Nike performance appraisal system


SlideShare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you continue browsing the site, you agree to the use of cookies on this website. See our User Agreement and Privacy Policy. See our Privacy Policy and User Agreement for details. Create your free account to read unlimited documents.


We are searching data for your request:

Employee Feedback Database:
Leadership data:
Data of the Unified State Register of Legal Entities:
Wait the end of the search in all databases.
Upon completion, a link will appear to access the found materials.
Content:
WATCH RELATED VIDEO: Performance Appraisal System.

Performance Management Resources


Change management cannot be separated from the organization. It is because change is inevitable. But some people do not like the change itself. They tend to think about the bad effect of the change in the organization, such as layoff, downsizing, pay cuts, or relocation. In fact, the change can be the good improvement, such as the improvement of the technology, building new products, and increase the market.

The management has to be prepared of the change management in order to make the effective change management.

The change is needed to improve the performance of the organization. The change is used to make the good development of the organization, such as emerging in the bigger market place, getting the bigger revenue, etc. In this globalization era, the organization has to be dynamic in order to adapt to the environment that keep changing day by day. If the organization cannot implement the change management, the organization will not be competitive in the market because the other organizations keep improving and change the management to adapt in the change environment.

Change management is the process of planning, organizing, coordinating, and controlling the compositions of the environment, internal and external of the organization, in order to make sure that the changes are implemented to approved plans and objectives of the changes is going well and has the little disruption Oseni, Change management is the art or science of making changes with the certain systems or methods to make sense out of the organizational chaos that happen in the company and affect its employees, its suppliers, its vendors, and its customers Ledez, External factors are the factors that force the company to do the change management.

For example, the company need to adjust the price of the products to make it same as the market price, or to attract the customers. Process of the Change Change must be realistic and attainable. Instead of forcing change, it is better to ensure the number of participant that join into the change and the process of the change itself. Every change process should begin with these basic questions Oseni, :.

What needs to be change? Change should not be introduced into the system only. Change can be caused from the organization itself or outside of it. The question is best answered when the limitations of the process are identified.

The answer of this question should be able to address why the change is necessary. To what should it be changed? It is one thing to know that there is a need to change the current system, but another question is to what it should be changed. The change must be offering the better benefits to the new system than the current system does.

How should this change happen? Some changes are ended as a disaster. It only wastes the management time and investment. Whatever approach is adapted to effect the change must address the issue of how to minimize disruption to the system and minimize the cost also. How can the change be sustained? If this question is not well addressed, all efforts are only a waste in the long run.

This is the stage where many process changes face the problems. Stages of the Change In the change management, there are three stages of the change:. Implementation Stage In this stage, the process change is implemented.

It is necessary for management to set up a standing committee to be proactive in identifying problems and resistance during the implementation and finding solution. When it cannot prevent problems and resistance, it should at least find effective solutions. All of the stakeholders need to be carried along as the implementation progresses for better understanding and cooperation.

Post implementation Stage This stage is ensuring that the process change achieves the predetermined objectives and that post implementation stage problems are identified and sorted out quickly. Management should ensure that all staff members affected by the change. All members should be given the feeling of importance in the successful of implementation of the process change. Change in any organization in one of stressful condition that company will have to deal with.

How a company deals with change can, decides whether the company will continue to be profitable and forge ahead with new ideas and products and renew the organizational life cycle. Most companies that have continued to stay in business and stay profitable have continually added, renewed, and change the product line, the customer base and the general way to do the business.

Based on John P. Kotter theory, there are eight steps that will enhance the change in the organization and help lowering the amount of stress. They are as follows:. Increase Urgency This will help focus the employees on the change at hand and leave the little time to look back at the previous system.

Build the Guiding Team Management must be well informed and have capabilities to make the change. They have to be a capable leader who can answer most question and if not can adequately respond to the employees in a timely manner.

Get the Vision Right Management has to be able to define the company vision form to all levels. Communicate for Buy-In Management should be able to sell the workers of the need for the change. Create Short-Term Wins Management has to set the small goals that can be reached realistically.

This will increase employees moral and distract from the difficulty of the change. Empower Action The managers have to have the capabilities to guide the staffs without fear of rejections. Do Not Let Up The act of the change has to constantly be pressed onward. Stop in the middle of process will only jeopardize the power of the new way since the employees will be stuck in the transition period. Make Change Stick The company must live the new process.

