Human Resource Management Report: Adidas Case Study and Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, with a specific focus on the context of Adidas, a leading global sportswear manufacturer. The report begins by outlining the purpose and functions of HRM, emphasizing its role in aligning HR goals with business objectives and enhancing employee performance. It then delves into the strengths and weaknesses of different recruitment and selection approaches, including internal and external recruitment processes, and online screening and interview techniques. The report further explores the benefits of various HRM practices, such as training and development and workforce planning, and evaluates their effectiveness. Additionally, it analyzes the importance of employee relations, including key elements of employee legislation, and illustrates the application of HRM practices within Adidas. The report highlights Adidas's objectives, including technological advancements and customer satisfaction, and how HRM supports these goals through staffing, managerial functions, and advisory roles, ultimately contributing to the company's competitive advantage in the global market.

Human resources

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1) purpose and function of HRM..............................................................................................1
P2) Strength and weakness of different approaches ..................................................................3
TASK 2............................................................................................................................................6
P3) Benefits of different HRM practices....................................................................................6
P4) Evaluate The effectiveness...................................................................................................7
TASK 3............................................................................................................................................7
P5) Analyse the importance of employee relations. ...................................................................7
P6) Key element of employee legislation ..................................................................................8
TASK 4............................................................................................................................................9
P7) Illustrate application HRM practices. ..................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is responsible for manage the organization and it is
essential function to the effective management of people in the company in which they help
their commercial enterprises to acquire a competitive advantage. It structured to enhance
employee performance in service of employers strategic verifiable. The employee induction
manual has been developed to elaborate all employees the employment policies in rules in
organization that is deliberate to give guidance new employees, to assist them find their feet
quickly, feel welcome and well explained on the policies, practices, customs of the organization
(Trost, 2020). In HRM this process introduce new staff member, receiving and welcoming the
employee at the time of joining, organization provide basic information which they need settle
down. This report determines the function of HRM , strength and weakness of different
approaches at he time of recruitment and selection, the benefits of different Human resources
practices, effectiveness of their practices, importance of employee relations, key element of
employment legislation, application of HRM practices in the context of Adidas which is German
international organisation that designs and manufactures clothing shoes and accessories. It is
largest sportswear manufacturer in Europe.
TASK 1
P1) purpose and function of HRM
Adidas is German multinational organization, which deals in sportswear, clothing and
accessories. It is the second largest in the world after Nike. It under comes in textile industry.
The founder of the company is Adolf dazzler and Rudolf dazzler, it was founded in July 1924.
Objective of this company “The Adidas aim is to be the nation leader in the sporting goods
industry with brands built on a passion for sports and sporting lifestyle. It enhance their sales by
55 % while growing their net income around 14% over the next five years through involving
technology and design to give the best footwear to their customers, which are athletes and
inspired by sports.
Human resource management is designing and defining the work and enhance the
productivity of an company by giving the effectiveness of its employees (Hubner and Baum
2018). It aligning HR and business goals, responding to employees to develop high job
satisfaction levels. Managing changes, integrating labour laws . HRM is the backbone of the
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organization, it coordinates with people to acquire specific business objectives to accomplish
staffing needs, employee satisfaction. It focus on internal parts of the company rather then
external atmosphere. It draws different diverse fields such as psychology, business management,
process management, IT, anthropology and sociology to accomplish these objectives.
HRM focuses on internal source of competitive advantage, it is proactive in its
relationship with them. HR professionals give special importance to quantitative, calculative and
strategic aspects of the human resource in a systematic way. It prefer motivation, communication
and leadership between people in organization.
At organizational level, human resource is in charge of visual perception among
organization leadership and culture. It make certain compliance with employment and labour
laws which differ through geography, safety and security.
Functions of HRM
Staffing needs: Human resource department responsible for hiring, recruiting, selecting
the candidates to identify their duties and responsibilities, qualities, requirement which is
important for the position (Jordan and et. al., 2019). Management is necessary to make a whole
complete termination of employee which they help to ensure about no laws are blasphemous at
the time processing. HRM department are also manage transfer and promotion of the employees.
