Employee Wellbeing Report - HRM Module, University Name, 2020
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AI Summary
This report delves into the multifaceted concept of employee wellbeing within the context of human resource management. It begins by defining employee wellbeing, emphasizing its significance beyond mere physical health to encompass overall employee welfare, and explores its scope, including the benefits of a healthy workforce, such as increased engagement, productivity, and loyalty. The report then examines the nature of employee wellbeing, highlighting its physical, psychological, moral, and emotional dimensions, and discusses the initiatives businesses take to improve employee wellbeing. The report also examines the limitations of employee wellbeing programs, discussing the challenges in measuring their effectiveness, ensuring employee privacy, and achieving genuine improvements in employee morale, with a discussion on the ethical considerations of employee wellbeing programs. The report concludes with a case study on Nike, analyzing its employee wellbeing initiatives, which include surveys, communication enhancements, workplace environment improvements, and stress management programs to promote employee engagement and address work-life balance. The report highlights Nike's commitment to diversity, inclusion, and employee development through various programs, including training and compensation adjustments.
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RUNNING HEAD: MANAGING HUMAN RESOURCES
MANAGING HUMAN RESOURCES
Name of the Student:
Name of the University:
Author’s Note:
MANAGING HUMAN RESOURCES
Name of the Student:
Name of the University:
Author’s Note:
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1MANAGING HUMAN RESOURCES
The importance of employee wellbeing will be discussed in this part. The definition of
employee wellbeing, the scope of employee wellbeing, nature of employee wellbeing and its
limits in general practices will be discussed in this part. Human resource management is a new
approach in the late twentieth century. To improve employee management, this approach
prioritises human resource, a key organisational resource. To support the strategic objective and
business operation of a business organisation the management team of a company should
develop the human resource and utilise this resource appropriately. To accomplish the goal and
objectives of the organisation, the executive team of the firm has to make an efficient and
effective human resource. To accomplish the business goal the management team of business
organisation has to respond to the human resource-related issues. Through compelling and
effective management, problems regarding human resource can be managed by the manager.
Before starting the discussion of employee wellbeing, the definition of employee
wellbeing must be provided. What the employee being is and the significance of employee
wellbeing in a firm. Employee being not only refers to the medical health of the employee but
also the over-all wellbeing of the employee (Wright 2015). Employee wellbeing of a company
can be influenced by work and workplace interventions. According to several researchers, the
attributes of employee wellbeing includes advancement, work environment, psychological
wellbeing of the employee, and managerial activities (Banfield, Kay and Royles 2018). The
employee wellbeing in the workplace is related to the issues of health and safety at work. At
present, the wellbeing of the employee is a broader issue. The manager of a business
organisation has the responsibility to improve the health levels of the employee through various
initiatives. Not only the physical condition but also the psychological condition of the employee.
The importance of employee wellbeing will be discussed in this part. The definition of
employee wellbeing, the scope of employee wellbeing, nature of employee wellbeing and its
limits in general practices will be discussed in this part. Human resource management is a new
approach in the late twentieth century. To improve employee management, this approach
prioritises human resource, a key organisational resource. To support the strategic objective and
business operation of a business organisation the management team of a company should
develop the human resource and utilise this resource appropriately. To accomplish the goal and
objectives of the organisation, the executive team of the firm has to make an efficient and
effective human resource. To accomplish the business goal the management team of business
organisation has to respond to the human resource-related issues. Through compelling and
effective management, problems regarding human resource can be managed by the manager.
Before starting the discussion of employee wellbeing, the definition of employee
wellbeing must be provided. What the employee being is and the significance of employee
wellbeing in a firm. Employee being not only refers to the medical health of the employee but
also the over-all wellbeing of the employee (Wright 2015). Employee wellbeing of a company
can be influenced by work and workplace interventions. According to several researchers, the
attributes of employee wellbeing includes advancement, work environment, psychological
wellbeing of the employee, and managerial activities (Banfield, Kay and Royles 2018). The
employee wellbeing in the workplace is related to the issues of health and safety at work. At
present, the wellbeing of the employee is a broader issue. The manager of a business
organisation has the responsibility to improve the health levels of the employee through various
initiatives. Not only the physical condition but also the psychological condition of the employee.
2MANAGING HUMAN RESOURCES
By improving the physical condition, psychological condition, happiness, job satisfaction, a
business organisation can accomplish the business objectives.
The scope of employee wellbeing will be discussed in this part. By developing employee
wellbeing a business organisation can accomplish several benefits. It can be said that well the
staff of a business organisation can be engaged employees. An employee, who has a well
physical and psychological condition, is committed to his work. If employees of a company get
support and appreciation from the manager then he will perform beyond his limitation (Gauche,
de Beer & Brink 2017). Those employees can manage the stress due to work, who are healthy,
physically and psychologically fit. By ensuring the employee wellbeing the manager can create
more productive human resources which is beneficial for the firm. Physically and
psychologically fit employee can be the most productive employee. If an employee is either
physically or psychologically unfit then it will reflect on the work performance of the employee
(Wu, Rafiq & Chin 2017). It can be said that a happy employee will be more engaged and stay
longer. By providing a supportive work environment, a business organisation can ensure the
employee wellbeing. To create a loyal human resource the manager has to ensure employee
wellbeing.
