Reebok 2009 Annual Report Download - page 103

GROUP MANAGEMENT REPORT – OUR GROUP Employees 99
N °-
01
SUCCESS DRIVERS FOR PERFORMANCE
Performance culture
Succession
management
Leadership excellence
Leadership excellence
Performance
management
Talent
management
Actual
performance
GSMS provides the global framework
for managing base compensation in the
adidas Group and for making perform-
ance-related base salary adjustments.
In addition to a fixed base salary, we also
offer our employees various variable
compen sation components.
Bonus programme: In order to allow
our employees to participate in the
Group’s success and to reward them
for the achievement of their targets,
the adidas Group has implemented a
global bonus programme called “Pay
for Performance”. This bonus pro-
gramme combines individual perform-
ance ( measured in the PEP process) and
corporate performance (actual financial
results measured against Group, brand,
division and/or business unit targets).
Profit sharing: For employees at our
Group headquarters and our other
locations in Germany who do not par-
ticipate in the “Pay for Performance”
programme, we have introduced a
“Champions Bonus”.
Additional compensation components:
For senior management and Executive
Board members we offer Long-Term
Incentive Programmes (LTIP). Other
benefits include our 401-K pension plans
in the USA and the adidas Group pension
plan for our employees in Germany. In
2009, 1,896 employees (2008: 1,712) par-
ticipated in the latter, which represents
an increase of 11% compared to the
previous year.
Other Group subsidiaries also grant a
variety of additional benefits to employ-
ees depending on locally defined prac-
tices and country-specific norms.
Creating an attractive and diverse
work environment
As a truly global company, diversity is one
of our Group’s core values. We believe
that the diversity of our workforce helps
us to sustain a competitive advantage.
As part of our training and development
programme, for example, we offer spe-
cific modules on diversity management.
This helps us to ensure our company’s
success and stability. The high degree of
diversity is also reflected in our work-
force. At our corporate headquarters, for
example, we have employees from more
than 50 countries.
We also aim to harmonise the
commercial interests of the adidas Group
with the private and family needs of
our employees. Our work-life balance
programme includes family-oriented
services, flexible work time and place,
people development and leadership com-
petence related to work-life balance.
In addition, we offer our employees
a wide range of sports activities at our
major sites. Employees in Herzogen-
aurach, Portland and Canton and at other
subsidiaries have access to a company
gym.
Our Company Sports department in
Herzogenaurach also organises vari-
ous sports activities such as mountain
biking, kayaking or ski tours. Special
events such as a one-week sports camp
for employees’ children, trans-alpine
mountain bike tours and the annual
Berlin Marathon weekend (with a suitable
training programme prior to the event)
are also available. In 2009, the Company
Sports department in Germany offered
about 160 courses and more than 20
events which were attended by more than
3,000 participants (2008: 2,800).
Challenges in human resources
management
The current economic market environ-
ment also put pressure on our Group as
an employer. We launched an “Invest-
Divest Programme” in 2009, proactively
tackling the current challenges. We
streamlined our business processes,
reviewed organisational efficiency and
maintained a function-related hiring and
salary freeze. Vacancies through attrition
were mainly replaced by internal appli-
cants, in particular in the HQ functions
and the Wholesale segment of our global
business. We will continue to “run a tight
ship” with regard to hiring, compensa-
tion and travel throughout 2010, but will
keep investing in our quest to become
the employer of choice. To this end, we
will further build our internal and exter-
nal talent and succession management
platforms.
N °-
02
DEVELOPMENT AND TRAINING FRAMEWORK
Talent Development
Fit for Tomorrow
Training
Fit for Today
Executive offerings
Professional
training
Executive
Manager
Professional
Advanced manage-
ment training
Basic management
training
Executive Development
Programme (EDP)
Management Develop-
ment Programme (MDP)
Business Management
Programme (BMP)
Functional Trainee
Programme (FTP)