PROJECT REPORT On

HR PRACTICES OF REEBOK INTERNATIONAL LTD.

SUBMITTED ToMr.Atahar mahmood

Submitted byZishan Ahamad

CONTENTS

S.No
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TOPICS
INTRODUCTION INTERNATIONAL HR PRACTICES OF REEBOK ANALYSIS OF SURVEY COMPTETIVE ANALYSIS HR PERSON RESPONSIBILITIES CONCLUSION

Acknowledgement
First of all I want thank Mr. Athar mahmood for providing me such a great project by which I learned a lot about MNC and its overall HR practices around the world. Reebok international ltd. a big company applying a lot of HR practices and policies across the world. Company has people from various countries, and company effectively manages its operation by such a good HR strategies. I want thank Mr. Akash (reebok HR head ,gomatinagar RBS Store) for providing his valuable time and information about companys HR policies.

INTRODUCTIONReebok is a major global player in lifestyle industry and sport product. It offers world class premium product. Company is trying to built worldwide image of its premium product and services in sport industry by providing value to end customer. The name comes from the Afrikaans spelling of rhebok, a type of African antelope or gazelle. Reebok is subsiadry company of ADIDAS. In 1890 in Holcombe Brook, a small village 6 miles north east of Bolton, United Kingdom, Joseph William Foster was making a living producing regular running shoes when he came up with the idea to create a novelty spiked running shoe. After his ideas progressed he joined with his sons, and founded a shoe company named J.W. Foster and Sons in 1895. Company was renamed as REEBOK in 1958. Uli Becker is president of Reebok International Ltd. He was appointed to this position in March 2008. he is responsible for the Reebok brand's business around the world, and reports directly to Herbert Hainer, Chairman and CEO of the adidas Group. Reebok has footwear factories in 14 countries across the world. Most factories are in China ,Vietnam,Indonesia,Thailand .Company has sponsorship with Boltan wanderers and Premium leage football club. -Ankita gupta is currently senior H.R. manager at Reebok India. -Bill homes is head of H.R. Reebok international ,ltd. Since joining Reebok in 1994, he has held a variety of Human Resources positions across all business functions and divisions, including Reebok, Rockport, Greg Norman Collection, and the Sports Licensed Division (NFL, NBA, NHL and NCAA). He earned a B.A. from Tufts University.

INTERNATIONAL HR PRACICES OF REEBOK Reebok s current HR manager bill homes generally focusing on motivation of employees in order to meet international challenges. Company believes in continuous development of employee by providing them effective performance appraisal. Company s mission and vision statement clearly defines that it want offer product and services that will reflect its global brand image. Company: Reebok International Ltd., the footwear and apparel maker whose brands include Reebok, the Greg Norman Collection, Ralph Lauren Footwear and Rockport Co. Main location: Canton, Mass. Number of information technology employees: Eight employees and two consultants on the core application development team; 105 total IT employees at headquarters Number of employees (end users): 6,100 worldwide; 1,000 at headquarters Major IT initiatives: A global implementation of SAP AG's Apparel Footwear Solution (AFS) module, which Reebok helped develop in a partnership with SAP. "Another big project for IT this year was moving our entire IT infrastructure to a new headquarters building in Canton, 10 miles from our old buildings in Stoughton, Mass." IT training: " training in the next version of the SAP AFS module." Employee reviews: company provide review twice per year IT career paths: "They're mapped out individually with your supervisor, and there are options for technical tracks and management." Bonus programs: Spot bonuses in IT for project completion; two annual companywide bonus programs for management and staff Dress code: "Professional casual. And we're big on not wearing competitive products, but that's not dictated." Workday: "Typically, it's 8:30 a.m. to 5:30 p.m., but right now we have flexible summer hours - as long as an employee gets in their 40 hours for the week, they can leave at 2 p.m. on Friday." Kind of offices: The new headquarters has a campus feel with four four-story buildings connected by a "spine." Executives have perimeter offices, directors and above have offices with 12-foot ceilings and staff members have large cubicles in an open workspace.

Decor: A modern design with floor-to-ceiling windows, oak floors and trim - "very artistic and cutting-edge." A bubbling fountain is being constructed outside. "When we went on our team-building hike, we took lots of digital photos and made calendars from them."

ANALYSIS OF SURVEY The most important purpose of H R in company is to motivate employees continuously in order to improve their performance. Reebok is using a web-based system to check candidates' references, aligning its reference processes with its overall strategic hiring plan. Reference-checking is now a pivotal data-point for the HR team, contributing to the initial recruiting phase and then carrying all the way through to that first performance review with a new-hire. Company is currently having more than 50000 people across the world Annual turnover of company is more than 8 crores ,that shows companys large global existence. Company mostly uses stimulated training for sales (front office) people ,and computer aided training for technical people(in factory)

Company generally follows job rotation as alternative to recruitment for lower people. Company faces some major challenge with human resources like-behavioral aspect of employee, workforce diversity etc. HR audit is mostly preferred technique for demand and supply forecasting of labor Consequences of international HR is managing international portfolio by formulating effective policies and plan for human resource in the organization. Company generally prefer to go for international expansion.

COMPTETIVE ANALYSISMARKET SHARE-There are some major player that are giving tough competition to Reebok like- adidas, puma, nike and some other local player.

BRAND REEBOK NIKE ADIDAS OTHER TRENDS

USA 20% 20% 3% 57%

EUROPE 19% 19% 25% 37%

GLOBAL 19% 28% 25%

New usage of sport shoes-outdoor, leisure, hiking etc. Golfing Competition increases by increasing advertising spending. Acceptance of athelete footwear as street and casual footwear. New market opportunities in eastern and central Europe.

SWOT ANALYSIS STRENTHS Long history 7

Best selling athlete brand Positioning as fitness brand Large product mix Fashion oriented company Slightly lower price than Nike Market leading position

WEAKNESSES No message inconsistency No international A&P guidelines Weak global identity than others Weak control over subsidiaries

OPPORTUNITIES Few global player High growing demand for casual shoes Most people prefer sport shoes People prefer to go planet reebok

THREATS Sluggish market growth Adidas is growing fastly More player want to join this industry

COMPANYS HR RESPONSIBILITIESCompanys Hr manager perform following function Recruitment and selection of employee through various sources Compensation planning

- Holiday Offers - End of Year Bonuses - Equities - Awards - Salary Increments - Provision of Flexible Working Hours - Straight forward Promotion Schemes and Career Developments Job analysi Job Design (JD) Human Resource Planning (HRP) Recruitment Selection Hiring Induction Performance Evaluation Compensation Management Training and Development Employee Movements Welfare Administration Health and safety Administration Discipline Administration Grievance Handling Labour Relations

CONCLUSION Reebok international ltd. is capturing market share across the world. Company is trying to focus innovating new product and services by continuous R&D. Company is having fabulous after sale services. Company is trying providing maximum customer value by offering world class lifestyle product. This project was golden chance for us. We learned a lot about Reebok and its HR practices over the world. By this project got to know how a MNC conducts its business and how it manage its human resource effectively.

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