The nature of employee wellbeing will be discussed in this part. By analysing the concept
of employee wellbeing, it can be said that the nature of employee wellbeing is physical,
psychological, moral, and emotional wellbeing of the staffs. The concept of employee wellbeing,
clarified by The International Labour Organisation, contains appropriate services, facilities for
the employee, and amenities (Khatri & Gupta 2019). To enhance employee performance, a
business organisation has to provide a healthy workplace environment. To ensure good health
and morale of the employee, the manager of a firm has to focus on the employee welfare issues.
By improving the physical condition, psychological condition, happiness, job satisfaction, a
business organisation can accomplish the business objectives.
The scope of employee wellbeing will be discussed in this part. By developing employee
wellbeing a business organisation can accomplish several benefits. It can be said that well the
staff of a business organisation can be engaged employees. An employee, who has a well
physical and psychological condition, is committed to his work. If employees of a company get
support and appreciation from the manager then he will perform beyond his limitation (Gauche,
de Beer & Brink 2017). Those employees can manage the stress due to work, who are healthy,
physically and psychologically fit. By ensuring the employee wellbeing the manager can create
more productive human resources which is beneficial for the firm. Physically and
psychologically fit employee can be the most productive employee. If an employee is either
physically or psychologically unfit then it will reflect on the work performance of the employee
(Wu, Rafiq & Chin 2017). It can be said that a happy employee will be more engaged and stay
longer. By providing a supportive work environment, a business organisation can ensure the
employee wellbeing. To create a loyal human resource the manager has to ensure employee
wellbeing.
The nature of employee wellbeing will be discussed in this part. By analysing the concept
of employee wellbeing, it can be said that the nature of employee wellbeing is physical,
psychological, moral, and emotional wellbeing of the staffs. The concept of employee wellbeing,
clarified by The International Labour Organisation, contains appropriate services, facilities for
the employee, and amenities (Khatri & Gupta 2019). To enhance employee performance, a
business organisation has to provide a healthy workplace environment. To ensure good health
and morale of the employee, the manager of a firm has to focus on the employee welfare issues.
3MANAGING HUMAN RESOURCES
In this part, the limitation of employee wellbeing in general practices will be discussed.
The management team of a business organisation take several initiatives to improve employee
wellbeing. However, the measurement procedure used by the manager may not be the
appropriate metrics to measure the health of the employee. Several business organisations use
biometric screening as a part of the wellness initiative. To determine the obesity of the employee,
manager of a business organisation calculate the BMI index of the employee. However, through
the BMI index, the manager will not get a clear idea about the physical fitness of the employee.
This employee wellness programmes, taken by the business organisation, does not ensure health
privacy issues. To follow a moral business operation, a business organisation has to take
concerns about the employee before sharing the health-related data of the employee. To ensure
the success of employee wellbeing initiatives, a business organisation has to invest a huge
amount of money. Whether implementing employee wellness programmes is beneficial for the
employee or not must be evaluated. According to a recent study, after implementing the
employee welfare programmes, there are no significant differences in absenteeism, job
performances, and healthcare spending (Silcox 2016). It is difficult to improve the morale of the
employee. The manager of several business organisations is interested to follow an ethical
business operation by motivating the employee through the employee wellbeing programs. But it
can be said that to develop the most ethical human resource is difficult. As the business trend is
changing, employees of several business organisations have to manage workplace stress and
burnout. It is not proved that the employee welfare programs can help the employee to manage
these issues (Yadav, Johri & Bhattacharjee 2014).
So it can be said that a manager has to ensure a healthy workplace for the employee. By
implementing employee welfare programmes, a business organisation can achieve several
In this part, the limitation of employee wellbeing in general practices will be discussed.
The management team of a business organisation take several initiatives to improve employee
wellbeing. However, the measurement procedure used by the manager may not be the
appropriate metrics to measure the health of the employee. Several business organisations use
biometric screening as a part of the wellness initiative. To determine the obesity of the employee,
manager of a business organisation calculate the BMI index of the employee. However, through
the BMI index, the manager will not get a clear idea about the physical fitness of the employee.
This employee wellness programmes, taken by the business organisation, does not ensure health
privacy issues. To follow a moral business operation, a business organisation has to take
concerns about the employee before sharing the health-related data of the employee. To ensure
the success of employee wellbeing initiatives, a business organisation has to invest a huge
amount of money. Whether implementing employee wellness programmes is beneficial for the
employee or not must be evaluated. According to a recent study, after implementing the
employee welfare programmes, there are no significant differences in absenteeism, job
performances, and healthcare spending (Silcox 2016). It is difficult to improve the morale of the
employee. The manager of several business organisations is interested to follow an ethical
business operation by motivating the employee through the employee wellbeing programs. But it
can be said that to develop the most ethical human resource is difficult. As the business trend is
changing, employees of several business organisations have to manage workplace stress and
burnout. It is not proved that the employee welfare programs can help the employee to manage
these issues (Yadav, Johri & Bhattacharjee 2014).
