Presentation on Nike's human resource management strategies

1. NIKE’SHUMANRESOURCE
MANAGEMENTSTRATEGIES
FORACHIEVINGSUCCESS.

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Contents
• Introduction
• Nike’s Human Resource Management
• Nike’s Techniques For Analyzing HRM Decisions
• Nike’s HRM Model
• Building a Cross Functional Employee Relationship
• Nike’s Adopted Strategies To Improve On Its HRM
• Suggestions On How Nike Can Improve on Its HRM
• Conclusion
• References
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• Nike is the biggest sportswear manufacturer
in the world and is best known for its
footwear, accessories, and apparel. Along
with its subsidiaries Jordan Name and
Converse, it also sells clothes under the Nike
brand (Hetzner, 2017).
• Nike is a multinational corporation that has
transformed the athletic apparel sector
through its emphasis on ingenuity,
aesthetics, and brand identity. The effective
management of human resources has been
instrumental in the achievement of the
organization's success, facilitating the
establishment of an innovative culture, the
attraction and retention of high-performing
personnel, and the ability to respond to
dynamic market conditions.
AboutUs
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NIKE’SHUMANRESOURCE
MANAGEMENT
• To achieve its organizational goals, Nike must engage in human
resource planning, which entails forecasting its personnel
requirements, analyzing its internal and external talent pools, and
developing strategies for attracting and retaining the best employees.
The process includes looking at both its internal and external data,
like the rate of resignation, worker efficiency, and planning for
future employment. According to George (2017) human resource
planning is incomplete without an environmental scan to identify
potential threats to employee motivation and commitment.
• According to Distelhorst et al. (2017), effective management of
human resources has been instrumental in the achievement of Nike’s
success, facilitating the establishment of an innovative culture, the
attraction and retention of high-performing personnel, and the ability
to respond to dynamic market conditions.
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NIKE’STECHNIQUES
FORANALYZINGHRM
DECISIONS
There are several techniques that Nike’s HRM uses to analyze its
decisions. These include the following:
• Cost-Benefit Analysis: This method determines if HRM actions
are financially feasible. Nike optimize its ROI by assessing the
costs and advantages of different HRM alternatives.
• Stakeholder Analysis: Stakeholder analysis helps evaluate how
HRM choices affect workers, consumers, shareholders, and
society. Nike make choices that promote good relations and
serve all stakeholders by considering stakeholder interests and
requirements.
• SWOT Analysis: SWOT analysis identifies HRM decision
strengths, weaknesses, opportunities, and threats. Nike use these
characteristics to take advantage of opportunities, rectify
weaknesses, and prevent dangers.
• Competitor Analysis: This method compares HRM choices to
competitors. Nike utilizes this strategy to uncover best practices
and opportunities for development by comparing HRM practices
with industry leaders.
• Performance Management: It helps HRM decisions meet
company objectives. Nike may integrate HRM choices with
strategic goals by creating performance measures and evaluating
progress.
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NIKE’SHRMMODEL
• Nike is in a highly competitive industry with a focus on
innovation, global expansion, and social responsibility. Nike
believes in developing a diverse workforce that reflects its
global customer base (Pollitt, 2005). Therefore, it
emphasizes a culture of inclusion at the workplace. Nike’s
HRM model is designed to promote innovation,
collaboration, and a sense of community.
Recruitment and Hiring:
• Nike advertises and accepts applications for all vacancies on
their website. The hiring process seeks talented, diverse
people. Nike's interview procedure ensures cultural
compatibility.
Training and Development:
• Nike trains its employees. It provides training programs to
assist workers learn new skills. Nike Academy offers several
training courses, conferences and seminars.
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NIKE’SHRMMODELCONT’D
Diversity and Inclusion:
• Nike values diversity and inclusion. A diversity and
inclusion team ensures its policies and procedures are
inclusive. Nike hires minorities, sets diversity targets, and
provides inclusive workplace training.
Compensation and Benefits:
• Nike's excellent wage and benefits package attracts and
retains outstanding employees. The firm provides health
insurance, retirement programs, and discounted gym
memberships. Nike also provides career growth and
progression.
Retention and Mentorship:
• Nike's HRM model keeps great talent. The organization
thinks that keeping people is crucial to its success and
provides an inclusive atmosphere, professional advancement
opportunities, and competitive wages.
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BUILDINGACROSS
FUNCTIONALEMPLOYEE
RELATIONSHIP
• Members of a cross-functional team bring complementary
expertise to bear in pursuit of a common objective. Individuals
with expertise from outside the firm are welcome, but
employees from every division and management level of the
Nike are the norm. When it comes to its marketing strategy,
Nike does not give up on the discipline of cooperation
throughout the whole organization. In order to enhance the
brand as a whole. Nike's HR employ techniques that foster
cross-departmental cooperation.
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NIKE’SADOPTEDSTRATEGIESTOIMPROVEONITSHRM
To boost employee engagement, productivity, and overall performance, Nike embraces flexible and responsive
human resource management practices.
1. Employee Engagement:
• Nike understands the role that employee enthusiasm plays in boosting business results. Nike uses a variety
of strategies to increase employee participation. The first is an open-door policy that encourages workers to
voice their opinions and ideas to higher-ups without fear of retaliation. Second, the firm cares about its
employees' well-being and pleasure by providing a wide variety of perks, such as health insurance, paid time
off, and retirement programs. Finally, Nike values its employees and often acknowledges and rewards them
for their efforts. Employees' motivation and dedication will increase as a result of a greater feeling of pride
and ownership in the company.
2. Diversity and Inclusion:
• Nike places a premium on diversity and inclusion, and the firm has taken concerted attempts to reflect this
philosophy in its human resource management practices. Nike is committed to creating a work environment
where all employees feel welcome and valued. Nike has launched a variety of programs to foster an
environment that values and celebrates difference.
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NIKE’SADOPTEDSTRATEGIESTOIMPROVEONITSHRMCONT’D
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3. Talent Management
• Nike's Human Resource Management places a premium on talent management. For Nike, managing
talent means doing more than simply finding and hiring top people; it also means investing in their
growth and keeping them around. Therefore, the firm prioritizes providing its workers with training,
career development programs, and leadership initiatives so that they may reach their full potential. In
addition, Nike promotes a performance-based culture in which workers are expected to establish and
pursue objectives that complement those of the firm as a whole. According to Bahuguna & Kumari
(2010), this aids in maintaining staff enthusiasm and attention to task completion.