Managerial function: The main function is planning, directing, controlling and
organizing.
Planning: It establish the excellent process to accomplish the goals. Furthermore some
effective higher authority devote significant part of their time to planning.
Operative function and advisory function in context of Adidas.
Operative Functions: This function demonstrate about those roles and responsibilities
which entitled by human resource or administrative department. It ensures about providing
employment, development, compensation, integration and maintenance towards personal .
Similarly in Adidas company their operative function regulated by their human resource
department in which their main role is to provide effective training and development.
Performance appraisal that enhance more productivity. Adidas generates or increase their
manpower by allowing better jobs and their human resource is having their own strategies to hire
better manpower which suits to company's profile.
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Advisory function: As per this function is concerned it helps to better assess about
specific company where managers plays an important role to provide advise to staffs. The advise
is related within management to personal management where it formulation and evaluation
towards better program, policies and effective procedures (Uwizeye and et. al., 2018). In context
of Adidas venture their human resource manager is seeking for better advise provide to their
staff, to resolving their issues or any sort of grievances. Thus, the advise might demonstrate from
top level management where better formulation of rules and regulations. To advised in
department heads where various department allows matters in manpower, planning, job analysis
and other internal activities such as recruitment and selection etc.
P2) Strength and weakness of different approaches
Recruitment: It covers overall process of identifying, screening, attracting, short-listing
and interviewing, appropriate jobs with in the organization. Recruitment also refer to procedure
included in choosing candidates for unpaid roles. It actively seeking out hiring candidate for
specific job. There are two types of recruitment that can be used by HRM department of Adidas
which is internal and external.
Recruitment approaches
Internal recruitment process: It is process of filling positions with in a company from its
existing workforce. It also refers to a strategy that usually huge industries use to advertise their
jobs internally. This recruitment is cheaper because it doesn't need any kind of advertisement. It
reduces employee turnover and saves time and money during the training process.
Strength
Reduces time to hire: It allows candidate to reducemany of the step like life cycle
recruiting, involving external job positions on job boards and evaluation process.
monetary value: In context to resources saved on training staff or hiring mangers. It
takes candidates with in the organization that gives benefit to the company in terms of save
money and time (Nawaz Khan and et. al., 2020). If company will hire candidates from outside
they have keep proper setup and time which is not good for an organization and it will impact on
company's productivity.
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Strength employee engagement: It simply means, employees stay at a organization for
longer time it become more comfortable and less stressed and develop better working
relationship with their colleagues.
Weakness
It creates conflict towards colleagues, in any condition , it can be complicated to
embrace a new boss, if management decided to take internally staff it will be tough for rthe
company to hold other members of the company they feel not good and creates difficulties.
It leaves a gap in the existing manpower, while internal recruitment is an effective way to
fill vacant job roles. It also leaves position how organization plan on giving the role that the
promoted staff left behind (Sulasmi, 2020). At last point organization could use internal
recruitment to fill that role, it is an endless cycle of shambling employees that may ultimately
complete with seeking external candidates to stop the trade.
External recruitment process: It simply means, hiring candidates from outside the
organization and seeking applicants from those who are external to the organization. It utilize
different methods for recruiting. The organization must carefully identify the vacant positions
and use the best strategies to accomplish the requirement. It brings new talent and enhance the
overall performance of the organization.
Strength
It greatly enhances the possibility of analysing and acquiring new talent. It comes
onboard with new skills and business ideas that have quality to take business to the higher level.
Increased chances: Organization allows huge number of candidates who have
knowledge and ability to perform that job (González-Sánchez and et. al., 2018). It gives better
accessibility of qualitative employees for the organization through with help of external
recruitment.
new skill and input: organization takes external recruitment, it is quite better expectation
of determination and analysing a new candidate which have quality to give new skill sand input.