So it can be said that a manager has to ensure a healthy workplace for the employee. By
implementing employee welfare programmes, a business organisation can achieve several
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4MANAGING HUMAN RESOURCES
benefits. Physically and psychologically fit employee will help the company to achieve the
business objectives. By getting support from the manager, the employee will be loyal to the
company (Meyers et al. 2019). Employee wellbeing initiatives will create a more efficient,
effective and productive workforce. Though the employee wellbeing initiative programmes are
expensive yet it can be said that improving the human resources can be beneficial for a business
organisation.
Question: 2
Employee wellbeing initiatives of Nike:
Nike, one of the leading business organisation in the industry of sports shoe and sports
accessories, us known for its innovation (Nike News 2019). This organisation prioritises
innovation and interested to inspire every athlete in this world. In this part, employee wellbeing
initiatives taken by this organisation will be analysed. The executive team of this company is
interested to fulfil several initiatives before the end of 2020. Initiatives are taken by this company
to ensure the employee wellbeing will be discussed in the next part.
This company is focused to develop the most diverse, engaged, and healthy workforce. A
healthy, engaged and diverse workforce will enhance the productivity of the company. That is
the reason this company has used a measure which will evaluate the success of the initiative.
This company takes several health and wellness initiatives to improve the physical and
psychological condition of the employee (Mainwaring 2019).
This company is interested to follow the United Nations Global Compact. The
international proclaimed human rights will be endorsed by this company (Nike Purpose 2019).
The executive team of this company prioritise every stakeholder of this company like employees,
benefits. Physically and psychologically fit employee will help the company to achieve the
business objectives. By getting support from the manager, the employee will be loyal to the
company (Meyers et al. 2019). Employee wellbeing initiatives will create a more efficient,
effective and productive workforce. Though the employee wellbeing initiative programmes are
expensive yet it can be said that improving the human resources can be beneficial for a business
organisation.
Question: 2
Employee wellbeing initiatives of Nike:
Nike, one of the leading business organisation in the industry of sports shoe and sports
accessories, us known for its innovation (Nike News 2019). This organisation prioritises
innovation and interested to inspire every athlete in this world. In this part, employee wellbeing
initiatives taken by this organisation will be analysed. The executive team of this company is
interested to fulfil several initiatives before the end of 2020. Initiatives are taken by this company
to ensure the employee wellbeing will be discussed in the next part.
This company is focused to develop the most diverse, engaged, and healthy workforce. A
healthy, engaged and diverse workforce will enhance the productivity of the company. That is
the reason this company has used a measure which will evaluate the success of the initiative.
This company takes several health and wellness initiatives to improve the physical and
psychological condition of the employee (Mainwaring 2019).
This company is interested to follow the United Nations Global Compact. The
international proclaimed human rights will be endorsed by this company (Nike Purpose 2019).
The executive team of this company prioritise every stakeholder of this company like employees,
5MANAGING HUMAN RESOURCES
customers, and suppliers. To understand the need of the employee, this company enhance the
engagement of the employee. By fulfilling the needs of the employee, this company can
maximise its production. This company believes that a skilled, engaged, physically and
psychologically fit, and valued workforce can be an important asset for the company (Childs and
Jin 2018).
To enhance the employee engagement and identify employee issues, the executive team
of this company developed “the engagement and wellbeing survey” evaluate the employee
engagement (Nike Purpose 2019). The survey is organised based on the individual experience of
the employee. The benefits of this survey are that through this survey this company can identify
factors, which are satisfactory for the employee and areas, which needed to be improved. For this
survey, suppliers of this company are included. The senior executive team of this company are
improving several factors, which are identified in the survey. To enhance employee engagement,
the senior executive team of Nike prioritises the enhancement of employee-management
communications. To improve strategic human resource management and lean management
frameworks, huge investment is done by this firm (Nike Purpose 2019). The culture of safety is
elevated by the company. Through implementing valued-worker oriented programmes, the
manager of this company is developing employee engagement.
Stress due to work pressure can affect the performance of the employee. To enhance the
productivity of the employee, this company provides a healthy workplace environment. This
company endorses the concept of positivity. The employees of this company are supported by
the company. To manage the stress-related pressure, this company support the employees to
maintain a healthy lifestyle not only in the workplace but also outside of the workplace
(Mainwaring 2019). To reduce the stress, employee of this company can take a nap, or
customers, and suppliers. To understand the need of the employee, this company enhance the
engagement of the employee. By fulfilling the needs of the employee, this company can
maximise its production. This company believes that a skilled, engaged, physically and
psychologically fit, and valued workforce can be an important asset for the company (Childs and
Jin 2018).
