by different employees (Brocke, J, & Rosemann, 2010). Using SAP HR Recruitment helps Adidas to get and keep good workers during the recruitment conference. The technology often interprets into lottery-like odds by effectively harmonizing the variety of technical skills needed by IT hiring human resource with the skills that show up on candidate resumes (Simmering, 2002). The SAP technology ensures the right people, with the right expertise and in the right statistics, are in place at the right time. The vacancies and job descriptions arise when the need for more employees arises as a result of terminations, new projects, restructuring and increased workload. A vacancy in SAP is a depiction of a place that must be staffed partially or completely. Vacancy triggers the recruitment process with the purpose of filling employees (Brocke, J, & Rosemann, 2010). The requirements can be selected from Qualifications Catalogue where tasks are related to positions in the form. Advertising of vacancies is the next step in the recruitment process and it is represented in SAP instruments. The internal postings in SAP are easy to identify and suitable candidates and training for the people who don’t have the skills in the area. SAP also entertained the referral programs and it is possible to check the referee (Asian Development Bank, 2013). The Recruitment Internet Application Components (IACs) with SAP is utilized for internal and external recruitment and allows placing jobs on the internet and the applicants can monitor their application process. Adidas saves the costs by using SAP application since telephone and letter inquiries are minimized. The record keeping is the significant element in Adidas recruitment plan. The record keeping ensures that job descriptions are in order and log details like applications received, recruitment methods, interviewed candidates, selected candidates and reasons for selection. The Adidas Company utilizes SAP Recruitment which permits you to record all applicant related data and to coordinate and monitor all the steps involved in applicant administration. Application entry is divided so that more than one person is responsible for it and for the external application, the data should be keyed manually while internal requires importation (Brooke, J, & Rosemann, 2010).  Implementing SAP Archive is easy when the documents are scanned into it helping to speed the process while protecting original documents from loss or damage. Selecting the right candidate is time-consuming and challenging in the recruitment cycle. HR profession starts with current job explanation focusing on knowledge, skills significant to doing activities of position. The parameter within the SAP recruitment checks at aspects like skills, education, experience and abilities and matches them within the job description. SAP Recruitment also offers a range of standard reports that allows retrieving data that relates to applicants like, vacancies, advertisements, costs activities carried out, status and skills. The Adidas SAP Recruitment component is designed to automate recruitment and selection process relieving, HR in selecting right candidates. Training and Development Plan The new technologies changes around the company require the employees to learn and understand their use. Training is significant in all businesses since each organization has different procedures and policies that employees should follow. Once the right people have been selected for the vacancies advertised, there is need to familiarize them with the kind of the activities that the organization wants them to undertake (Simmering, 2002). The Adidas company HR management ensures that the newly selected candidates achieve maximum training to ensure that quality services and products are produced. The company has international training programs and also internal workshops that update their employees to curb the modern trends in the global world. The continuous training is the responsibility of HR and they should check how training sessions and seminars factor into the company calendar and budget (Simmering, 2002). Bringing together the third parties concerned in the training are necessary. The individuals undergo general training where all are rushed through the established protocols starting from store, assignments globally to group tasks. The selected groups are divided into several subgroups depending on their job description and each subgroup is given their own mentor to supervise them all trough. The organization believes that the degree alone needs to be supplemented by basic skills around the industry. It causes the improvement, progression and the curiosity that keeps the company and the tea achieving more. The Functional Trainee Program (FTP) gives the prerequisites for all hard jobs where employees maximize creativity and their analytical activities. The subgroups are achieved from the following probably advertised jobs. Supply Chain Management Corporate Communication Material Development & Innovation Global Sales Brand Adidas Marketing Human Resources Product Creation Sustainability Finance Training plays the vital role in introducing the management on how to utilize the organization systems in carrying out their day to day activities (Simmering, 2002). The management requires technical skills and expertise in the operation of the systems. The staffs training cause in-house expertise and hence, create internal leadership and training of other employees. The development plan involves the development of talents that the mentors and managers have identified in some individuals when undergoing training. The development plan aims at developing individual strengths, removing individual challenges and improving techniques for getting performance (Simmering, 2002). Moreover, leadership excellence is the key to success of Adidas organization and development plan involves enforcing and instilling its culture on the individual. The performance management is development plan are the main drivers and sponsors of the company's performance. The assessment tools such as Performance Evaluation and Planning (PEP) are utilized to measure the performance of a person (Youssef, 2014). Moreover, talent management tools check the levels of employees with the potentiality of becoming leaders in the organization. The training and development plan of the Adidas Company is only meant to achieve the following targets. Personage grounding for new competency necessities Understanding shift into the present and prospect business. Inventive and state-of-the-art contribution in the area of administration and headship Promotion of worldwide networking Compensation Package for the People Hired Establishing a pay philosophy is significant in developing the strategy for compensating all employees. The Adidas Company normally employs a total compensation plan by including all the factors like incentives, benefits, and performance bonuses, provided perks like free lunch and gym memberships. The Adidas organization considers some factors in checking the compensation package of the hired employees. Considering the compensation options is a factor that is considered vital since the organization must be flexible in approaching structure if compensation. There are factors that promote extra work towards achieving organizational goals like commissions and bonuses are added to the fixed salary increase the pay of employees (Simmering, 2002). Moreover, the company factors in age and the level of experience since the experienced workers cares much about traditional benefits and the young people like the work-life balance, culture, and perks. Transparency is an aspect that organization values before signing the contract with the hired employee especially concerning responsibilities and salary to be paid and other additional compensations. Adidas culture of transparency has allowed the employees to be innovative and hardworking hoping for the job promotion. The salary scale and job groups help the employees gauge their respective salaries (Williams, 2012). Therefore, after the hiring and training, highlighting the total compensation offered for the new hire with all the benefits, typical salary and the perks that the organization offers. Other motivational benefits are included in the learning support, generous paid time off, performance incentives, education, and insurance programs that the employees are eligible.  