Case Study: Nike's HR Challenges, Planning, and Employee Development

This individual case study analyzes the human resource challenges faced by Nike, including talent retention, workplace diversity, and employee training. It identifies the HR planning process within Nike and how it aligns with organizational objectives. The study further explores Nike's strategies for promoting staff welfare, including flexibility and benefits, and examines the company's approach to employee development through training programs, effective leadership, and employee engagement. It also delves into the responsibilities of individuals in developing their own skills, referencing Kolb's experiential learning cycle. The report concludes with a summary of the importance of effective human resource management for organizational success, emphasizing the impact on employee capabilities and potential.

Individual case
Study
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Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Identify the human resource challenges/obstacles facing Nike..................................................4
Identify the human resource planning process within Nike and how it meets organisation
objectives. ...................................................................................................................................5
How is Nike promoting staff welfare?........................................................................................6
How is Nike currently developing their employees?..................................................................7
What are the individual’s responsibilities in developing their own skills?.................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................9
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EXECUTIVE SUMMARY
It is essential for organisation to correctly manage human resource as well as lead them in
correct manner in order to attain goals of business. Haman resource is responsible for performing
different activities of organisation so that all task of business could be timely attain. There are
different issues of organisation which should be timely resolved.
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INTRODUCTION
Human resources is very important part of organisation which is contributing maximum
efforts and efficiency in order to complete different organisation operations. It is essential for
organisation to correctly manage its human resources as well as resolve various issues or
problems that is faced by company (Cascio, 2015). This report is based in Nike company. This is
an American multinational company which is developing and manufacturing sports wear
products. It was developed in year 1964 and the founder of this organisation is Bill Bowerman
and Phil Knight. Headquarter of this company is located in Beaverton, Oregon, U.S. This report
will includes different challenges or obstacles that is faced by company as well as effective
human resource planning process to meet with business objectives. In this different approaches
of staff welfare is determined and method for developing employees are properly analysed. Apart
form this individual's responsibility in developing own skills are analysed.
MAIN BODY
Identify the human resource challenges/obstacles facing Nike.
There are number of issues and challenges that is faced by company while carrying out
different human resources activities. It is crucial for Nike company to develop and analyse major
obstacles that organisation come across while performing its activities. Key issues of Nike
organisation which is related to human resource function of company.
Retaining talented employees – This is one of the major challenges that is faced by
company and this issues will lead to have direct impact on performance of employee. It is very
difficult for Nike company to retain its highly talented employees due to high competition in
market area. Increase in employee turnover rates will lead to negatively affect growth and
development business (World Health Organization, 2016). Due to different opportunity in
market area it is very challenging for Nike company to attract and retain employees with in the
company.
Workplace diversity – It is very difficult for Nike company to create and develop
diversity culture in business. Human resource of respective organisation faced various obstetrical
while creating workplace diversity. There are many employees who are not ready to accept and
respect diversity in culture and this will majorly impact over the performance of company.
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Training or development of employees – It is important for Nike company to provide
timely training and development to staff member with the motive of increasing their capability
and potential. In this organisation will required huge financial amount and other resources for
conducting effective training and development program.
Adopting innovation – It is crucial to change technology and adopt innovate approaches
for performing different business functions (Wehrmeyer, 2017). For human resource function
adopting and implementing new changes is very challenging. Human resource of Nike company
faced issues in motivating employees to correctly use new and innovative practices in
organisations.
Identify the human resource planning process within Nike and how it meets organisation
objectives.
Human resource planning can be describe as the plan that is developed in order to
provide support and guidance to employees for performing business activities. It is very
important for Nike company to develop and create effective human resource plan so that
organisational objectives could be timely accomplish. Human resource planning process of Nike
company is mention below -
Analysing organisational objectives -This is the first step of human resource planning of
Nike company. In this stage, it is crucial to focus on organisational objectives with the motive of
successfully accomplishing its. The objective of Nike company is to enhance potential and
capabilities of employees in order to create and develop strong global team. According to this
objective Nike company will conduct human resource planning.
Inventory of present human resource -Once business objectives are determined it is
important to analyse current human resource of organisation (Masri and Jaaron, 2017). Nike
company needs to identify and evaluate the potential of current workforce in order to develop
human resource plan.
Forecasting demand and supply of human resource – This step of human resource
planning includes forecasting of future demand and supply of human resource in organisation for
successfully performing business activities. This will help in understanding requirement of
human resource in coming future of Nike company.
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Estimating manpower gaps – When demand and supply of human resource is determined
by Nike company it is crucial to estimate the actual manpower gaps. In this step of human
resource planning, comparison between the demand and supply of human resource in
organisation is determined.
Formulating the final human resource action plan -After determining requirement of
human resource in Nike company it is crucial for develop a proper action plan in order to recruit
and select talented employees in the organisation (Terziev, 2018). According to this plan of Nike
new recruitment will be conducted and training to selected employees will be provided.
Monitoring and controlling – This is the last step of human resource planning process
and in this respective company needs to monitor and monitor the process. So that all activities of
business is performed and conducted in required manner. In this step Nike company needs to
make sure the human resource planning is successfully completed in order to attain desired goals
and objectives of company.
How is Nike promoting staff welfare?
Staff welfare can be different types of activities and practices that is conducted by
organisation in order to provide more comfort to employees. This includes various services,
facilities and other benefits which is offered by employer to employees. There are various
approaches and methods that could be used by Nike company for enhancing welfare of staff. It is
essential for respective company to promote staff welfare as this will support in motivating
employees to work with the company. Different ways or approaches that is consider by Nike
company in order to promote staff welfare are mention below -
Flexibility – Nike company is providing flexibility to its employees for conducting
business task as well as attaining goals of organisation (Bluth, Bansal and Bender, 2017). Nike
company is focusing on offering flexibility to employees for working time and leaves. In this
organisation employees are able to choose and select working time which is as per their needs
and requirements. Flexibility in working hours and leaves will lead to enhance welfare of staff
members and they will feel very motivated to effectively and effectively conduct business task.
