FINAL REPORT OF HUMAN RESOURCE MANAGEMNET

HCMC UNIVERSITY OF TECHNOLOGY AND EDUCATIONFACULTY FOR HIGH-QUALITY TRAINING ✡✡ FINAL REPORT OF HUMAN RESOURCE MANAGEMNET ANALYZING THE STRATEGIES OF INTERNATIONAL HUMAN RESOURCE MANAGE

HCMC UNIVERSITY OF TECHNOLOGY AND EDUCATION

FACULTY FOR HIGH-QUALITY TRAINING

✡✡

FINAL REPORT OF HUMAN RESOURCE MANAGEMNET

ANALYZING THE STRATEGIES OF INTERNATIONAL

HUMAN RESOURCE MANAGEMENT ACTIVITIES

AT Nike, Inc.

Lecture Le Thi Kim Khang

Ho Chi Minh City, June 1, 2022

Contents

CHAPTER 1: INTRODUCTION 3

1.1 SUMMARY OF TOPIC 3

1.2 REASON WHY CHOOSING THIS TOPIC 3

1.3 OBJECTIVE 4

CHAPTER 2: BRIEF INTRODUCTION OF NIKE 5

2.1 OVERVIEW OF NIKE: 5

2.1.1 Introduction 5

2.1.2 Company profile 5

2.2 HISTORY BEGINS: 6

2.3 SPECIFIC PRODUCTS AND SERVICES: 7

2.3.1 Products 7

2.3.2 Services 7

2.4 A BRIEF OUTLINE OF NIKE’S PERSONNEL CHART: 9

CHAPTER 3: INTERNATIONAL HUMAN RESOURCE MANAGEMENT ACTIVITIES 11

3.1 OVERVIEW OF THE INTERNATIONAL HRM STRATEGY OF NIKE 11

3.2 NIKE'S RECENTLY RECRUITMENT PROCESS 13

CHAPTER 4: CONCLUSION 16

REFERENCES 17

Table of figure

Figure 1: Nike’s personnel chart 10 Figure 2: Nike's recruitment process 14

CHAPTER 1: INTRODUCTION 1.1 SUMMARY OF TOPIC

First, to understand what HRM (human resources management) is, secondly from this academic lesson, we know better about Nike, a big man in the fashion industry Behind that are the lessons of HRM that we can apply to small and medium businesses: HR (Human Resources) can be defined in various ways, but in the business world, we can define it as the strategic and successful management of your most valuable resource: people A strategy is a well-thought-out plan or approach implemented to assure success and maximum results! HR policy must be connected with your business strategy to be strategic As a result, you must be aware of the company's goals and their influence on its employees The basic and conventional labor relations and employee relations activity and function, which was supposed to manage labor as a factor of production, has evolved into the human resource management function On the other hand, human resource management is a tool for competitive advantage in today's world As a result, it is considered a type of capital that needs to

be leveraged and optimized in a business

Nike will continue to evolve their approach, partnering with organizations focused on developing relevant tools and services to support suppliers as they drive their strategies around workforce investment and management

1.2 REASON WHY CHOOSING THIS TOPIC

Strong human resource policies are critical to building an engaged workforce Nike is one of the big companies in the fashion industry, especially in the footwear industry Nike's HRM (Human resources management) is one of the prime examples of success Each company has a different work culture; Nike - with its long-term vision, has shown the world not only its products but also the quintessence of HRM

Since its founding in 1964 by Phil Knight, Nike has gradually risen to become a giant in the world fashion industry If we only look at a company's success, we cannot have an objective assessment Indeed, Nike has faced many difficulties since its

inception: it was accused of labor exploitation and an unsafe working environment and used to be filmed by broadcasters about labor exploitation In 1992, Nike was once marching against Nike because of exploitation at the Olympics Waves in many countries have boycotted Nike Nike's crisis was exacerbated when the company was branded as exploitative, autocratic, and authoritarian

Faced with those crises, Phil Knight announced a plan to train Nike employees on sustainability issues Nike is committed to personnel issues Nike has reached out to other companies in the industry, along with the NGO that founded the FLA (Fair Labor Association)

All have given us a better understanding of Nike's HRM and the fashion giant's superiority Please give us a more objective view of Nike