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SUGGESTIONSONHOWNIKECANIMPROVEONITSHRM
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To improve its HRM practices, Nike should consider implementing the following recommendations:
• Continuously assess the efficacy of its recruitment and selection process to guarantee that it is attracting the best talent.
• Enhancing diversity and inclusivity within an organization is to establish measurable objectives for recruiting
individuals from underrepresented communities.
• provide additional training and development opportunities to employees in order to augment their competencies and
expertise.
• fostering enduring professional connections among employees is to establish a comprehensive mentorship initiative.
• provide adaptable work arrangements and perks that facilitate the maintenance of a healthy work-life equilibrium.

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Conclusion
• Nike has implemented a distinctive human resource management strategy that has played a
significant role in its achievements. The corporation places a high level of importance on its workforce
and allocates significant resources towards its education and growth. The implementation of Nike's
HRM model has facilitated the establishment of an all-encompassing organizational culture, enabled
the retention of high-performing personnel, and facilitated the recruitment of new personnel.
Nonetheless, the organization must persist in accommodating the changing requirements of its
workforce and confronting the obstacles it encounters in relation to human resource management.
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REFERENCE:
Bahuguna, P. C., & Kumari, P. (2010). Strategic Human Resource Management & Organizational. Performance in Pervasive
Computing for Business: Trends and Applications (pp. 150 -165). IGI Global.
Distelhorst, G., Hainmueller, J., & Locke, R. M. (2017). Does lean improve labor standards? Management and social
performance in the Nike supply chain. Management Science, 63(3), 707-728.
Fair Labor Association. (2010). Tracking Report 2010 Nike.
George, V. (2017). The role of human resource planning in the human resource network. International Journal of Creative
Research Thoughts, 5(11), 1-10.
Hetzner, C. (2017). "Nike Company Profile | Fortune." Fortune, https://fortune.com/company/nike/. Marketing Communications.
Edinburgh: Edinburgh Business School. Accessed 20th May, 2023
Pollitt, D. (2005). E-recruitment gets the Nike tick of approval. Human Resource Management International Digest, 13(2), 33.

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THANK YOU!