It cannot to go back in the old way once the change is made. Management cannot over communicate change. Both managers and employees have to know in advance about the situation. The managers have to have the power to take decisions on the spot based on the information that they have.

But, they have to have the realistic goals. Managers and employees have freedom to make mistakes and learn without fear of rejection or public embarrassment because solution of change sometimes come out from the mistakes and later will find the better way to resolve the problems. NIKE , incorporated in , is engaged in the design, development and worldwide marketing and selling of footwear, apparel, equipment, accessories and services.

NIKE is a seller of athletic footwear and athletic apparel worldwide. The Company sells its products to retail accounts, through NIKE-owned retail stores and Internet sales, and through a mix of independent distributors and licensees, in approximately countries around the world.

It also markets products designed for kids, as well as for other athletic and recreational uses, such as baseball, cricket, golf, lacrosse, outdoor activities, football American , tennis, volleyball, walking and wrestling.

The Company sells sports apparel and accessories, as well as athletic bags and accessory items. It also markets apparel with licensed college and professional team, and league logos. The Company sells a line of performance equipment under the NIKE brand name, including bags, socks, sport balls, eyewear, timepieces, electronic devices, bats, gloves, protective equipment, golf clubs and other equipment designed for sports activities.

In addition to the products the Company sells directly to customers through its Direct to Consumer operations, the Company has entered into license agreements that permit unaffiliated parties to manufacture and sell certain apparels, digital devices and applications and other equipment designed for sports activities. The Company's wholly owned subsidiary, Cole Haan Cole Haan , designs and distributes dress and casual footwear, apparel and accessories for men and women under the Cole Haan trademark.

The Company's wholly owned subsidiary, Hurley International LLC Hurley , designs and distributes a line of action sports and youth lifestyle apparel and accessories under the Hurley trademark. The Company's wholly owned subsidiary, Umbro International Limited, designs, distributes and licenses athletic and casual footwear, apparel and equipment, primarily for the sport of football soccer , under the Umbro trademark.

Lane joined the company in to lead the acquisition and integration of Converse into the Nike portfolio. It is to decouple profitable growth from constrained resources. It is underscored by new targets and commitments, including a company-wide commitment to further integrate sustainability principles into its innovation processes, governance and portfolios.

Nike is known globally for innovative performance products and sustainability has now increasingly become core to Nike business approach.

Nike has continuously invested in reducing the environmental and social impacts within the business and supply chain and has made substantial gains over the last decade. Nike knows that they cannot achieve the bold sustainability goals simply by delivering incremental improvements, but need to deliver innovations that rapidly evolve the way things are done at Nike.

This Index elevates labor and environmental performance alongside traditional supply chain measures of quality, cost and on-time delivery. In fact, it is very useful in the organization to improve the performance. The organization need to follow the situation and environment and it forces the organization to do some change.

When doing some changes, it needs to be carefully thought and implemented. The organization needs to have plans to ensure that the changes are doing well in the process and in the implementation. The top management also has responsibility to ensure a successful process change. Change will be success if it is well managed. The management has to concern to the internal and external factors, such as employees, customers, suppliers, and also the competitors. The major objective of doing the change is to improve the performance to be better than before.

It is the reason why when doing the change; the management has to be very concern on that. It is very possible that the change may destroy the organization. Because of that, the change has to be managed in the proper way. The successful change management will give good improvement for the organization. It may give more benefit also for the organization. Sorry, but copying text is forbidden on this website.

If you need this or any other sample, we can send it to you via email. Please, specify your valid email address. Remember that this is just a sample essay and since it might not be original, we do not recommend to submit it. However, we might edit this sample to provide you with a plagiarism-free paper.



Disney takes top spot as company most admired for HR

Find jobs. Company reviews. Salary Guide. Post your resume. Sign in. Nike Employee Reviews Review this company.

Nike will raise salaries for more than employees and change how now be based on company-wide performance instead of a combination.

"Nike performance appraisal" Essays and Research Papers

We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you! Promoting internal rewards for employees 3. The more involved people are, the more they identify with the company. Two way communication - Frequent surveys - Manager For us, the two are linked.


