Nike, Inc.

is an American multinational corporation that designs, develops, manufactures, and

markets footwear, clothes, equipment, accessories, and services around the world.

The company is based in the Portland metropolitan area, near Beaverton, Oregon. With revenue
exceeding US$37.4 billion in fiscal year 2020, it is the world's largest seller of athletic shoes and
apparel as well as a significant manufacturer of sports equipment (ending May 31, 2020).

It employed 76,700 employees worldwide as of 2020. The brand alone was worth more than $32
billion in 2020, making it the most valuable brand in the sports industry.

Bill Bowerman and Phil Knight launched the corporation as "Blue Ribbon Sports" on January 25,
1964, and it became Nike, Inc. on May 30, 1971. Nike, the Greek goddess of triumph, is the
company's moniker.

Nike was founded on January 25, 1964, and currently sells products under the Nike, Nike Golf, Nike
Pro, Nike+, Air Jordan, Nike Blazers, Air Force 1, Nike Dunk, Air Max, Foamposite, Nike
Skateboarding, Nike CR7, and Jordan Brand and Converse brands.

With the trademarks "Just Do It" and the Swoosh emblem, Nike sponsors many high-
profile athletes and sports teams throughout the world.

History

Bill Bowerman and Phil Knight founded "Blue Ribbon Sports," which became Nike, Inc.
on May 30, 1971. Nike, the Greek goddess of triumph, is the company's moniker.

Nike sells its products under the Nike, Nike Golf, Nike Pro, Nike+, Air Jordan, Nike
Blazers, Air Force 1, Nike Dunk, Air Max, Foamposite, Nike Skateboarding, Nike CR7, and
Jordan Brand and Converse brands, among others.

With the trademarks "Just Do It" and the Swoosh emblem, Nike sponsors many high-
profile athletes and sports teams throughout the world.

Founders –

Bill Bowerman and Phil Knight launched the corporation as "Blue Ribbon Sports" on
January 25, 1964, and it became Nike, Inc. on May 30, 1971. Nike, the Greek goddess of
triumph, is the company's moniker.

Nike sells its products under the Nike, Nike Golf, Nike Pro, Nike+, Air Jordan, Nike
Blazers, Air Force 1, Nike Dunk, Air Max, Foamposite, Nike Skateboarding, Nike CR7, and
Jordan Brand and Converse brands, among others.

With the trademarks "Just Do It" and the Swoosh emblem, Nike sponsors many high-
profile athletes and sports teams throughout the world.
Success

They start their own shoe brand now that their firm is well established. They finally
came out with lighter weight training shoes with waffle-type nubs for traction in 1971,
after years of difficulty. In the 1972 U.S. Track & Field Trials, they introduced their
training shoes.

First Shoe-

Steve Prefontaine, their first brand ambassador, set seven American records from the 2,000m to the
10,000m during his college career from 1969 to 1972. In 1979, they introduced the Nike Air
technology. Nike enjoyed remarkable growth during this period, prompting them to file for an initial
public offering by the end of 1980. Their brand quickly became well-known among fitness
enthusiasts. By 1982, they had risen to the top of the American athletic/training shoe market.
America.

Logo and milestones –

Nike's 'Swoosh' brand emblem and phrase 'Just Do It' have become a household symbol in the
United States. They moved on to build distinctive shoes for an NBA rookie called Michael Jordan in
1985, and his rising popularity helped Nike set new sales records. Nike quickly expanded into clothes
and other cross-training accessories. They signed foreign teams such as the Brazilian football team
and the United States men's and women's soccer teams. In 1996, they signed up Tiger Woods, a
rookie golfer, for a five-year contract worth $5 million. As they say, the rest is history.

HUMAN RESOURCE MANAGEMENT

Human resource management (HRM) is a strategic approach to managing people in a company or
organisation in such a way that they help the company acquire a competitive edge. Human resource
management focuses on policies and methods and is largely concerned with the management of
people inside organisations. Employee benefits design, employee recruiting, training and
development, performance appraisal, and reward management, as well as administering pay and
employee-benefits systems, are all responsibilities of HR departments. HR is also concerned with
organisational change and industrial relations, or the balancing of organisational practises with
collective bargaining and legal constraints.