1.3 OBJECTIVE

This study aims to undertake a practical assessment of human resource management This will involve an examination and analysis of Nike's human resource function and other aspects of the worldwide sports manufacturing company This will

be divided into two halves The first section examines the role of human resource management at Nike in a strategic business unit Furthermore, Nike's human resource function will be evaluated concerning other company activities, including how it complements other company functions to generate the best possible results for Nike

CHAPTER 2: BRIEF INTRODUCTION OF NIKE

2.1 OVERVIEW OF NIKE:

2.1.1 Introduction

Nike, Inc is an American multinational corporation that designs, develops, manufactures, markets, and sells footwear, apparel, accessories, equipment, and other related products and services Sport The company's headquarters are in the Portland metropolitan area, near Beaverton, Oregon

Nike Inc., known as Blue Ribbon Sports, is an American sportswear corporation based in Beaverton, Oregon It is the world's largest retailer of footwear, athletic apparel, clothes, and sporting goods

Bill Bowerman and Phil Knight founded Nike in January 1964 However, the company was known as Blue Ribbon Sports In May 1978, Blue Ribbon Sports was changed to Nike, drawn from the Greek goddess of triumph

In addition to manufacturing sports equipment and apparel, Nike Town is the company's retail store that only offers Nike items The firm sponsors many high-profile athletes who use Nike clothing with the famous "just do it" slogan and the Swoosh logo

to promote the brand (Nike, 2012)

2.1.2 Company profile

Former name: Blue Ribbon Sports, Inc (1964–1971)

Type: Public Company

Listing Code: NYSE: NKE (Class B)

Industry: Clothing, Accessories, Sports Equipment

Established January 25, 1964; 58 years ago

Founder:

 Bill Bowerman

 Phil Knight

Headquarters: Beaverton, Oregon, USA

Region: Global Operations

Key Members:

 Phil Knight (Chairman Emeritus)

 Mark Parker (Executive Chairman)

 John Donahoe (President and CEO)

Products: Athletic footwear & apparel Athletic & recreational products Sports equipment)

Number of employees: 75,400 (2020)

2.2 HISTORY BEGINS:

In January 1964, the track athlete of the University of Oregon, Philip Knight, and his coach Bill Bowerman launched Nike, which was formerly known as Blue Ribbon Sports (BRS) The company began as a distributor for Japanese shoemaker Onitsuka Tiger (now ASICS), with Knight's car serving as the primary sales vehicle

Bowerman was captivated by the notion of increasing the performance of sports footwear and running shoes after a brief stint at Stanford, so he began experimenting with various models after acquiring some strategies and ideas from a local cobbler On January 25, 1964, the two decided to launch Blue Ribbon Sports, a Eugene, Oregon-based footwear company that had previously operated out of the back of a car during track meetings

After a few years as Onitsuka's sole distributor in the United States, Knight and Bowerman began to consider how they might approach things differently In 1971,

Blue Ribbon Sports became Nike and prepared to debut its trainer, but the firms grew apart

2.3 SPECIFIC PRODUCTS AND SERVICES:

2.3.1 Products

The company provides a wide range of athletic footwear, apparel, equipment, and accessories to athletic trainers, runners, and cyclists Most of Nike's sales are attributed to selling its footwear to wholesale distributors in North America

Nike Golf, Umbro, and Converse, for example, are subsidiaries of Nike and Jordan, respectively; Converse (athletic and lifestyle footwear, apparel, & accessories); Hurley (action sports and youth lifestyles footwear, apparel, and accessories); Cole Haan (luxury shoes, handbags, and coats)

2.3.2 Services

Customer service

Nike is known for providing consumers with a comfy sneaker If the shoe is performing well, customers may be satisfied Customers will associate enterprises with positive feelings if they are quick and easy to use Nike goes to great lengths to ensure that its customers are satisfied with making trainers

Nike Performance Stylist

After a brief hiatus in December, the personal shopping experience for women

is returning Nike Performance Stylist, which is open till June 11 at NikeTown London, allows anyone to book a personal stylist experience Each 60-minute 1:1 session involves the customer working with a style expert

They will assist in creating various looks based on the customer's requirements – both in terms of style and performance When a consumer registers, he or she fills out

a short questionnaire that helps tailor the options to each individual Customers can use the service for free However, it is only available to women

Nike Training Shoe Trial

Customers can get a free trial of Nike's new training shoe, the Nike Free Transform Flyknit Customers can go to Nike's King's Road store for a same-day trial after booking a time and noting their shoe size They switch up their regular training shoes for a pair of Nike Free Transform Flyknits and are then free to test them out They return the shoes to the retailer the same day and pick up their sneakers