To enhance the employee engagement and identify employee issues, the executive team
of this company developed “the engagement and wellbeing survey” evaluate the employee
engagement (Nike Purpose 2019). The survey is organised based on the individual experience of
the employee. The benefits of this survey are that through this survey this company can identify
factors, which are satisfactory for the employee and areas, which needed to be improved. For this
survey, suppliers of this company are included. The senior executive team of this company are
improving several factors, which are identified in the survey. To enhance employee engagement,
the senior executive team of Nike prioritises the enhancement of employee-management
communications. To improve strategic human resource management and lean management
frameworks, huge investment is done by this firm (Nike Purpose 2019). The culture of safety is
elevated by the company. Through implementing valued-worker oriented programmes, the
manager of this company is developing employee engagement.
Stress due to work pressure can affect the performance of the employee. To enhance the
productivity of the employee, this company provides a healthy workplace environment. This
company endorses the concept of positivity. The employees of this company are supported by
the company. To manage the stress-related pressure, this company support the employees to
maintain a healthy lifestyle not only in the workplace but also outside of the workplace
(Mainwaring 2019). To reduce the stress, employee of this company can take a nap, or
6MANAGING HUMAN RESOURCES
participate in yoga and meditation. Nike Tennessee, an initiative by the company to manage the
employee engagement issues, endorses employee engagement, growth of the employee, health
and safety-related issues. With the support of this company, staffs of this company maintain a
perfect work-life balance. The stress management programme and employee wellbeing
initiatives of this company are successful to enhance employee engagement. Extreme stress and
stress creating demands are eliminated by the company (Nike Purpose 2019).
According to the FY18 Impact report of this company, the approach of this company to
create an aligned and effective organisation, invest in great leaders and managers, empower
diverse and innovative teams, develop a workplace environment where every employee will be
valued and engaged, and provide equal opportunity for every employee (Nike Purpose 2018).
For the employee welfare, this company represent the culture of inclusion, comprehensive,
competitive and equitable pay and benefits for every employee, and equal employee growth,
development and wellbeing for every employee. This company has developed a fostering culture
of inclusion and atmosphere, which will help the employee of this company to move forward
with the help of sport. Every employee of this company feels that the management team of Nike
is interested to address the issues, raised by the employee (Nike Purpose 2019). A positive
culture is implemented by the senior executive team of Nike which contains empowerment,
diversity, respect, and inclusion. The HR team of Nike has developed various strategies which
not only enhances employee wellbeing but also support the employee to reach his entire
potential. Elevation of diversity, the idea of inclusion, and elevation of employee relation
functions are applied by the HR team of Nike. The career development plan, opportunity to avail
the benefits of training are provided by Nike for every managers, staffs and leader of this
company.
participate in yoga and meditation. Nike Tennessee, an initiative by the company to manage the
employee engagement issues, endorses employee engagement, growth of the employee, health
and safety-related issues. With the support of this company, staffs of this company maintain a
perfect work-life balance. The stress management programme and employee wellbeing
initiatives of this company are successful to enhance employee engagement. Extreme stress and
stress creating demands are eliminated by the company (Nike Purpose 2019).
According to the FY18 Impact report of this company, the approach of this company to
create an aligned and effective organisation, invest in great leaders and managers, empower
diverse and innovative teams, develop a workplace environment where every employee will be
valued and engaged, and provide equal opportunity for every employee (Nike Purpose 2018).
For the employee welfare, this company represent the culture of inclusion, comprehensive,
competitive and equitable pay and benefits for every employee, and equal employee growth,
development and wellbeing for every employee. This company has developed a fostering culture
of inclusion and atmosphere, which will help the employee of this company to move forward
with the help of sport. Every employee of this company feels that the management team of Nike
is interested to address the issues, raised by the employee (Nike Purpose 2019). A positive
culture is implemented by the senior executive team of Nike which contains empowerment,
diversity, respect, and inclusion. The HR team of Nike has developed various strategies which
not only enhances employee wellbeing but also support the employee to reach his entire
potential. Elevation of diversity, the idea of inclusion, and elevation of employee relation
functions are applied by the HR team of Nike. The career development plan, opportunity to avail
the benefits of training are provided by Nike for every managers, staffs and leader of this
company.
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7MANAGING HUMAN RESOURCES
For the benefit of every staff, Nike has adjusted the base salary for near about 10 %
across every bands, brands, geographies and function (Nike Purpose 2019). The CEO of this
company has announced that through FY19, the employee of this company will receive an
annual bonus plan (Nike Purpose 2019). The eligible employee of Nike will receive performance
sharing plan. For the successful application of teamwork and collaboration of teamwork,
employees will be rewarded. According to the FY18 report of Nike, 10,000 employees
completed manager expectations training (Nike Purpose 2018). The VP-level representation of
female employee enhanced by 4% (Nike Purpose 2018). Total VP level representation of female
employee became 36% by the end of 2018 (Nike Purpose 2018). By increasing 3%, the total
percentage of VP-level representation the U.S underrepresented groups become 19% (Nike
Purpose 2018). To support the employee, near about $7.5m was provided by the Nike
Foundation’s matching gift programme (Nike Purpose 2018). This company invested a huge
amount of money to create diversity sourcing and programmes team. This team has the
responsibility to ensure the diversity for this company. Total rewards programme of this
company provides extra benefits to the well-performed employees. Equal pay for equal work is
strictly maintained by this company. For the occupational health and safety, Nike has developed
a policy which endorses the concept of safety, occupational safety and machine safety. Nike is
committed to creating a comprehensive enterprise-wide environmental health and safety policy
for the employees, suppliers, managers, and distributors.