NIKE HRM
Nike Human Resources teams create programmes to help the world's most innovative people
recruit, retain, and reward them. As guardians of culture, organisational effectiveness, talent, and
transformation, they accelerate firm growth. Experts in talent planning, talent acquisition, talent
development, salary and benefits, employee relations, and more make up the global Human
Resources community. They work together to build a worldwide team that is motivated, diverse, and
engaged.
Recruitment and Selection
01. APPLY
 REVIEW YOUR WORK: The first thing our recruiters notice about you is your
application. Before pressing "submit," double-check everything. We want you to
give it your all: Check any grammatical and spelling errors, and spend time
answering our pre-qualifying questions carefully. Also, double-check your
employment details.
 FIND THE RIGHT FIT - Read the job description and the department to which you're
applying, then tailor your CV and application to the position.
 WORK MORE EFFECTIVELY We understand that filling out an application takes time
out of your day. Using resume parsing or LinkedIn tools to auto-populate your
application could save you time. Check the tool's output for correctness and make
sure it accurately represents your experience. Your profile information will be saved
for future applications once you finish an application for the first time. As you
complete your application, a status indicator will appear at the top of the page,
indicating which areas are still missing.

02. Meet a recruiter

 BE YOURSELF We want to get to know the genuine candidate, so be
yourself. We're interested in more than your resume. Take the time to read
the directions throughout your candidate experience, including the application
and any recruiter correspondence. Take advantage of every opportunity to
show us who you really are; we cherish your individuality.
 VIEW THE TEAM - Each job description provides an overview of the team
and their responsibilities. Here you may learn more about NIKE's teams. This
is a terrific way to ensure that you're applying to teams that share your
interests. Take the time to properly research job descriptions to verify you
meet the requirements. Make your resume and application specific to the
roles that best match your skills and expertise.
 BE PATIENT - A recruiter will reach out to you if you are selected for an
interview. Our recruiters will interview you and be your main contact during
your candidate experience. We know you’re excited about Nike, and we will
do our best to keep you updated. Keep in mind, the interview process may
take longer than you expect. Be patient — your recruiter will keep you
updated throughout the entire process. You can reach out to them with any
questions, but keep in mind their responses may be delayed due to their
heavy workloads.

03. INTERVIEW
 LEARN ABOUT NIKE
Spend some time researching Nike. Talk to your friends, read the news, and
look over our career site. This will give you a better idea of who we are and
what we value as a company. This information will help you prepare for your
interview.
 KNOW THE PRODUCT
You should always use and know the "product" before your interviews, no
matter what function you're interviewing for at Nike—engineering, sales, or
marketing. Wearing it, trying it on, and learning about the process of
manufacturing it is all possibilities.
  DO YOUR RESEARCH
Research the folks you'll be seeing before your interview — LinkedIn is a
wonderful place to start. Consider what aspects of your background might
pique their curiosity. Prepare some questions that are tailored to each
interviewer's experience and position. Putting thought into your inquiries
demonstrates that you've done your homework – not just on the job, but also
on the firm and people you'll be working with.

COMMON HIRING RELATED QUESTIONS

How long will it take to hear from a recruiter?
Because each position is different, the duration of time varies. Our recruiters go out to the
most qualified candidates for each vacancy. Do not be discouraged if you do not receive a
response from a recruiter. There are other opportunities that might be a better fit for your
abilities and experience. Our company is always evolving, and we have numerous
departments. New opportunities are introduced to the organisation on a weekly basis, so
keep an eye out for openings in all divisions. You never know what might match your
interests and background.
How do I know what role(s) would be the best for me?
On the career site's homepage, use our "Find Your Fit" option. This might assist you in
identifying potential roles and departments that are a good fit for your abilities. Don't be
dismayed if the "Find Your Fit" tool indicates that no positions are presently open. You can
either retake the test or use the regular job search option to look for work. You may also sign
up for job notifications, which will send you information as soon as new jobs in your desired
fields become available.
How many interviews should I expect if I am selected for an interview?
The number of interviews required for each position varies. We think carefully about how
many interviews our candidates have and who they meet. We want to give you a unique and
personal experience.
How long will it take to receive feedback from my interviews?
This varies depending on the role and where you are in the interview process. That said, our
recruiters try to provide feedback to candidates within 48 hours of completing their
interviews.

