Unit 3 HRM: Analysis of Nike's Employee Relations and Training Program

This report examines Nike's human resource management practices, particularly focusing on employee relations and the implementation of a training program to address issues of gender inequality and labor law compliance. The report begins by highlighting the importance of employee relations, especially in the context of Nike's past challenges with workplace conduct and discrimination. It then details a proposed training program that includes training on labor laws and gender equality for both leaders and employees. The program aims to equip employees with knowledge of their rights and promote a more inclusive and respectful work environment. The report outlines training needs, design, content, and evaluation methods, including budget considerations and recommendations for the company. The ultimate goal is to foster a positive work environment where employees feel valued, protected, and motivated to contribute to the company's success.

ASSIGNMENT 2 FRONT SHEET
Qualification BTEC Level 4 HND Diploma in Business
Unit number and title Unit 3 Human resource management
Submission date Date Received 1st submission
Re-submission Date Date Received 2nd submission
Student Name PHẠM THÁI LINH Student ID GBD17056
Class GBD0703A Assessor name NGUYỄN MINH HẢI
Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that
making a false declaration is a form of malpractice.
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Contents
1. The importance of employee relations and the proposed training program.......................................................4
2. The training program on employment legislation and its impacts on HRM at the company...............................5
5. Conclusion:.........................................................................................................................................................9
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LO3 Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation
Introduction
Nike is the world's largest manufacturer of sportswear and shoes. The Nike brand immediately gained
worldwide recognition, especially the Swoosh logo and the slogan "Just Do It". The company was
founded in Oregon in 1964 as Blue Ribbon Sports; later changed to Nike in 1971. In 1984, Nike signed
with Michael Jordan - then a young Chicago Bulls rising athlete - to advertise the Air Jordan basketball
shoes. Then Michael Jordan became the idol of the American youth; Air Jordan shoes have also become
an integral part of American teenage clothing. This became the most valuable contract in the sneaker
village when it brought Nike a huge profit. Today Nike produces a range of products, including running
shoes, tennis, golf, skateboards and running clothes. Nike also owns Hurley International and Converse,
runs NikeTown retail stores and sponsors many famous athletes as well as sports teams to identify the
brand. (NIke, 1971)
The goal of this mission is in this report develops a one-year manpower training plan. And the potential
benefits that employees can gain after spending a year of training.
1. The importance of employee relations and the proposed training program
Employee relations are relationships between employers and employees in a company or organization.
To succeed in business, it is necessary to know how to use talents, to exploit human resources and
coordinate human activities in production and business activities. (Rachael Down, 2019)
Not only small companies, but also large companies sometimes have sex discrimination. Many female
employees at Nike say they are frustrated with a business that they have accepted many bad behaviors
and removed women from high positions in the company. In Nike, the internal crisis makes Nike a place
where employees feel isolated and their voices are not heard or cared for. It is like workplace
misconduct as well as discrimination policies against female employees.
For example, Nike in early 2018 a female employee conducted an informal survey, seeking information
on discrimination and sexual harassment at the company. In a staff meeting, Parker, president of Nike,
addressed issues that have come to light in recent months. He apologized to employees who felt isolated
and did not care enough. More serious, such as humiliation towards striptease clubs and unwanted
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kisses. Many interviewees said they were dissatisfied and that was the reason for a small rebellion
initiated by female employees. (Vân Anh, 2018)
A large number of employees at NIKE are female, if this problem is not resolved and continues to occur,
NIKE's reputation will be affected. Consumers will boycott the company's products to put pressure on
the fairness of female employees.
Women will be more confident and have more opportunities to develop themselves at work when they
feel respected and protected, which will keep them motivated at work, so NIKE needs a training
program. create appropriate relationships to develop between employees in the company. Through this
program will reduce the gender discrimination situations in NIKE, making the relationship between men
and women employees better.
NIKE ( Kate Lemere, 2016)
2. The training program on employment legislation and its impacts on HRM at the company.
When hiring, there are a number of factors that need to be agreed to protect both employers and
employees. Labor law training program for managers and employees of the company is extremely
important. There have been many cases of not knowing and understanding the rules and principles of
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labor law. Like NIKE, because of a lack of basic knowledge, policies have been introduced that affect
employees, especially women. For workers, training programs for them to understand labor laws to help
them master the workers' rights and protected regulations. When a company violates the provisions of
the labor law, workers can speak up and protect their rights thanks to this training program. A training
program on labor law issues at companies is essential. Because it helps employers and employees
understand their laws and interests. In addition, employees and company leaders do not violate those
laws. NIKE female employees mastered the law and stood up for their equal rights, and NIKE violated the
sexist law. They paid a large sum of money and accompanied their policy changes.