Weakness
Limited understanding of the organization, when candidate selected by external
recruitment process , there is less chance of understanding the working culture of the
organization.
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There is higher risk of possibility that the candidate selected for the position it is liable or
not that post offered.
Selection: It is the procedure to choosing the right candidate for vacant job post in an
organization. It uses for identifying the applicants for filling the position in the company. It
select a qualified person to deliver their values for the company (Khandelwal and Upadhyay,
2019).
Approaches: There are several approaches to selection procedure such as online screening,
ability and aptitude test, presentations etc.
online screening: it is based upon assessment of candidate's experience and qualification
against the job necessity.
Strength
It saves lot of time and money, candidates are able to complete online screening at the
same time and there is no requirement for specialized personnel.
Weakness
Online assessment takers have to good in computer skills in order to develop and take an
assessment.
Interview: It defined as face to face communication for knowing the quality and some
information about job applier (Arredondo-Soto and et. al., 2019). It is a procedure of collecting
some information whether candidates appreciate job or not.
Strength
It include team work, time management and communication to know the ability of
candidate which is betterment for the organization.
Weakness
It include lack of confidence, hazing trouble saying no and impatience, candidates are
stuck when interviewer ask about strength and weakness.
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TASK 2
P3) Benefits of different HRM practices
HRM practices include strategic operation, they provide guidance and managing the
organization employees and coordinate with executive business plan. In addition with Adidas
there are some practices as well as benefits for the organization and their workforce which is
given below:
Training and development
It refers to educational activities with in a organization developed to increase the
knowledge and skills of employees while giving information how to perform particular tasks I
ethical manner. It improves the effectiveness of the organization and their teams. Adidas hired
candidates and give excellent training to them to build potential qualities as well as increasing
and updating their knowledge.
Benefits to employees: Adoption of new technologies and strategies, enhance job satisfaction
and morale, reduces employee turnover.
Benefits to employer: Training and development department of Adidas it improves productivity
and performance of the organization and overall all performance of staff so that business can run
smoothly and efficiently.
Workforce planning
It is the process of an company uses to identify its workforce and adjudicate the steps it
must take to prepare for future staffing requirement (Neidig, 2019). It all about generating
information, identifying the future demand for people and abilities and converting a set of
actions that will develop the existing manpower to meet that need. Adidas builds there excellent
workforce planning to enhance there monetary benefits. Some particular benefit of workforce
planning that is given below:
Benefits of employee : It include the employee retention, identifying skills gaps and supporting
organization values. It develop the better skills of the employee according to their leads that
supports for future goal.
Benefits of employer: It drive allocation of talent investments, employer are able to reduce the
cost with their effective planning so that organisation give rewards and compensation to them.
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P4) Evaluate The effectiveness
Human resource management is initial stage of a company, it use contribution for
betterment of the company for upcoming growth and success of the company. It encourages the
employee for acquiring better result for the organization. Here the evaluation of different HRM
practices which is given below:
Providing security to employees, life is incalculable and work is balanced factor which is very
essential to people, hiring the right people it brings employee in the organization who add value.
It not about only hiring, give right job to right people (Khandelwal and Upadhyay, 2019). It is a
competitive advantage bringing the right people to the organization.
 Ability: it shows, candidates are able to do job, do they have right skills or are they
smart to perform their job well.
 Train-ability: some organization are responsible to give proper training to their
employees because they are able to generate the revenue.
 Commitment: if organization hire candidate they have to check employees are
committed to their work or not.
Self managed and effective teams
Teams gives value because they consider people those think differently but they are
working towards a particular task. It means several thoughts are generated to assist accomplish
the objectives.
Fair and performance based compensation
If organization hire the right people they so company want to compensate them above
average. These people are beneficial for the organization, they provide the most value and
passionate towards their work.
If organisation adopt the best practices, business can run smoothly and effectively so that they
are able to generate more profit for the organization.
