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    Human Resource of Adidas

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    Akhil Ranjan Pathak
    Adidas is a large German sportswear company founded in 1924. It employs human resource management practices to ensure employee safety, prevent discrimination and harassment, and support diversity and inclusion. Specifically, Adidas provides safe work environments, prohibits unsafe conditions and requires employees to report them. It also has a zero-tolerance policy against discrimination and harassment, and expects employees to demonstrate inclusion and respect for all. Finally, Adidas values diversity to reflect its consumers and foster innovation, and expects employees to seek different perspectives and confront personal biases.

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    Human Resource of Adidas

    Uploaded by

    Akhil Ranjan Pathak
    31 views9 pages
    Adidas is a large German sportswear company founded in 1924. It employs human resource management practices to ensure employee safety, prevent discrimination and harassment, and support diversity and inclusion. Specifically, Adidas provides safe work environments, prohibits unsafe conditions and requires employees to report them. It also has a zero-tolerance policy against discrimination and harassment, and expects employees to demonstrate inclusion and respect for all. Finally, Adidas values diversity to reflect its consumers and foster innovation, and expects employees to seek different perspectives and confront personal biases.

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    HRM

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    Adidas is a large German sportswear company founded in 1924. It employs human resource management practices to ensure employee safety, prevent discrimination and harassment, and support diversity and inclusion. Specifically, Adidas provides safe work environments, prohibits unsafe conditions and requires employees to report them. It also has a zero-tolerance policy against discrimination and harassment, and expects employees to demonstrate inclusion and respect for all. Finally, Adidas values diversity to reflect its consumers and foster innovation, and expects employees to seek different perspectives and confront personal biases.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    31 views9 pages

    Human Resource of Adidas

    Uploaded by

    Akhil Ranjan Pathak
    Adidas is a large German sportswear company founded in 1924. It employs human resource management practices to ensure employee safety, prevent discrimination and harassment, and support diversity and inclusion. Specifically, Adidas provides safe work environments, prohibits unsafe conditions and requires employees to report them. It also has a zero-tolerance policy against discrimination and harassment, and expects employees to demonstrate inclusion and respect for all. Finally, Adidas values diversity to reflect its consumers and foster innovation, and expects employees to seek different perspectives and confront personal biases.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 9

    HUMAN RESOURCE

    OF ADIDAS
    ADIDAS

    Adidas AG stylized as adidas since 1949 is a German multinational corporation, founded


    and headquartered in Herzogenaurach, Bavaria, that designs and manufactures shoes,
    clothing and accessories. It is the largest sportswear manufacturer in Europe, and the
    second largest in the world, after Nike. he company was started by Adolf Dassler in his
    mother's house; he was joined by his elder brother Rudolf in 1924 under the name
    Gebrüder Dassler Schuhfabrik ("Dassler Brothers Shoe Factory").
    The three stripes are Adidas's identity mark, having been used on the company's
    clothing and shoe designs as a marketing aid.
    HUMAN RESOURCE MANAGEMENT

    Human resource management, or HRM, involves coordinating, managing, and allocating


    human capital, or employees, in ways that move an organization’s goals forward. HRM
    focuses on investing in employees, ensuring their safety, and managing all aspects of
    staffing from hiring to compensation and development. HRM staff also develops and
    enforces policies and procedures that help ensure employee safety. The HRM team
    manages adherence to federal and state laws that may work to protect employees’
    private information and ensure their physical safety and mental and emotional well-
    being. Organizations of varying sizes and industries rely on HRM to keep business
    running smoothly and efficiently.
    HRM Policy of Adidas
    ENSURING A SAFE WORKPLACE
    ADIDAS CARES ABOUT ITS EMPLOYEES’ HEALTH AND SAFETY We do not compromise
    on our employees’ health and safety. We conduct business in a sustainable, safe, and
    healthy manner, including by providing safe working environments and complying with
    all local health and safety laws and regulations in the places where we do business. All
    adidas employees must use all provided safety equipment at all appropriate times and,
    when necessary and if safe to do so, immediately address any unsafe working
    conditions. Employees also must report any unsafe working conditions – including any
    fellow employees who appear to be risking their safety or the safety of their fellow
    employees – to their managers, Human Resources, or Health & Safety Management.
    PREVENTING HARASSMENT
    AND DISCRIMINATION
    WHAT IS DISCRIMINATION AND HARASSMENT?
    Discrimination is any unjust or prejudicial treatment of a person based
    on their actual or perceived association with a certain identity or
    characteristic, such as race, color, age, gender identity, ability, sexual
    orientation, religion, or any other characteristic. Harassment is verbal
    or physical conduct degrading or showing hostility or aversion toward
    an individual. In the workplace, this includes any conduct unreasonably
    affecting or interfering with an individual’s ability to do their work or
    creating an intimidating, hostile, or offensive work environment.
    WHY IT MATTERS:
    All employees have the right to work in a safe, fair, and respectful environment that
    promotes equal opportunities and prohibits discriminatory practices. Only by
    maintaining a positive, inclusive workplace can we all benefit from the full potential of
    our fellow employees’ capabilities, creativity, and talent.

    OUR EXPECTATIONS:
    All adidas employees must: — Adhere to adidas’s zero-tolerance commitment against
    discrimination, harassment, and sexual harassment, and demonstrate leadership and
    voice their disapproval any time they witness conduct that they believe violates this
    commitment; — Be sensitive to conduct that might be acceptable to some cultures,
    backgrounds, or perspectives but not to others; and — Report any instances of
    discrimination or harassment, including sexual harassment, to Human Resources or the
    Compliance Team
    SUPPORTING A DIVERSE WORKFORCE AND A CULTURE
    OF INCLUSION

    WHAT IS DIVERSITY AND INCLUSION?


    Diversity at adidas means ensuring our teams and workplaces reflect the vibrant range
    of our consumers and communities, inclusive of race, color, gender identity, sexual
    orientation, ability, age, education, background, and other factors. Inclusion means
    championing individual uniqueness and creating a feeling of belonging.

    WHY IT MATTERS:
    Diversity and inclusion are crucial to our ability to help create the future of sport. We
    foster an open, respectful, and collaborative culture and value all our employees for
    heir individual talents, perspectives, and experiences. Only through the contributions
    of people with different identities, backgrounds, and perspectives can we continue to
    innovate and change lives through sport
    OUR EXPECTATIONS:

    All adidas employees must: — Treat everyone with fairness and respect; — Demonstrate
    an open and inclusive mindset by deliberately seeking out, listening to, and learning
    from different ideas, perspectives, and approaches when building teams and
    collaborating on projects; and — Recognize and confront their own personal blind spots
    to foster understanding of one another’s differences.
    THANK YOU
    AKHIL RANJAN PATHAK
    3RD SEMESTER BBA LLB 'A'
    ROLL NO. 10

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