Improving the compensation of the employees is significant after the company success is recognized after a period of time. The motivating factor that helps the employees to work hard and achieve even more should not remain constant. Innovative employees around Adidas Company are rewarded enormously to allow them to produce more and impact the future of the organization (Youssef, 2014) . The hardworking employees have their salaries and offer revised given the fact that they produce more for the organization. The Legal Issues that Adidas Company Considers The Adidas Company recognizes the Equal Employment Opportunity Commission and the laws governing the hiring procedure without impacting the needs of the organization. The Age Discrimination in Employment Act of 1967 is the law that the company considers before hiring or firing the employee. The law ensures that any company with more than twenty employees each working over twenty weeks in a year should stop the discrimination of people with the age of forty and above (Williams, 2012). Hence, the law is significant in the organization because it ensures that the culture of the company is preserved and maintained. The Adidas Company understands the role of diversity and globalization and therefore, the legal issues that link the discrimination and their employees are considered. The Immigration Reform and Control Act of 1986 aids the organization carry its operations without any difficulties (Williams, 2012). The organization has included the clause in their policies and regulation with a bid of protecting its employees who are working overseas. The Adidas code of conduct ensures fair play and it's the way the organization plays it that shapes what the company stands for and the reputation in the outside world. The cultural trait of fair play is equally and truly global. It ensures that a sport is enjoyed with consideration of respect, fairness, and sense of good competition with their competitors. The organization success comes from following the rules and ethics around the industry making their reputation major assets and important to long-term success. The organization policy and regulation department recognizes the ethical difficulties and navigating the difficulties with the correct mindset (Adidas Group, 2010). The Fair Play and compliant business conduct are legal issues that are the backbone of the success. The Workplace Standards are laws applied to all sites of operations including suppliers' stores to labor rights, safety, and environment protection. They draw their rules from the International Labour Organization international law conventions. The law model is employed and followed by every employee and is revised depending on the environment of operation by the management. They are significant since they support set results for the customers and suppliers with regard to occupational and environmental safety and human rights (Youssef, 2014). The organization is therefore capable of working with other organization, suppliers, and customers without conflicts and fulfilling the Adidas workplace standards. The policy of restricted substance policy is the legal issue that the organization has taken into consideration. The organization adopted the deal in 1998 that limited the utilization of chemical that is known to be harmful and toxic (Adidas Group, 2010). The organization is practicing activities that are recommended by other bodies like consumer federations and the company is appealing to the supplier to abide by the same law for consumption of quality safe products. Performance Appraisal System The PAS ensures that designs and plans of an organization are processed for implementation. The organization ensures that training and opportunities are offered to check performance and management by an organization. The Performance Evaluation and Planning checks performance through the targets and job tasks that each individual has been assigned. The talent management also ensures that the individuals with the greatest talents are prepared to participate in some of the programs. There is also succession management in the organization that ensures the business continuity where the management discusses positions of successors. The rewards and other motivational factors are transparently posted where the employees are rewarded upon achievement of the target or upon the innovation of new product or service. Managing employees to improve performance is the factor in the organization. The motivation of the organization is achieved when the organization gives feedbacks and initiating development conversation with their employees making them work on the best performance. It gives the best focus in simplicity and alignment to get goals for team and individuals. The company gives employees salaries based on the Global Salary Management System that Adidas Company offers the salaries basing on the market-driven and performance-oriented way. Conclusion The technology around the human resource has ensured that the activities and functions of HR departments are made easy. The opening of new outlet in Jersey has utilized the SAP technology to recruit and select the employees through the computer platforms. The success of the Adidas Company outlet in Jersey depends much on the human resource plan where the organization's employees, ethics, development, decisions and many other factors that initiate companies’ success are determined. Adidas Company can only achieve its goals and objectives through effective and efficient management of the human resources that eventually lead to better performance. The expected outcome from good management of the workforce includes cooperation, competence, commitment, motivation, and satisfaction (Williams, 2012). The HR around Adidas has a lot of work since the company is big and has several outlets globally; therefore, the organization has installed the ERP systems where SAP is most utilized by HR. The SAP technology ensures the right people, with the right expertise and in the right statistics, are in place at the right time. Hence, technology is making the work of the HR to be easy and efficient. Reference Adidas Group. (2010, Nov 8) adidas Group presents 2015 strategic business plan.  Retrieved Aug 30, 2013, from http://www.adidas-group.com/en/pressroom/archive/2010/08nov2010.aspx Asian Development Bank. (2013). Strategic framework and action plan for human resource development in the Greater Mekong Subregion (2013-2017). Barber, A. E., & Simmering, M. J. (2002). Understanding pay plan acceptance: The role of distributive justice theory. Human Resource Management Review, 12(1), 25-42. doi:10.1016/s1053-4822(01)00039-0 Brooke, J, & Rosemann, M. (2010). Handbook on business process management: Introduction, methods and information systems. Berlin: Springer. Williams, C., Mcwilliams, A.(2012).MGMT(1st Asia-Pacific ed.), Planning and decision making (pp.85-90). Cengage Learning: Alison Green. Youssef, C. M., & Stark, E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications. Bridgepoint Education. Read More