Reebok 2015 Annual Report Download - page 92

GROUP MANAGEMENT REPORT – OUR GROUP
Our People
88
2
The four pillars serve as a basis for creating the right culture and environment for our people. They also
serve as a tool for prioritisation and for sense-checking our HR actions and initiatives.
ACCOMPANYING OUR PEOPLE IN MOMENTSTHAT MATTER AND
LAYINGTHE FOUNDATIONS FOR HR EXCELLENCE
Our new People Strategy is implemented through a portfolio of projects which will directly deliver into each
of the four pillars. Two criteria were applied to the selection and definition of projects that define the focus
and priorities for 2016 and beyond:
•Firstly, projects must add value to the most significant moments that matter in the lives and careers of
our people. With moments that matter, we describe significant stages and turning points our employees
experience throughout their career with the adidas Group. For example, we want to facilitate and
positively influence onboarding and next steps in career planning.
•Secondly, projects must make the new HR organisation more efficient and effective.
More detailed information on the individual projects is provided in the info box.
MEASURINGTHE SUCCESS OF OUR HR INITIATIVES: EMPLOYEE ENGAGEMENT
AND EMPLOYER RANKINGS
Our HR function will measure the success and the effectiveness of the company’s efforts with regard to its
people initiatives through a set of chosen KPIs. We will use two leading people KPIs: employee engagement
as an internal measure and employer rankings as an external measure.
Employee engagement: The adidas Group carries out employee engagement surveys in order to measure
the engagement and motivation of our employees. The results of these surveys are a non-financial KPI for
our Group. The outcome of our first two global engagement surveys, conducted in 2010 and 2013, were stable
at a rate comparable to the average engagement level of our survey provider’s client database. In 2013,
improvements were achieved in specific scores relating to performance management as well as learning
and development opportunities. The existing engagement survey approach is currently being re-designed,
given that both employees and business leaders are demanding a more pragmatic and frequent approach
that caters to the speed of change we are facing as an organisation. The new survey approach is planned
for the first quarter of 2017.
Employer rankings: Our ‘employer of choice’ status continues to garner worldwide recognition and enables
us to attract, retain and engage industry-leading talent to sustain the company’s success and growth. In
2015, adidas Group locations around the world leveraged our employer brand attributes for attraction,
retention and engagement strategies. This work contributed to several Top 10 rankings worldwide and
has also enabled us to recruit some of the industry’s top talent.
see info box, p. 90
see Internal Group
Management System, p. 102
see Diagram 02
02AWARDS
The World’s Most Attractive
Employers/Universum
Best Employer 2016/Glassdoor
Germany
Employer Branding Quick Check/
YouGov Germany
Female Recruiting Award/
women&work fair