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Nike HR Policies and Procedures

nike hr policies

Nike employs numerous policies and procedures designed to safeguard employee privacy. They strive to meet all legal requirements while offering problem resolution mechanisms and whistleblower protection mechanisms.

Monique “Mo” Matheson leads the company’s HR team during a time of business transformation. Her strategy aims to attract diverse talent while creating an environment which empowers employees to perform at their best.

Recruiting

Nike HR’s primary objective is creating a strong workforce capable of meeting business operations demands. Mo Matheson, Nike’s executive vice president and chief human resources officer, leads an international team charged with work streams such as recruitment, succession planning, organizational effectiveness, learning & development, total rewards as well as culture diversity equity inclusion.

She is responsible for setting the goals and objectives of Nike’s HR department based on standards set by top level management, with these targets then translating into human resource productivity metrics and standards to ensure workers and employees can meet company goals at any given moment.

Nike provides educational assistance to its low-level employees as part of a program to attract top talent and prepare them to handle future changes to production systems. This strategic move ensures they stay ahead of competitors and meet customer expectations.

Employee programs at Nike include activities such as volunteering and team-building activities, which the company believes improve their workplace culture while giving employees purpose in their work. Nike also prioritizes building employee capabilities by providing training opportunities and mentorship programs; further, Ten Thousand Coffees for career development purposes and Textio for non-bias hiring are external partners used as resources by Nike.

Training

Nike’s HR training policies emphasize creating an atmosphere conducive to learning and ensure all employees have access to educational opportunities that will help advance their careers and advance within the company. Furthermore, training sessions help employees meet quality and productivity standards of Nike.

Nike encourages an environment of learning for their employees by encouraging participation in voluntary employee programs designed to give workers an opportunity to develop new skills while building meaningful connections within their workforce. They believe this creates a more positive work culture overall for Nike.

The company’s Human Resource Policy prioritizes worker safety. Furthermore, there are strict guidelines governing how personal information is collected and utilized; CCTV monitoring helps maintain a safe workplace; while its offboarding process abides with legal obligations while safeguarding employee rights.

As part of its return-to-office strategy, Nike provides flexible work hours and incentives like free Nike gear to employees. This has proven an attractive incentive that has attracted top talent while saving operating costs significantly; many employees feel valued by this business and appreciate working there.

Performance Management

Nike’s HR department is charged with communicating and translating top management’s targets and standards down to all levels of employees, by setting work standards, objectives, remuneration systems and evaluation metrics for them all. Monitoring employee performance to ensure everyone meets their goals will help reward and motivate employees further.

Employees regularly receive performance evaluations from their supervisors. These evaluations depend on the position of each worker – for instance, designers will typically be evaluated on the quality of their design output while sales managers may be evaluated by sales performance metrics. Furthermore, some workers may even receive bonuses for outstanding achievements by way of higher pay scales.

The company has an established policy for handling employee complaints and issues, including maintaining a complaint resolution system and whistleblower policy that protects staff against harassment or illegal behavior. Furthermore, audits and assessments are performed regularly to ensure that its policies are upheld.

Nike’s policy on personal data complies with its legal obligations and protects staff privacy. They use it for business purposes and may share it with other Nike entities or third-party service providers; additionally they have CCTV monitoring in place and a process in place for offboarding employees.

Compensation

Nike’s Human Resources department is responsible for disseminating standards and targets set forth by top level management to its workers, and ensuring that employees work towards reaching those standards and targets at any point in time.

HR uses various tools to promote inclusivity and a sense of equality within their workplace, such as Ten Thousand Coffees for career development, Textio for non-biased hiring, Miro for visual collaboration and Qualtrics for employee feedback. All these are intended to empower employees while helping develop their skill set.

Nike’s compensation policy places great emphasis on providing competitive wages across all roles, especially within athletic apparel where women tend to make significantly less than men. As part of its effort to ensure equal treatment across gender lines, last year Nike offered raises to 7,000 female employees worldwide and in the US following an employee survey that revealed gender discrimination and sexual harassment at their Beaverton-based company.

Nike employs stringent privacy policies to protect its employees’ personal data. This includes CCTV monitoring to ensure workplace safety and using data encryption when transmitting sensitive information. Furthermore, the company conducts audits of third-party service providers in order to assess their adherence with data protection policies.

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