KEY EMPLOYEE STATISTICS
| adidas | Reebok |
TaylorMade- adidas Golf |
Total | |||||
|
52
48 |
54
46 |
68
32 |
52 48 |
||||
|
67
33 |
77
23 |
84
16 |
70 30 |
||||
|
Average age
of employees (in years)1)
|
29.6 | 28.9 | 36.6 | 30.8 | ||||
| Annual average length of service (in years) |
3.6 | 3.5 | 5.0 | 4.0 | ||||
| Annual training hours by employee |
16.1 | 8.1 | 4.5 | 12.4 |
1) At year-end.
CONSTANTLY INCREASING ATTRACTIVENESS
To become
and remain an “Employer of Choice”, we strive to consistently
enhance our employer branding. Our attractiveness as an
employer is clearly shown by several external rankings. We
ranked fifth of the 100 most attractive employers for business
students according to “The European Student Barometer 2007”
– the largest survey conducted among university students
across 18 European countries. In China, we were included
among the top employers in the Shanghai region in 2007 by
CRF (Corporate Research Foundation), which is just one
example
of our particular attractiveness in emerging markets.
CENTRALIZED RECRUITING APPROACH IMPROVES HIRING
PROCESS
To benefit from our excellent reputation, we not only
need to attract but also to recruit high potentials. In 2006, we
established a new strategic recruiting and employer branding
competence center for the Group in order to have access to the
best suitable talent on a global scale. In 2007, we extended
this focus by assembling an executive recruitment team that
focusses
on identifying and building relationships with executive
level
candidates. Further, we rolled out a global e-recruiting
system that covers more than 20 countries and features job
information
in the respective local languages. Our centralized
approach and the new e-recruiting system are helping us to
better take advantage of global candidate pools and increase
the efficiency, effectiveness and speed of our recruitment
process. Over the next two years, we will extend and optimize
our e-recruiting system and launch a new employer branding
campaign.
NURTURING EMERGING EMPLOYEES
We strive to provide our
emerging employees (i.e. apprentices, interns and trainees)
with the best possible environment when joining our workforce.
To achieve this goal, we have established clearly defined
and targeted programs.
Our apprenticeship programs offer young people who want
to join our Group straight out of high school the opportunity to
gain relevant business experience in a three-year rotation
program.
These programs include vocational training in retail,
industrial management and IT as well as integrated study programs.
At the end of 2007, we employed 45 apprentices in
Germany
(2006: 46).
Our global internship program provides students with challenging
and interesting four to six months’ work experience
within the adidas Group. For “best-of-class” interns,
we initiated
a “Re-Bound” Program to remain
in close contact with
them after they have finished their original internship and
foster
potential future employment. At the end of 2007, we
employed
189 interns in Germany (2006: 142).
Our 12- to 18-month functional trainee program (FTP) gives
graduates with international backgrounds and excellent educational
credentials the opportunity to start their career with the
adidas Group. The program comprises six three-month assignments
in varying departments. At least one of these assignments
takes place abroad. On top of this functional
program,
we have implemented an international cross-functional and
cross-brand business management program
(BMP). With this
concept we want to attract professionals with MBA degrees
and three to five years’ work experience
to prepare them for
future management positions within our Group. At year-end
2007, we employed 23 participants (2006: 22) in our FTP and 7
(2006: 3) in the BMP.