So it can be said that, for the employee wellbeing, Nike has taken several steps which
endorse the concept of diversity, safety, and inclusion. By enhancing employee engagement this
company is making a diverse workforce who can perform beyond their capabilities.
For the benefit of every staff, Nike has adjusted the base salary for near about 10 %
across every bands, brands, geographies and function (Nike Purpose 2019). The CEO of this
company has announced that through FY19, the employee of this company will receive an
annual bonus plan (Nike Purpose 2019). The eligible employee of Nike will receive performance
sharing plan. For the successful application of teamwork and collaboration of teamwork,
employees will be rewarded. According to the FY18 report of Nike, 10,000 employees
completed manager expectations training (Nike Purpose 2018). The VP-level representation of
female employee enhanced by 4% (Nike Purpose 2018). Total VP level representation of female
employee became 36% by the end of 2018 (Nike Purpose 2018). By increasing 3%, the total
percentage of VP-level representation the U.S underrepresented groups become 19% (Nike
Purpose 2018). To support the employee, near about $7.5m was provided by the Nike
Foundation’s matching gift programme (Nike Purpose 2018). This company invested a huge
amount of money to create diversity sourcing and programmes team. This team has the
responsibility to ensure the diversity for this company. Total rewards programme of this
company provides extra benefits to the well-performed employees. Equal pay for equal work is
strictly maintained by this company. For the occupational health and safety, Nike has developed
a policy which endorses the concept of safety, occupational safety and machine safety. Nike is
committed to creating a comprehensive enterprise-wide environmental health and safety policy
for the employees, suppliers, managers, and distributors.
So it can be said that, for the employee wellbeing, Nike has taken several steps which
endorse the concept of diversity, safety, and inclusion. By enhancing employee engagement this
company is making a diverse workforce who can perform beyond their capabilities.
8MANAGING HUMAN RESOURCES
Question: 3
Employee wellbeing initiatives of Adidas:
The senior executive team of Adidas believes that human resources play a crucial role in
the success of this company. To become a global leader in the sports accessories industry, this
company relies on the potential, dedication, excellence of the leader, knowledge, and employee
performance (Adidas-group 2019). This company take several initiatives to improve employee
wellbeing. These initiatives will be discussed in this part.
To stimulate the innovation, team spirit, employee engagement, the management team of
Adidas makes considerable efforts to develop a work environment which will support the
employee of this company. The aim of this company is to become “the employer by choice”.
This status will help this company to attract, retain and engage the most capable employees
(Adidas-group 2019). By developing this status, this company is successful to hire the top talents
throughout the world. To evaluate employee satisfaction, in 2017 this company introduced
“People Pulse”. This programme is one of the monthly performance measurement for the
employees of this company. In 2018, about 90% of the employee of this company participated in
this programme (Adidas-group 2019). “a-live”, an enterprise collaboration programmes, is used
by Adidas to maximise the internal communication through internet, significant system
applications and online collaboration platforms (Adidas-group 2019). So it can be said that this
company is interested to develop a positive workplace environment for the employee.
For the diversity and inclusion, the senior executive team of Adidas has implemented
certain initiatives which are helpful for this company to maximise the diversity and inclusion. By
making diversity as one of the core values, this company prioritise three factors. Regardless of
age, religion, ethnicity, race, ethnicity, gender, gender identity, every employee of this company
Question: 3
Employee wellbeing initiatives of Adidas:
The senior executive team of Adidas believes that human resources play a crucial role in
the success of this company. To become a global leader in the sports accessories industry, this
company relies on the potential, dedication, excellence of the leader, knowledge, and employee
performance (Adidas-group 2019). This company take several initiatives to improve employee
wellbeing. These initiatives will be discussed in this part.
To stimulate the innovation, team spirit, employee engagement, the management team of
Adidas makes considerable efforts to develop a work environment which will support the
employee of this company. The aim of this company is to become “the employer by choice”.
This status will help this company to attract, retain and engage the most capable employees
(Adidas-group 2019). By developing this status, this company is successful to hire the top talents
throughout the world. To evaluate employee satisfaction, in 2017 this company introduced
“People Pulse”. This programme is one of the monthly performance measurement for the
employees of this company. In 2018, about 90% of the employee of this company participated in
this programme (Adidas-group 2019). “a-live”, an enterprise collaboration programmes, is used
by Adidas to maximise the internal communication through internet, significant system
applications and online collaboration platforms (Adidas-group 2019). So it can be said that this
company is interested to develop a positive workplace environment for the employee.
