Reebok 2011 Annual Report Download - page 110

adidas Group
2011 Annual Report
GROUP MANAGEMENT REPORT – OUR GROUP
106
2011
02.7 Employees
02.7
07 Number of employees 1)
2011 2010
Employees 2) Full-time
equivalents 3)
Employees 2) Full-time
equivalents 3)
Own retail 24,649 19,454 22,884 17,560
Sales 5,067 4,697 4,191 4,046
Logistics 5,334 5,167 4,672 4,542
Marketing 3,847 3,716 3,573 3,460
Central administration 3,923 3,703 3,370 3,165
Production 1,969 1,931 1,901 1,776
Research & development 1,029 990 1,002 961
IT 1,006 979 948 934
Total 46,824 40,637 42,541 36,444
1) At year-end.
2) Number of employees on a headcount basis.
3) Number of employees on a full-time equivalent basis. Due to the high share of part-time employees in our Retail segment, this figure is lower than the number of employees counted
on a headcount basis.
Being an “employer of choice”
The so-called “war for talent” continues to be a forefront issue.
Top-calibre talent is a premium around the world. More than ever, we
challenge ourselves to do what it takes to be and remain the employer
of choice. During 2011, we again received some highly rated rankings
as an employer of choice, proving that the adidas Group is one of the
leading employers for school leavers and students/graduates. In
order to further strengthen this position, we continued to push our
activities at schools and universities throughout 2011, to foster our
strong employer image through direct contact with top graduates and
students. Members of the Executive Board and other senior executives
of the Group shared their business insights at selected top universities
and business schools such as the London Business School, the IESE
in Barcelona and universities in Germany such as in Mannheim and
Nuremberg.
When it comes to highly qualified personnel, the adidas Group
continues to face increasing competition in the international labour
market. We will continue to give priority attention to this challenge with
innovative programmes, such as the Employee Referral Programme
which was introduced in 2010 and will be further expanded in 2012.
Looking further to the future, as part of our Group-wide strategic
business plan Route 2015, Human Resources will also further build
upon existing programmes and concepts, adding new capabilities to
enhance our performance, learning and leadership culture. Through
specific initiatives and workstreams, we are looking at new and
innovative ways to incentivise and reward our employees, based upon
performance criteria. In addition, we are looking at ways to ensure that
we begin training, developing and building the skills and competencies
that will be necessary for the future, whilst also developing a better
understanding of the company, the employee and the consumer of the
future. All these will combine to form the backbone of a progressive
and pro-active Human Resources programme that will play a strong
contributing role to the ongoing success of the adidas Group.