What is the process for how candidates are evaluated?

Our goal is to make sure all candidates for a given position are interviewed and evaluated
against the same skills and competencies for that position.

Performance management
Performance management is a corporate management technique that assists managers in
monitoring and evaluating the performance of their staff. The purpose of performance management
is to create an atmosphere in which people can perform to their full potential and deliver the
highest-quality work in the most efficient and effective way possible.

Performance Appraisal
One of the most prevalent methods for assessing employees' contributions to organisational
productivity is performance appraisal.
Employees should regard this technique of performance measurement as a constant, reasonable,
truthful, and productive shared discourse for it to succeed. Nike evaluates the performance of its
employees on a regular basis.

This activity aids in determining a company's workforce's capabilities, identifying skills gaps, and
planning training to provide staff with the necessary knowledge.

Because it encourages career advancement, performance appraisal is a motivational factor. Nike has
reaped the benefits of this tool by lowering the costs associated with staff turnover.

360 Degree Feedback

This tool allows company leaders to collect information about company performance from
employees, supervisors, managers, and clients.

Nike collects data from employees and supervisors using this method of performance evaluation.
The CEO of this company encourages employees to submit their thoughts on the company's
performance.

He feels that all employees are capable of devising plans that will benefit Nike. As a result, this
company has invented ways for anonymously acquiring data from employees.

The 360-degree feedback has helped this company streamline processes and promote cooperation
between employees and their managers.

The Manufacturing Index

Companies have devised means to periodically examine their plants to guarantee that they do not
contribute to pollution in response to the push for environmental conservation. Nike is no exception,
and this multinational firm has developed the manufacturing index, a measure that assesses the
long-term viability of its sectors.

The manufacturing index assesses the performance of over 800 contract factories, at least one
million workers, and over 500,000 different goods, each with its own social and environmental
impact.

This index determines what is "good" and links recommendations and incentives to performance
(Petro, 2016). It has aided Nike in realising their goal of operating a green, lean, empowered,
egalitarian, and sustainable supply chain.

Training & Development

Nike employs roughly one million people across 715 factories in 44 countries. Nike owns only 73 of
the 715 manufacturers, with the remaining 642 being contract factories from whom Nike sources
merchandise. Each of these factories must adhere to Nike's Code of Conduct, which outlines the
rules and regulations that must be followed in order to work with Nike. Each factory must have a set
of policies and procedures in place that are not only posted in the factories, but also brought to the
attention of employees during initial training and yearly reviews. Nike's training is divided into four
sections: lean manufacturing, HRM, health and safety, and environmental compliance. To maintain
training accuracy among all employees and for legal reasons, all training documentation must be
signed off by a supervisor, dated, documented, and kept for three years.

Lean Manufacturing

Nike is attempting to naturally develop employees' talents by giving them a voice in helping to
design innovative solutions to boost factory productivity through lean manufacturing. In 2012,
contract factories received up-to-date training that focused on strategies to "engage staff in problem
resolution and continuous improvement" (Inc., Make Today Better - Labor, 2014) throughout the
productivity line.

Human Resource Management (HRM)

When it comes to Human Resource Management, Nike wishes to emphasise the importance of each
person to the organisation while also reinforcing the concept of lean manufacturing. Nike discovered
that many of the contract factories lacked basic HR skills, but with more training, the factories were
able to obtain useful knowledge and apply it in the workplace.

Health & Safety

Because of the frequent dangerous substances workers are constantly exposed to, Nike emphasises
several aspects during initial training when it comes to health and safety. Physical and mental health,
material handling, medical services and first aid, fall protection, and Personal Protective Equipment
are all covered during the basic training (PPE). Each of the factories has a "Health, Safety, and
Equipment (HSE) management system in place to eliminate or decrease operational risks." (2010,
Nike Code Leadership Standard) Nike values employee health and safety so much that all of its
factories conduct annual reviews of its policies and practises in this area.