For the diversity and inclusion, the senior executive team of Adidas has implemented
certain initiatives which are helpful for this company to maximise the diversity and inclusion. By
making diversity as one of the core values, this company prioritise three factors. Regardless of
age, religion, ethnicity, race, ethnicity, gender, gender identity, every employee of this company
9MANAGING HUMAN RESOURCES
are welcomed by this company (Adidas-group 2019). According to Karen Parkin, the executive
board member and responsible for global human resources, every employee must be encouraged
because it will not only enhance the diversity and inclusion but also create a new way for
innovation (Adidas-group 2019). This company identifies the individual need of every employee.
Mutual respect and appreciation for the employee are prioritised by the manager of Adidas. By
working proactively, this company has been creating an environment where every employee and
their contribution will be appreciated. This company provides intercultural communication
training to the employees so that they can overcome the problems faced by them in the
intercultural work environment (Adidas-group 2019). This training will help the employee to
manage any conflicts with mutual respect.
The aim of the Adidas Company is to provide a safe work environment for the employee.
The policies for health and safety of this company applicable to every workplace such as factory
areas, office workplace, and workplaces in the stores. By taking the holistic approach, the health
and safety management of Adidas Ag focuses on the physical, psychological, and social
wellbeing of the employee. The health and safety management of Adidas Ag prioritises four core
attributes of health management which are the mind-set of the employee, nutrition, movement
and recovery (Adidas-group 2019). Sports facilities, bicycle parking area, sports courses and
events, gym facilities are provided by Adidas (Adidas-group 2019). To follow the common
nutritional principals, Adidas Ag has developed ten principals which will ensure the nutrition
level of the employee. In 2016, this company got the Corporate Health ‘Special Award for
healthy nutrition’, the most renowned corporate award in Germany (Adidas-group 2019). This
strategic partner of Adidas Company provides several medical services to the employees. On-site
medical service is offered by Adidas Company. Every staff of this company can avail the
are welcomed by this company (Adidas-group 2019). According to Karen Parkin, the executive
board member and responsible for global human resources, every employee must be encouraged
because it will not only enhance the diversity and inclusion but also create a new way for
innovation (Adidas-group 2019). This company identifies the individual need of every employee.
Mutual respect and appreciation for the employee are prioritised by the manager of Adidas. By
working proactively, this company has been creating an environment where every employee and
their contribution will be appreciated. This company provides intercultural communication
training to the employees so that they can overcome the problems faced by them in the
intercultural work environment (Adidas-group 2019). This training will help the employee to
manage any conflicts with mutual respect.
The aim of the Adidas Company is to provide a safe work environment for the employee.
The policies for health and safety of this company applicable to every workplace such as factory
areas, office workplace, and workplaces in the stores. By taking the holistic approach, the health
and safety management of Adidas Ag focuses on the physical, psychological, and social
wellbeing of the employee. The health and safety management of Adidas Ag prioritises four core
attributes of health management which are the mind-set of the employee, nutrition, movement
and recovery (Adidas-group 2019). Sports facilities, bicycle parking area, sports courses and
events, gym facilities are provided by Adidas (Adidas-group 2019). To follow the common
nutritional principals, Adidas Ag has developed ten principals which will ensure the nutrition
level of the employee. In 2016, this company got the Corporate Health ‘Special Award for
healthy nutrition’, the most renowned corporate award in Germany (Adidas-group 2019). This
strategic partner of Adidas Company provides several medical services to the employees. On-site
medical service is offered by Adidas Company. Every staff of this company can avail the
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10MANAGING HUMAN RESOURCES
benefits of 24/7 free telephone consultation service (Adidas-group 2019). The professional
psychologist is hired by this company to provide treatment to the employee. For the successful
promotion of employee health, this company got the “Golden Vitalo Award” in 2016 (Adidas-
group 2019).
This organisation believes that a qualified, and engaged workforce can help the company
to achieve the business objectives. A wide variety of learning and development programmes are
provided by this company to support the employee. Through this initiative, this company has
been making a valuable workforce. Every employee can access “Via a-Live” which will help the
employee to learn the necessary knowledge and utilise the learning opportunities (Adidas-group
2019). According to the annual report of ADDAS 2018, 21,228 staffs of this company accessed
the ‘Learning Campus’, a digital platform created by Adidas for the training and development
purposes (Adidas-group 2019). Three leadership groups such as the core leadership group, the
extended leadership group, and the global high potential group, are created by the senior
executive team of this company to create future leader, who can lead this company.
The management team of Adidas is interested to develop the most engaged workforce.