Benefits – In order to increase welfare of staff it is crucial to provide various benefits and
advantages to employees. Nike company needs to offer both monitory and non monterey benefits
to employees enhance welfare of staff. By using various benefits to employees respective
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organisation will be able to motive employees as well as encourage employees to conduct
business activities in more effective manner.
Working schemes – This is effective approach for enhancing the welfare staff member
as this will lead to increase capabilities and potential of employees. Working schemes refer as
the plan or procedure for providing healthy and safe working environment to employees. This
will lead to encourage employees job satisfaction while working in Nike company.
How is Nike currently developing their employees?
It is significant for company to use different approaches and methods for developing
employees as well as increase their capabilities to conduct business activities in more effective
and efficient manner. There are different methods that will support Nike company to develop and
increase skill or employees (Raineri, 2017). Respective company is providing training to its
employees with the motive of developing potential of staff member. Different approaches that is
consider by Nike company for enhancing potential and capabilities of its staff member are
mention below.
 Training program - Nike company considering both on the job and off the job training
to its employees which is significant for developing employees and enhancing their
capabilities to attain goals of organisation. This is an effective approach for increase
potential and other competencies of employees. In training program, respective company
is identifying skills which is lacking in employees and using appropriate approach for
increasing skills of employees.
 Effective leadership – Leadership can be describe as the business practice in which
leader is providing proper guidelines and direction to employees for carrying out
organisational activities in significant manner. Effective leadership practices will lead to
develop employees potential to carry out organisational task in required manner. Leaders
of respective company will provide proper guidance to employees of conducting and
performing business activities (Harolds and et.al., 201). Support of leaders will lead to
motivate employees as well as encourage them to perform organisational task and
activities in correct way.
 Employee engagement – This is consider as effective approach that will lead to boost
moral of employees as well as developing their skills to conduct organisational task in
more effective manner. Nike company is increasing employee engagement activities in
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organisation in order to support and develop potential of employees. By enhancing
employee engagement activities Nike company is providing opportunities to its
employees so that they can contribute to business. This is effective development method
as this will lead to increase knowledge and understanding of employees.
What are the individual’s responsibilities in developing their own skills?
It is crucial for employees to focus on developing own skills and capabilities in order to
conduct business task and activities in effective manner. Employees are equality responsible for
enhancing their own skills and capabilities so that personal and professional goals. There are
different approaches that could be use by employees of Nike company in order to develop and
increase self potential and skills (Gabriel and et.al., 2016). Employees needs to develop their
own personal and professional development plan which will include different skills that are
lacking in individual. Through this plan, employees will be able to determine skills which are
strength of individual as well as area of development. Professional development plan includes
different skill and time duration in which skills needs to be developed and enhanced. It is
responsibility of employees to focus on the guidelines and direction that is provided by
employees leaders and manager in order to perform organisational task.
The experiential learning cycle
This model was developed in year 1984 by David Kolb. The motive of developing or
introducing this model is to increase learning of an individual through their own experiences. In
this leaning theory four stages of learning cycle is determined. This model is mention below in
detail. Concrete experience – In this step individual will encountered with new experience. For
example Nike company is providing training to employees in order to increase their
skills. Reflective observation – In this stage person will reviewing their own experience in order
to gain better understanding about the information gained through new experience. For
example employees are reflecting on the knowledge collected in training program. Abstract conceptualization – This step includes concluding of the observation of the new
experiences. In this step employees will analyse the actual learning that is enhanced
through training program.
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 Active experimentation – This is last phase and in this learner will apply enhanced
knowledge and understanding in their work.
CONCLUSION
From the above report it can be concluded that it is crucial for organisation to manage its
employees and enhance human resource process. This will lead to have significant impact on
capabilities and potential for employees for performing business task in better manner. It is
essential for company to overcome different challenges or obstetrical of human resource in order
to accomplish objectives of company. Human resource planning of organisation should be
effective and efficient so that objective of company is timely accomplished. Company needs to
promote staff welfare practices in organisation with the motive of developing employees.
Training to employees will lead to have positive impact on performance of employees.
REFERENCES
Books and Journals
Cascio, W.F., 2015. Managing human resources. New York: McGraw-Hill.
World Health Organization, 2016. Global strategy on human resources for health: workforce
2030.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Masri, H.A. and Jaaron, A.A., 2017. Assessing green human resources management practices in
Palestinian manufacturing context: An empirical study. Journal of cleaner
production, 143, pp.474-489.
Harolds, J.A. and et.al., 2016. Burnout of radiologists: frequency, risk factors, and remedies: a
report of the ACR Commission on Human Resources. Journal of the American College
of Radiology, 13(4), pp.411-416.
Terziev, V., 2018. Importance of human resources to social development. Proceedings of
ADVED.
Gabriel, A.S., and et.al., 2016. Enhancing emotional performance and customer service through
human resources practices: A systems perspective. Human Resource Management
Review, 26(1), pp.14-24.
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Bluth, E.I., Bansal, S. and Bender, C.E., 2017. The 2017 ACR commission on human resources
workforce survey. Journal of the American College of Radiology, 14(12), pp.1613-
1619.
Raineri, A., 2017. Linking human resources practices with performance: the simultaneous
mediation of collective affective commitment and human capital. The International
Journal of Human Resource Management, 28(22), pp.3149-3178.
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