Adidas utilises strategic HR to facilitate business transformation. The company’s HR Director, Matthias Malessa, emphasises the importance of HR strategy in a rapidly changing business environment. Adidas’s HR strategy includes four key aspects: attracting talent, developing talent, retaining talent, and transitioning talent.
Attracting talent involves creating an appealing company culture and offering competitive compensation. Developing talent is achieved through training and development programmes, while retaining talent involves fostering a positive work environment and offering career progression opportunities. Transitioning talent refers to the process of helping employees move on when they leave the company.
Adidas also focuses on diversity and inclusion, with a target of 50% female managers by 2025. The company has implemented various programmes to support this goal, including a diversity and inclusion council and a women’s network.
To measure the success of its HR strategy, Adidas uses a balanced scorecard approach, assessing both financial and non-financial indicators. These include employee engagement, diversity and inclusion, and talent development.
Matthias Malessa believes that HR should be a strategic partner in the business, contributing to the company’s overall success. He stresses that HR strategy should be aligned with business strategy, ensuring that the company has the right people in the right places at the right time.
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