This is the perfect "trial before you purchase" opportunity It allows clients to test a product in the field to see if it is right for them If they enjoy them, it also helps them feel like they own the thing even before buying it They have worn it, lived in it, and it has been a part of their lives for a brief period Moreover, when all of these factors are taken into account, sales are generated Nike's crew also gets to pick the brains of its testers to find out what worked and what did not This could aid in the creation of future products and services

2.4 A BRIEF OUTLINE OF NIKE’S PERSONNEL CHART:

Figure 1: Nike’s personnel chart

Source: https://www.muradesignco.com

The organizational structure of Nike Inc reflects the company's capabilities and limitations in its operations The composition and system design are applied to the linkages among employees, groups, and divisions of a company's organizational or corporate structure

Nike’s Organizational Structure Type and Features

Nike's organizational structure is divided into geographic divisions This structure is based on the needs of the company's worldwide organization and the

uniqueness of regional market conditions Nike's organizational structure has the following characteristics:

Global headquarters (Global Corporate Leadership):

Nike's organizational structure includes a global corporate leadership structure that includes corporate executives The executives work out of the company's headquarters in Oregon, United States They opt for Nike's worldwide business structure Decisions are quickly implemented throughout Nike because of this element

of the company's organizational structure The primary worldwide leadership groups led by a President, Executive Vice President, or Chief Officer are as follows:

 Office of the President & CEO, Nike, Inc

 Nike Brand

 Finance

 Global Human Resources

 Product & Merchandising

 Administration & Legal

 Global Sports Marketing

 Operations

Regional headquarters:

Nike, Inc has a primary organizational structure that includes geographic divisions The company's operations are segmented according to regional markets The managers of each regional division maximize operations in the regional market for sports shoes, clothes, and equipment The following regional divisions make up Nike's organizational structure:

 North America

 Western Europe

 Central & Eastern Europe

 Greater China

 Japan

 Emerging Markets

Subsidiaries:

Nike has 54 wholly-owned subsidiaries, including Umbro, Cole Haan, Converse, and Hurley As mentioned in the boundaries, these subsidiaries operate with

a certain degree of autonomy Projects that surpass the regional or global headquarters' restrictions, on the other hand, must seek clearance Subsidiaries are generally free to make operational decisions at the country level These choices could include plan execution, local initiatives, or adaptation techniques

CHAPTER 3: INTERNATIONAL HUMAN RESOURCE

MANAGEMENT ACTIVITIES 3.1 OVERVIEW OF THE INTERNATIONAL HRM STRATEGY OF NIKE

At the strategic level, Nike's human resources department is obligated to

manage the efforts of more than 30,000 skilled professionals, including designers, marketers, accountants, and 800,000 subordinate employees who are mainly factory workers Common As a result, Nike's overall HR strategy requires the following:

Linking the inputs and efforts of all employees to Nike's overall corporate strategy:

 Recruitment and Selection;

 Motivation and development of employees;

 Evaluate and promote employees;

 Manage employee activities

Therefore, Nike's human resource management function is a set of rules and best practices that recruit the best people in the industry and prepare and train them to serve Nike at peak performance This will lead to a series of actions and processes related to the training and retraining of employees with key roles and responsibilities

Nike's Strategic Human Resources system is coordinated and implemented at Nike's headquarters in Oregon, based on a set of policies and principles established within the company These policies are revised and changed from time to time due to the changing needs of the business environment and changes in the needs of the

stakeholders

Nike's HR strategy involves using tests and interviews conducted through an in-depth process to determine the suitability of potential candidates for a given role The

HR policy requires hired employees to interview around the company for the first month to determine if they're doing the best job This made employees think and

rethink their decision to work with Nike Through it, employees figure out better

options and activities that will work best for them Once this is certified, the employee will find a suitable position and an appropriate field of work And then proceed to work

in that area or unit This is based on the freelance agency model used and established throughout the company

In response to recent labor issues and allegations of exploitation, Nike's HR strategy includes risk management and risk review, implemented through a proactive approach In checking for problems with the work environment They are integrated into the operational level of the

Nike's human resources unit also performs several operational functions This includes performing several activities, including administering and monitoring other voters

3.2 NIKE'S RECENTLY RECRUITMENT PROCESS

Figure 2: Nike's recruitment process

Source: www.muradesignco.com