Reebok 2013 Annual Report Download - page 110

Download and view the complete annual report

Please find page 110 of the 2013 Reebok annual report below. You can navigate through the pages in the report by either clicking on the pages listed below, or by using the keyword search tool below to find specific information within the annual report.

Page out of 264

  • 1
  • 2
  • 3
  • 4
  • 5
  • 6
  • 7
  • 8
  • 9
  • 10
  • 11
  • 12
  • 13
  • 14
  • 15
  • 16
  • 17
  • 18
  • 19
  • 20
  • 21
  • 22
  • 23
  • 24
  • 25
  • 26
  • 27
  • 28
  • 29
  • 30
  • 31
  • 32
  • 33
  • 34
  • 35
  • 36
  • 37
  • 38
  • 39
  • 40
  • 41
  • 42
  • 43
  • 44
  • 45
  • 46
  • 47
  • 48
  • 49
  • 50
  • 51
  • 52
  • 53
  • 54
  • 55
  • 56
  • 57
  • 58
  • 59
  • 60
  • 61
  • 62
  • 63
  • 64
  • 65
  • 66
  • 67
  • 68
  • 69
  • 70
  • 71
  • 72
  • 73
  • 74
  • 75
  • 76
  • 77
  • 78
  • 79
  • 80
  • 81
  • 82
  • 83
  • 84
  • 85
  • 86
  • 87
  • 88
  • 89
  • 90
  • 91
  • 92
  • 93
  • 94
  • 95
  • 96
  • 97
  • 98
  • 99
  • 100
  • 101
  • 102
  • 103
  • 104
  • 105
  • 106
  • 107
  • 108
  • 109
  • 110
  • 111
  • 112
  • 113
  • 114
  • 115
  • 116
  • 117
  • 118
  • 119
  • 120
  • 121
  • 122
  • 123
  • 124
  • 125
  • 126
  • 127
  • 128
  • 129
  • 130
  • 131
  • 132
  • 133
  • 134
  • 135
  • 136
  • 137
  • 138
  • 139
  • 140
  • 141
  • 142
  • 143
  • 144
  • 145
  • 146
  • 147
  • 148
  • 149
  • 150
  • 151
  • 152
  • 153
  • 154
  • 155
  • 156
  • 157
  • 158
  • 159
  • 160
  • 161
  • 162
  • 163
  • 164
  • 165
  • 166
  • 167
  • 168
  • 169
  • 170
  • 171
  • 172
  • 173
  • 174
  • 175
  • 176
  • 177
  • 178
  • 179
  • 180
  • 181
  • 182
  • 183
  • 184
  • 185
  • 186
  • 187
  • 188
  • 189
  • 190
  • 191
  • 192
  • 193
  • 194
  • 195
  • 196
  • 197
  • 198
  • 199
  • 200
  • 201
  • 202
  • 203
  • 204
  • 205
  • 206
  • 207
  • 208
  • 209
  • 210
  • 211
  • 212
  • 213
  • 214
  • 215
  • 216
  • 217
  • 218
  • 219
  • 220
  • 221
  • 222
  • 223
  • 224
  • 225
  • 226
  • 227
  • 228
  • 229
  • 230
  • 231
  • 232
  • 233
  • 234
  • 235
  • 236
  • 237
  • 238
  • 239
  • 240
  • 241
  • 242
  • 243
  • 244
  • 245
  • 246
  • 247
  • 248
  • 249
  • 250
  • 251
  • 252
  • 253
  • 254
  • 255
  • 256
  • 257
  • 258
  • 259
  • 260
  • 261
  • 262
  • 263
  • 264

adidas Group
/
2013 Annual Report
Group Management Report – Our Group
106
2013
Employees
/
02.9
/
02
/
Success drivers for our performance culture
Talent
and succession
management
Actual
performance
Performance Learning
management management
Performance culture
Leadership excellence
Leadership excellence
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
/
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
/
DIAGRAM 03.
These comprise:
/
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 2013, we had
49 participants in this programme (2012: 49).
/
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 2013, we had 89 employees participating in this
programme (2012: 74).
/
People Manager Development Programme (PDP): a global
programme which is executed locally. The programme targets
employees at a professional level who show potential to become team
leads or senior managers. In 2013, 114 employees participated in this
programme (2012: 121).
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 2013, six
employees were participating in the BMP globally (2012: 12).
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 2013, we employed 57 participants in
our global FTP (2012: 62).
03
/
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)
/
Business Management Programme (BMP)
/
Functional Trainee Programme (FTP)