That is the reason this company is providing several compensation offers like bonus programme,
which is a short term incentive programme, profit-participating programme, and long term
incentive programme. 401-K retirement policy is applicable in the USA and Adidas Ag pension
plan is available for the employee working in Germany (Adidas-group 2019). The employee of
this company receives an extra benefit, which is Adidas stock purchase plan. Employees from
Germany, Hong Kong, the Netherlands, Taiwan, the USA, and greater China have the
opportunity to buy the stock of this company at an exclusive condition. To protect the right of the
benefits of 24/7 free telephone consultation service (Adidas-group 2019). The professional
psychologist is hired by this company to provide treatment to the employee. For the successful
promotion of employee health, this company got the “Golden Vitalo Award” in 2016 (Adidas-
group 2019).
This organisation believes that a qualified, and engaged workforce can help the company
to achieve the business objectives. A wide variety of learning and development programmes are
provided by this company to support the employee. Through this initiative, this company has
been making a valuable workforce. Every employee can access “Via a-Live” which will help the
employee to learn the necessary knowledge and utilise the learning opportunities (Adidas-group
2019). According to the annual report of ADDAS 2018, 21,228 staffs of this company accessed
the ‘Learning Campus’, a digital platform created by Adidas for the training and development
purposes (Adidas-group 2019). Three leadership groups such as the core leadership group, the
extended leadership group, and the global high potential group, are created by the senior
executive team of this company to create future leader, who can lead this company.
The management team of Adidas is interested to develop the most engaged workforce.
That is the reason this company is providing several compensation offers like bonus programme,
which is a short term incentive programme, profit-participating programme, and long term
incentive programme. 401-K retirement policy is applicable in the USA and Adidas Ag pension
plan is available for the employee working in Germany (Adidas-group 2019). The employee of
this company receives an extra benefit, which is Adidas stock purchase plan. Employees from
Germany, Hong Kong, the Netherlands, Taiwan, the USA, and greater China have the
opportunity to buy the stock of this company at an exclusive condition. To protect the right of the
11MANAGING HUMAN RESOURCES
employee, Work councils for Germany and European subsidiaries are developed by this
company. The executive team of this company follows labour rights charter.
So it can be said that for employee wellness, several initiatives are taken by this
company. To accomplish the business objectives, this company relied on these employees. That
is the reason this company is focused to provide a safe and healthy work environment which will
endorse diversity, innovation, and other benefits for the employee.
employee, Work councils for Germany and European subsidiaries are developed by this
company. The executive team of this company follows labour rights charter.
So it can be said that for employee wellness, several initiatives are taken by this
company. To accomplish the business objectives, this company relied on these employees. That
is the reason this company is focused to provide a safe and healthy work environment which will
endorse diversity, innovation, and other benefits for the employee.
12MANAGING HUMAN RESOURCES
References:
Adidas Group, 2019. FACTORY WORKERS. [online] Adidas Group. Available at:
<https://www.adidas-group.com/en/sustainability/people/factory-workers/> [Accessed 12 March
2020].
Adidas Group, 2019. PROFILE. [online] Adidas Group. Available at: <https://www.adidas-
group.com/en/group/profile/> [Accessed 12 March 2020].
Adidas-group, 2019. EMPLOYEES. [online] adidas-group. Available at: <https://www.adidas-
group.com/en/sustainability/people/employees/> [Accessed 12 March 2020].
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Childs, M. and Jin, B., 2018. Nike: An Innovation Journey. In Product Innovation in the Global
Fashion Industry (pp. 79-111). Palgrave Pivot, New York.
Gauche, C., de Beer, L.,T. & Brink, L. 2017, "Managing employee well-being: A qualitative
study exploring job and personal resources of at-risk employees", SA Journal of Human
Resource Management, vol. 15.
Khatri, P. & Gupta, P. 2019, "Development and validation of employee wellbeing scale – a
formative measurement model", International Journal of Workplace Health Management, vol.
12, no. 5, pp. 352-368.
Mainwaring, S., 2019. Purpose At Work: How Nike Inspires And Innovates With Employees And
Consumers. [online] Forbes. Available at:
<https://www.forbes.com/sites/simonmainwaring/2019/07/23/purpose-at-work-how-nike-
References:
Adidas Group, 2019. FACTORY WORKERS. [online] Adidas Group. Available at:
<https://www.adidas-group.com/en/sustainability/people/factory-workers/> [Accessed 12 March
2020].
Adidas Group, 2019. PROFILE. [online] Adidas Group. Available at: <https://www.adidas-
group.com/en/group/profile/> [Accessed 12 March 2020].
Adidas-group, 2019. EMPLOYEES. [online] adidas-group. Available at: <https://www.adidas-
group.com/en/sustainability/people/employees/> [Accessed 12 March 2020].
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Childs, M. and Jin, B., 2018. Nike: An Innovation Journey. In Product Innovation in the Global
Fashion Industry (pp. 79-111). Palgrave Pivot, New York.
Gauche, C., de Beer, L.,T. & Brink, L. 2017, "Managing employee well-being: A qualitative
study exploring job and personal resources of at-risk employees", SA Journal of Human
Resource Management, vol. 15.
Khatri, P. & Gupta, P. 2019, "Development and validation of employee wellbeing scale – a
formative measurement model", International Journal of Workplace Health Management, vol.
