Reebok 2010 Annual Report Download - page 121

Group Management Report – Our Group Employees 117
In addition to a fixed base salary, we also
offer our employees various variable
compensation components.
Bonus programme: In order to allow
our employees to participate in the
Group’s success and to reward them
for their target achievement, we have
implemented a global bonus programme.
This programme combines individual
performance (measured in the PEP
process) and corporate performance
(actual financial results measured
against Group, brand, channel, division
and/or business unit targets).
Profit sharing: For employees at our
Group headquarters and our other
locations in Germany who do not
participate in the bonus programme,
we have introduced a profit sharing
programme called “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
2010, 2,060 employees participated in
the latter, which represents 58% of all
eligible employees.
Our Group subsidiaries also grant
a variety of benefits to employees
depending on locally defined practices
and country-specific norms.
Internal communication activities to
drive employee engagement
We believe that a robust internal
communication platform is essential
for driving employee engagement and
fostering open collaboration within
our organisation. For example, the
Group intranet has been transformed
over the past two years into blogs
allowing departments and teams to
quickly build and edit their own internal
communication platforms. It also
enables employees to comment on
news, share knowledge, collaborate
and discuss current topics. In 2010, we
introduced a Group-wide idea forum,
allowing our employees to receive
recognition for their ideas and participate
in the implementation process. For
2011, our focus will be on knowledge
management and collaboration. We plan
to implement a Microsoft SharePoint
platform which will enable us to have
one global, integrated tool for knowledge
management. This is part of a longer-
term project to create a modern
continuous learning organisation.
Diverse workforce to achieve
global goals
As a global company, we understand
that it takes people with different
ideas, strengths, interests and cultural
backgrounds to ensure we achieve
our goals. A high degree of diversity
is already reflected in our workforce.
At our corporate headquarters, for
example, we have employees from more
than 50 countries. We act to assure an
environment that embraces diversity
through various initiatives such as
networking events, intercultural training
and our work-life integration department.
Creating an attractive work environment
We 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
competence related to work-life balance.
Key employee statistics
2010
Total number of employees 42,541
Total employees (in %)
Male 52%
Female 48%
Management positions (in %)
Male 72%
Female 28%
Average age of employees (in years) 1 ) 33
Average length of service (in years) 4
Annual training hours by employee (in hours) 13
1) At year-end.
03
adidas Group number of employees 1 )
1) At year-end.
2) Including Reebok, Rockport and Reebok-CCM Hockey from February 1, 2006
onwards.
04
2006 2 )
2007
2008
2009
2010
26,376
31,344
38,982
39,596
42,541