LO4. Apply Human Resource Management practices in a workrelated context
3. The proposal of training package for the company
Training Needs Assessment
Looking through the problems that NIKE encountered, I found the following training programs necessary:
First, the labor law training program for NIKE leaders to understand gender equality policies.
Second, the program trains all female employees with legal knowledge so that they can protect
themselves from injustices.
Regarding the training plan in this plan, the company will provide cases for female employees to visualize
the incident, even invite experts to guide them and will create practical situations for them. may apply
more.
Knowledge: Everyone in the company, including employees and leaders, is equipped with basic and
essential knowledge about gender equality. Understand the information of laws and gender knowledge
after the training. Will help them realize its importance in the company.
Attitude: A part of the policy is put in place to support and appreciate the importance of women. In
addition, preference will be given to and better treated by all men.
Skills: The company's curious skills and employee development support programs improve. In order for
the training program to be effective, everyone must understand the core values, as well as the mission of
the program.
Training Design
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The first step to training labor laws with company leaders is: we will invite expert legal advisors to
conduct the training courses. Regular training program to update new laws.
Secondly, training labor laws for employees. Invite a human resource specialist to disseminate labor laws
for female employees.
Additional penalties for employees who show gender discrimination through speech, gestures and
actions.
Course Content Implementer Timeline Traning budget
Knowing as much
as possible.
Training on
gender equality
laws to realize
that it is an
integral part of
growing a
company but also
knowing the
importance of
women.
Senior managers
and leaders in the
company.
Once every 3
months /year
88 milions
VND/year
You can, I can. As women, they
can seize
opportunities,
create passion and
do their best for
building and
developing
companies and
society.
All employees in
company.
Once every 2
months/year
20 milions/month
Training Delivery: Training schedule, Traning monitoring
For the training of labor laws for leaders and managers, held every three months to timely update new
rules.
For employee training law, it is organized every two months. This helps them update promptly and
improve their level of protection.
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Evaluating Training Results
Participants of NIKE training sessions will self-evaluate. NIKE has introduced new policies, even raising
wages to maintain the culture of the business, letting employees know that this is also a place where
they can develop, maintain and engage for a long time. (Stacy Cowley, 2018)
The employee evaluation will take place during the training process. The assessment may take the
following forms:
- Listen, share and feel about the training program. From there, you can change accordingly.
- There are sanctions for employees for not having a positive cooperation attitude, or for not
applying the training program they are attending.
After this gender equality training, employees will gain a better understanding of labor law.
Let's take an optimistic and deeper look at the women in the company. Male and female employees will
understand each other better and create a friendly, healthy working environment to devote their best to
the company. Through the continuous contribution and efforts of employees, the company will always
provide preferential policies for employees to motivate them to work and benefit the company.
RECOMMENDATIONS TO THE COMPANY
This training program will help male employees in the company to raise their awareness with gender-
based stereotypes and female employees. At NIKE I would like to propose many programs to help the
company avoid similar lawsuits. I want after this training program, every employee can know the basic
knowledge and know how to protect themselves. Making employees feel the safest and most
comfortable, which is the top priority for employees to easily develop themselves as well as contribute
to building the company.
Training Budget
Labor Law training expenses for company management (once every 3 months/year)
Object Cost
A legal advisor 12.000.000 VND/time
Collaborator (10 person) 500.000 VND/per
Widgets, foods 5.000.000 VND/time
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Labor Law training expenses for company employees (once every 2 months/year)
Object Cost
Lecturer 8.000.000 VND/time
Collaborator (10 person) 500.000 VND/per
Widgets, foods 7.0.0 D/time
3. Conclusion:
The report is designed to make every employee of NIKE aware of the importance of gender equality in
work. In addition, it helps female employees to constantly improve themselves and devote themselves to
the development of the company.
References
Anh, V., 2018. Khủng hoảng nội bộ khiến lãnh đạo Nike phải xin lỗi nhân viên.
[Online]
Available at: https://www.phunuonline.com.vn/thi-truong/khung-hoang-
noi-bo-khien-lanh-daonike-phai-xin-loi-nhan-vien-127669/
Down, R., 2019. What are employee relations?.
[Online]
Available at: https://www.breathehr.com/blog/what-are-employee-
relations
Stacy Cowley, 2018. Nike Will Raise Wages for Thousands After Outcry Over Inequality
[Online]
Available at: https://www.nytimes.com/2018/07/23/business/nike-wages-raises.html
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