Reebok 2012 Annual Report Download - page 134

adidas Group
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2012 Annual Report
Group Management Report – Our Group
112
2012
Employees
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02.7
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02
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Success drivers for our performance culture
Talent
and succession
management
Actual
performance
Performance Learning
management management
Performance culture
Leadership excellence
Leadership excellence
Enabling employees to reach their personal best
To reach their personal best, our Group employees are offered a wide
variety of learning opportunities, building on their strengths, improving
their skills and overcoming their own challenges. Our highest priority
is to match individual employee aspirations with our organisational
needs. As such, we continue to build our integrated talent management
process, incorporating performance, succession, development and
learning opportunities to enable our employees to reach their potential
at every stage of their career
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DIAGRAM 02.
Talent management: The quality of current and future leadership within
the adidas Group is key to our success. With specifically designed talent
management tools, we identify employees at all management levels of
our Group who have the potential to become future leaders within the
organisation. In order to prepare them for more complex future roles,
they participate in targeted development programmes
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DIAGRAM 03.
These comprise:
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Executive Development Programme (EDP): a global, cross-functional
programme for employees who show potential for the executive level.
The programme is centrally managed and executed. In 2012, we had
49 participants in this programme.
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Management Development Programme (MDP): a global programme
which is executed regionally. This programme is tailored to employees
from different functional areas and brands who show potential for
director positions. In 2012, we had 74 employees participating in this
programme.
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People Manager Development Programme (PDP): a global pro-
gramme which is executed locally. The programme targets employees
at a professional level who show potential to become team leads
or senior managers. In 2012, 121 employees participated in this
programme.
In addition, we offer tailored graduate programmes. The Business
Management Programme (BMP), a 24-month international, cross-
functional and cross-brand programme, is aimed at attracting
professionals with MBA degrees and three to five years of work
experience. The goal of this programme is to prepare them for future
management positions within our Group. At year-end 2012, 12 employees
were participating in the BMP globally (2011: 10).
The Functional Trainee Programme (FTP) is an 18-month programme
providing graduates with an international background and excellent
educational credentials the opportunity to start a functional career
within the adidas Group. The programme comprises six three-month
assignments in various departments. At least one of these assignments
takes place abroad. At year-end 2012, we employed 62 participants in
our global FTP (2011: 47).
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Development and training framework
Talent Development
Fit for Tomorrow
Executive Executive Development Programme (EDP)
Manager Management Development Programme (MDP)
Professional
People Manager Development Programme (PDP)
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Business Management Programme (BMP)
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Functional Trainee Programme (FTP)