Role of HR Department in Decathlon

▪ Contributing in developing various HR systems / HR Manual & implementing the same.

▪ Preparing a Manpower plan for the organization for present and future requirement. To undertake
Recruitment.

▪ Facilitating the Performance Management System.

▪ Staffing, Induction, PMS, Training, Interpret the HR Policy and ensure uniform implementation of the same,
-Ensure that the MIS is regularly kept updated with a high level of accuracy and validity.

▪ Attendance, Payroll, Leave and Management, Manage Appointments, Transfers, Promotions, Severances,
Office Administration & Record Management and Keeping updated data about employees through personnel
files, section on scheduled time, Manage Employee Benefits and computerized Human Resource Information
System.
▪ Grievance-redressal at shop floor level, Problem Solving and Counselling, closely vigilance over labour activity,
Enforcement of disciplinary action, Agreement, negotiation for Salary/ Wages/ Bonus, Handling Conciliation
proceedings, Labour Court and Industrial Court transactions.

▪ To facilitate staff in general, management of facilities like canteen, vehicle, Travel, Transport, Guesthouse, Security
and Contractor and other day-to-day administrative requirements.

▪ Conduct Employee Satisfaction Surveys, consolidate, analyse this data and implement suitable recommendations.

▪ Planning and conducting a proper orientation and hospital induction program of new employees.

▪ Facilitating Organizational Development plans for enhancing the operational effectiveness.

▪ Assisting and developing Department Heads so that they may improve their own Human Resources
Management practices within their area.
 Scopes of HRM in Decathlon

▪ Decathlon adopted both facilitation

strategy and utilization strategy to HRM.

▪ Actually, Decathlon business has a more

quantity policy than quality because of this
cost reduction strategy, but this company
is ranked in the “Great place to work”.

▪ The human resources strategy in Decathlon

is based on three values:
- Empowering employees
- Autonomy
- Proximity management
 Talent & Acquisition

▪ The logic of human resources at Decathlon is based on some

fundamental pillars.

▪ First, the data responsibilities to young people and often inexperienced.

▪ This allows the emergence of talent and triggers the motivation.

▪ For this to work, Decathlon has set up a local management with, among
others, regular meetings and formalized between the employee and his
immediate superior.

▪ This close management promotes independence and also allows the

implementation of individual development plans.

▪ Furthermore, a passion for sport is a common feature to all employees

and, as part of his recruitment, human resource managers attach great
importance to sports candidates.
Selection & Recruitment Process
▪ The most important point to be hired in Decathlon is the sports passion.
Indeed, all employees share this passion and it gives a well atmosphere at
work.

▪ Individual entertainment formalized each employee is important and takes

the form of an interview season.

▪ During the job interview, the employer sees if the applicant practice sport or
if he interested by sports.

▪ Then, the applicant has to show and prove his motivation and his skill but
also his capacity to be friendly, generous and dynamic.

▪ Each manager is responsible for recruiting its employees.

 Table showing
teammate
recruitment and
redundancy in
the year 2016 &
2017
 Training and Development

▪ Training employees is a strategic line essential to develop the company.

▪ Trainings are closely linked to responsibilities given very soon in jobs.
▪ Their objective is to favour autonomy and employability over the world.
▪ The Individual Training Plan is the plan that the company itself offers. It is usually offered
per “job” and divided into 4 parts:
 The integration: trainings necessary to master the basics of the job, to acquire the
fundamental knowledge.
 The apprenticeship: trainings allowing for skill improvement in the job, making it possible
to know how to anticipate activities, to become efficient in one’s job.
 The improvement: trainings enabling one to enhance his level of expertise of his job.
 The additional: to attend, independently from the job or to develop know-how useful for a
future job.
 Table showing
Training in
Decathlon in the
year 2016 & 2017
Summary:
▪ Multiple training platforms have been
combined to form Decathlon Academy,
facilitating access to information and
putting teammates in charge of their
own learning.

▪ There are now five Decathlon Exchange

training centres11 focusing on corporate According to the report published on 31st Dec 2017
values and personal development across
the world.

▪ Decathlon encourages teammates to put

their business skills to work for company
projects.
 CONCLUSION
• It can be concluded that the company is growing rapidly and is opening its branches in many parts of
the world.

• Decathlon has fully balanced the needs of autonomy, coordination and control and even maintained the
appropriate balance between them.

• The company is open to customer’s ideas and initiatives.

• Moreover, every employee contributes their experience as there are various challenges that are faced by
them.

• They also have a major impact on HR aspects like recruitment needs, facilitating rewards, pension
schemes and proper training and development to the staff.

• Therefore, Decathlon has the full ability to compete in the apparel industry.
THANK YOU