TASK 3
P5) Analyse the importance of employee relations.
Employee relation: It refers to an organization efforts and develop good relationship
between its employees. Through maintaining positive relations, organization keep employee
loyal and more busy in their work. HRM department is responsible to manage employee relation
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so that they can achieve proper job satisfaction and work for long duration. To maintain positive
employee relation organization must view their workers as stakeholders and contributors in the
organization rather than easily as paid labourers.
Importance of employee relationship
When employee have good relationship with their employers the whole organization
benefits. Unfortunately employees don't have friendly relationship with their employer, they
don't want to stay there. When they feel comfortable with organization culture and appreciated
by the employer they are likely to remain loyal (Tworek, Bieńkowska and Zabłocka-Kluczka,
2020). Organization encourages positive relationships between worker and managers generally
they most successful. In the background of Adidas, human resources manager it easy to take
decision and implement on it to maintaining the staff member relationship among the top level
management. It assist to enhance high market growth and longer sustainability for the
organization.
P6) Key element of employee legislation
It includes act and laws that is used by an organisation to process and organise its daily
working standards in adequate mode. For this ability of business to expand its working
regulations with adequateness is advanced in regular manner. There are different employee
legislation that is followed by management department of HRM and these are as explained below
as:
Impact on HR decision making
They straight on how the HR departments are supposed relate to the employees. Its all
about employee and employer relationships, that gives the various roles of the employer and
relating with their staff. Labour legislation assist find out what is acceptable or unacceptable in
decision making. For e.g. the laws decide how prejudice in elaborated in the organization while,
labour law help the HR in working significantly. HRM department takes on roles such as
recruitment and management of the employees. It helps the organization to benefit from the work
of the employee as well as acquire the most from their input. Adidas will accent high affect on
decision making and problem solving ability as with this working consequences of business is
advance and improvise in profitable manner. Properly with the help of laws in taking decision
which is given below:
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Safety laws: In 1948 this act assigned by the government under factory act, an
establishment provide better access through which health and safety measures are taken by
management and business as per in favour of its employee. It simply means freedom from
danger, risk or injury. For the safety of employees higher authority provide health insurance as
by considering healthy environment it will assist validate earning more profits and satisfy the
personnel so that higher authority can focus on important task for longer sustainability.
Employee relation act: It is a legal link between employer and employee, when person
performs work and services under certain conditions in return for wage (Zaid, Jaaron and Bon,
2018). This is more important because of the increasingly phenomenon of dependant workers.
TASK 4
P7) Illustrate application HRM practices.
Job role: marketing manger
Functional unit: marketing department
job summary: Marketing manager plays crucial role in market it is responsible for promoting the
goods and services and increasing the awareness among the public about the providing of a
organization to taking research on market along with brand image of organisation.
Duties and responsibilities
 Responsible for market research
 effective applications of plans
 realistic and unique
 acquiring knowledge and implement on organization.
 Understanding of market.
 Developing strategies for organization.
 Monitoring the budget for marketing.
 Supervising social accounts.
 Performing sales.
Qualification and skills
Master and bachelor in marketing
maintaining skills
Good communication
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managing skills
Excellent in digital marketing
Analytical skills
Works Ethically
Supportive nature
Person specialization
Marketing manager
It is a desirable collaborative working and solving abilities as well as good
communication management qualities and marketing application of data
Interview questions
Tell me about your self?
What is the reason behind leaving he previous organization?
What knowledge you have about company?
What are the most crucial but important in HRM function?
Tell some core strength of marketing?
Why marketing is so important
why should we hire you?
Job offer letter
Adidas
Germany, UK
13 February
Mr XYZ
Human resource
Congratulation you have been selected in your organisation as an marketing manger, this is full
time job. Candidate must stay at least One year in which days are working and also provide
paid leaves and benefits.
If you have any query contact us on [phone]
Human resource
Adidas
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