Environmental Compliance
When it comes to environmental dangers, each factory has its own set of protocols based on the
country's environmental laws. Nike is an environmentally conscientious firm that is continually
seeking for new ways to lessen the environmental impact of its manufacturing process. The
importance of the materials personnel use during first training cannot be overstated, as they are not
only hazardous to themselves but also to the environment. The trainer will go over how to handle
and dispose of dangerous materials properly. Every employee is given an annual evaluation on this
issue.

TRAINING CHANNEL (NikeU)

 Nike also provides staff with training in order to increase innovation, productivity,
and plant management.
 NikeU is an online portal where Nike employees can get training in topics such as
leadership, management, retail, merchandising, and business strategy. Over 80% of
people have already signed up for NikeU.
 Employees took more than 170,00 online sessions and roughly 32,000 face-to-face
sessions in 2003, according to figures.
 Nike is also working to improve this training system by supplying several languages
so that staff from all around the world may easily train on it. Employees at Nike can
 use this training programme application on their phones to train anywhere and at
any time.

Emerging HR Trends For Adopted By Nike

Nike has climbed to third place on HRE's current list of corporations. This is an increase in the
company's rating from No. 8 in 2020 and No. 19 in 2019. There has been a paradigm shift in where
and when we work, as well as how we assess progress, since the pandemic hit the world. From a
flexible work arrangement to a comprehensive approach to employee well-being, there's something
for everyone. Today's HR technologies are being developed to revolutionise how organisations
screen, hire, onboard, and manage employees.

The Nike team is implementing major and small HR technology solutions, pushing digital business,
developing compelling career paths, and planning how to get workers back to work.

1. Career Development in Hybrid work model

HR Tool - Ten Thousand Coffees

Ten Thousand Coffees (10KC) is a casual learning platform that assists businesses with staff
development. They provide mentorship as a solution, but they go beyond matching personnel and
facilitating meetings. Their product includes Office Hours, which allows executives to communicate
with employees at all levels. They also provide a detailed organisational chart where coworkers can
find peers and leaders with complementary talents, experiences, or hobbies to facilitate casual
gatherings.

Another advantage of their technology is that important elements of the experience are delivered to
employees' email inboxes as well as Slack, requiring no additional login for employees to participate
in their mentorship programmes on a regular basis. The platform is also SSO (single sign on)
compatible with most HRIS systems.

 Smart Matching to colleagues and experiences that align with individuals’

goals, both 1:1 and in small groups with leaders.
 Offering conversation starters to make introductions more meaningful.
 Providing discussion guides for each step of the mentoring process.
 Sending emails to remind people to meet.
 Displays a comprehensive, real-time data dashboard that lets HR leaders and
program managers know how employees are engaging with their mentorship
programs.
2. DEI-Diversity, Equity and Inclusion
HR Tool - Textio for non-biased hiring

Bias, discrimination, harassment, unfair compensation, and other workplace issues are addressed by
DEI projects. Textio is a simple tool that Nike uses to create job descriptions that aren't too
prejudiced towards any one demographic. Nike can ensure that they do not lose minority prospects
at the start of the hiring funnel by using this tool.

CONCLUSION
 Nike's human resource management is a strategic level activity carried out by the company's
top-level management. It has a technical as well as a strategic function.
 Recruitment, selection, training, motivation, and development of new workers are all part of
the technical function. This necessitates the use of a shared body of knowledge in order to
attract and retain individuals of a high grade, as well as the monitoring of these people in
order to meet productivity goals.
 Nike's HR unit will have to be proactive in terms of strategy, translating the company's
strategic requirements and expectations to the HR context and ensuring that the HR unit's
activities are in line with the company's corporate standards.
 To achieve its key aims and goals, Nike's HR unit collaborates and works with other company
units such as marketing, IT, research and development, and foreign business.