12, no. 5, pp. 352-368.
Mainwaring, S., 2019. Purpose At Work: How Nike Inspires And Innovates With Employees And
Consumers. [online] Forbes. Available at:
<https://www.forbes.com/sites/simonmainwaring/2019/07/23/purpose-at-work-how-nike-
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13MANAGING HUMAN RESOURCES
inspires-and-innovates-with-employees-and-consumers/#6ccac1077a85> [Accessed 11 March
2020].
Meyers, M.C., Adams, B.G., Sekaja, L., Buzea, C., Ana-Maria Cazan, Gotea, M., Stefenel, D. &
Marianne, v.W. 2019, "Perceived Organizational Support for the Use of Employees’ Strengths
and Employee Well-Being: A Cross-Country Comparison", Journal of Happiness Studies, vol.
20, no. 6, pp. 1825-1841.
Nike News, 2019. Read Nike's Mission Statement And Find Information About NIKE, Inc.
Innovation, Sustainability, Community Impact And More. [online] Nike News. Available at:
<https://about.nike.com/> [Accessed 12 March 2020].
Nike Purpose, 2018. Nike Purpose: FY18 Impact Report Executive Summary. [online] Nike
Purpose. Available at: <https://purpose.nike.com/fy18-impact-report-executive-summary>
[Accessed 12 March 2020].
Nike Purpose, 2019. Nike Purpose: Empowering Workers. [online] Nike Purpose. Available at:
<https://purpose.nike.com/empowering-workers> [Accessed 12 March 2020].
Nike Purpose, 2019. Nike Purpose: FY19 NIKE, Inc. Impact Report. [online] Nike Purpose.
Available at: <https://purpose.nike.com/fy19-nike-impact-report> [Accessed 12 March 2020].
Nike Purpose, 2019. Nike Purpose: Worker Engagement. [online] Nike Purpose. Available at:
<https://purpose.nike.com/worker-engagement> [Accessed 12 March 2020].
Silcox, S. 2016, "Building an employee wellbeing programme", Occupational Health &
Wellbeing, vol. 68, no. 2, pp. 12-12,14.
inspires-and-innovates-with-employees-and-consumers/#6ccac1077a85> [Accessed 11 March
2020].
Meyers, M.C., Adams, B.G., Sekaja, L., Buzea, C., Ana-Maria Cazan, Gotea, M., Stefenel, D. &
Marianne, v.W. 2019, "Perceived Organizational Support for the Use of Employees’ Strengths
and Employee Well-Being: A Cross-Country Comparison", Journal of Happiness Studies, vol.
20, no. 6, pp. 1825-1841.
Nike News, 2019. Read Nike's Mission Statement And Find Information About NIKE, Inc.
Innovation, Sustainability, Community Impact And More. [online] Nike News. Available at:
<https://about.nike.com/> [Accessed 12 March 2020].
Nike Purpose, 2018. Nike Purpose: FY18 Impact Report Executive Summary. [online] Nike
Purpose. Available at: <https://purpose.nike.com/fy18-impact-report-executive-summary>
[Accessed 12 March 2020].
Nike Purpose, 2019. Nike Purpose: Empowering Workers. [online] Nike Purpose. Available at:
<https://purpose.nike.com/empowering-workers> [Accessed 12 March 2020].
Nike Purpose, 2019. Nike Purpose: FY19 NIKE, Inc. Impact Report. [online] Nike Purpose.
Available at: <https://purpose.nike.com/fy19-nike-impact-report> [Accessed 12 March 2020].
Nike Purpose, 2019. Nike Purpose: Worker Engagement. [online] Nike Purpose. Available at:
<https://purpose.nike.com/worker-engagement> [Accessed 12 March 2020].
Silcox, S. 2016, "Building an employee wellbeing programme", Occupational Health &
Wellbeing, vol. 68, no. 2, pp. 12-12,14.
14MANAGING HUMAN RESOURCES
Wright, H. 2015, "Employee wellbeing is about the proof", Occupational Health &
Wellbeing, vol. 67, no. 12, pp. 14-15.
Wu, W., Rafiq, M. & Chin, T. 2017, "Employee well-being and turnover intention", Career
Development International, vol. 22, no. 7, pp. 797-815.
Yadav, J., Johri, R. & Bhattacharjee, S. 2014, "In Search of Employee Well-Being: A
Revisit", International Journal on Global Business Management & Research, vol. 3, no. 1, pp.
18-34.
Wright, H. 2015, "Employee wellbeing is about the proof", Occupational Health &
Wellbeing, vol. 67, no. 12, pp. 14-15.
Wu, W., Rafiq, M. & Chin, T. 2017, "Employee well-being and turnover intention", Career
Development International, vol. 22, no. 7, pp. 797-815.
Yadav, J., Johri, R. & Bhattacharjee, S. 2014, "In Search of Employee Well-Being: A
Revisit", International Journal on Global Business Management & Research, vol. 3, no. 1, pp.
18-34.
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