Reebok 2007 Annual Report Download - page 74

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ANNUAL REPORT 2007 --- adidas Group GROUP MANAGEMENT REPORT – OUR GROUP -- Corporate Functions - Employees
CONSTANTLY INCREASING ATTRACTIVENESS To become
and remain an “Employer of Choice”, we strive to consistently
enhance our employer branding. Our attractiveness as an
employer is clearly shown by several external rankings. We
ranked fi fth of the 100 most attractive employers for business
students according to “The European Student Barometer 2007”
– the largest survey conducted among university students
across 18 European countries. In China, we were included
among the top employers in the Shanghai region in 2007 by
CRF (Corporate Research Foundation), which is just one
example of our particular attractiveness in emerging markets.
CENTRALIZED RECRUITING APPROACH IMPROVES HIRING
PROCESS To benefi t from our excellent reputation, we not only
need to attract but also to recruit high potentials. In 2006, we
established a new strategic recruiting and employer branding
competence center for the Group in order to have access to the
best suitable talent on a global scale. In 2007, we extended
this focus by assembling an executive recruitment team that
focus ses on identifying and building relationships with execu-
tive level candidates. Further, we rolled out a global e-recruit-
ing system that covers more than 20 countries and features job
infor mation in the respective local languages. Our centralized
approach and the new e-recruiting system are helping us to
better take advantage of global candidate pools and increase
the effi ciency, effectiveness and speed of our recruitment
process. Over the next two years, we will extend and optimize
our e-recruiting system and launch a new employer branding
campaign.
NURTURING EMERGING EMPLOYEES We strive to provide our
emerging employees (i. e. apprentices, interns and trainees)
with the best possible environment when joining our work-
force. To achieve this goal, we have established clearly defi ned
and targeted programs.
- Our apprenticeship programs offer young people who want
to join our Group straight out of high school the opportunity to
gain relevant business experience in a three-year rotation
program. These programs include vocational training in retail,
industrial management and IT as well as integrated study pro-
grams. At the end of 2007, we employed 45 apprentices in
Germany (2006: 46).
- Our global internship program provides students with chal-
lenging and interesting four to six months’ work experience
within the adidas Group. For “best-of-class” interns, we ini-
tiated a “Re-Bound” Program to remain in close contact with
them after they have fi nished their original internship and
foster potential future employment. At the end of 2007, we
employed 189 interns in Germany (2006: 142).
- Our 12- to 18-month functional trainee program (FTP) gives
graduates with international backgrounds and excellent educa-
tional credentials the opportunity to start their career with the
adidas Group. The program comprises six three-month assign-
ments in varying departments. At least one of these assign-
ments takes place abroad. On top of this functional program,
we have implemented an international cross-functional and
cross-brand business management program (BMP). With this
concept we want to attract professionals with MBA degrees
and three to fi ve years’ work experience to prepare them for
future management positions within our Group. At year-end
2007, we employed 23 participants (2006: 22) in our FTP and 7
(2006: 3) in the BMP.
KEY EMPLOYEE STATISTICS
TaylorMade-
adidas Reebok adidas Golf
T
ota
l
l
Total employees (in %)
Management positions
(in %)
Average age
of employees
(in years)1)
Annual average length
of service
(in years)
Annual training hours
by employee
1)
At
y
ear-end
.
Male 52 54 68
52
Female 48 46 32 4
8
Male 67 77 84 7
0
Female 33 23 16
3
0
29.6 28.9 36.6 30.8
3.6 3.5 5.0 4.
0
16.1 8.1 4.5 12.
4
4