The dynamic workspace that moves your business forward.

nike performance appraisal system

One of the biggest talent management risks learning leaders can directly address is transitions — those points in a career when a recruit becomes an employee, an employee becomes a manager, and a manager becomes a leader. Employees are more vulnerable and less productive at these points in their careers, and they need additional support to be successful, said Andre Martin, chief learning officer at Nike, the global athletic apparel company based Beaverton, Oregon. Nike is a design company, and that extends to the way it thinks about talent development and learning. Just as the company partners with top athletes to build and promote the brand, Martin sought out top performers in the company to model learning programs. One of the first things he did when he joined Nike in was to identify the top managers based on interviews and observations.

Organizations in their undertakings consider numerous aspects of their operations in a bid to grasp their goals and objectives successfully. Both internal and external factors play central roles in determining the extent to which a given company operates effectively.

Using of KPIs and Dashboard in the analysis of Nike company's performance management

The Walt Disney Co. Toyota and Amazon round out the top five on the definitive report card of corporate reputations. Mark Royal of Korn Ferry. Several companies, including Amazon at No. Others made significant jumps, resetting the rankings with their entrance into Top 20 and Top Other big moves in the Top 20 included Toyota, up six spots to No.


Performance Management System

We use cookies to enhance our website for you. Proceed if you agree to this policy or learn more about it. Type of paper: Research Paper. Most organizations in the world today have a human resource management function as a strategic business unit. The human resource management function has evolved from the basic and traditional labor relations and employee relations activity and function that was meant to manage labor as a factor of production. Therefore, it is treated as a form of capital which must be leveraged and optimized in a company The purpose of this paper is to conduct a review of human resource management in a practical context. This will include the review and analysis of the human resource function in Nike, a global sports manufacturing entity.

Management Systems. MAKING SUSTAINABILITY REAL. SUBJECT: Musings from the four training sessions. In Fall , Nike adopted its first Corporate.

Nike Inc.’s Culture and Staffing Approaches

Experts argue that an effective performance appraisal system helps the organization to manage its work in the international market. It is also helpful for the organization to gain competitive advantages from the market. It is because; effective performance appraisal system motivates employees to improve their efficiency and productivity that helps organization to sustain customers in the international market.


Walmart’s Human Resource Management

Nike will raise salaries for more than 7, employees and change how it awards annual bonuses to its global staff in an attempt to address concerns about pay equity and corporate culture, CNBC has learned. The company decided to overhaul its compensation practices after conducting an internal review of its pay practices earlier this year. Nike said about 10 percent of its employees — both men and women — will receive adjustments to their pay to ensure equal and competitive compensation for the same job functions around the world, according to an internal memo reviewed by CNBC. This year, we have conducted a deeper analysis of all roles, at all levels globally," the memo said. The company said its benefits program is designed to "support a culture in which employees feel included and empowered. The company said bonuses will now be based on company-wide performance instead of a combination that also included team and individual performance, beginning in fiscal year

It is a place to explore potential, obliterate boundaries and push out the edges of what can be. The company looks for people who can grow, think, dream and create.

Management and leadership within nike

Performance Management System Performance Management Introduction Performance Management system is the process by which the companies estimates the overall performance of the employee. Most employees try to get feedback on how they are performing their activities and people who are responsible for the direction of other employees must evaluate the individual performance to decide what action to take Kettner, This paper aims to explore the performance management system functional at Nike. Performance Management System at Nike The Performance management system is the periodic review and formal process, which is the result of work that is done jointly between boss and collaborator. Its main value lies in the fact that it is an instrument for line managers at all levels to maintain a touch with their colleagues, on the way that will meet the objectives and goals of work previously agreed to fulfill our commitments emanating from the strategic guidelines and directives of the organizational plans Luecke, et. The performance management system at Nike ensures proper and timely fulfillment of the objectives embodied in the organizational plans, identifying the contribution of each employee in the performance of them.

Nike is about to give 7,000 employees raises

Nike is an international company dealing with a range of sports equipment such as shoes, shirts, t-shirts and Jerseys for various sporting activities including, football, athletics, basketball, cricket, tennis, skateboarding and golf. Nike is a premium company that sells well branded and expensive products that are known for their superior quality. This company has more than factories in over 45 countries that are contracted to manufacture these products.


Comments: 1
Thanks! Your comment will appear after verification.
Add a comment

  1. Akinokree

    I will know, thanks a lot for the explanation.

+