CASE STUDY: THE ADIDAS GROUP. SUPPLIER TRAINING PROGRAMMES
1. Provide the STO.
ADIDAS Group is so well-known in the world that there is a huge pressure from stakeholders to ensure that all employees and their companies have the same ethics and working conditions, properly licensed and operating. To meet the demands of stakeholders, they want to educate the workers that are not from Germany to work as the Germans people works so that the brand does not lose the identity. The training focuses on aspects such as improving human resources managers to educate and care for the environment, health and safety. Thanks to these programs, the ADIDAS Group commitment to the working conditions, the company has already been recognized internationally, as well as improves the well-being of current workers and educates them to properly use company resources.
2. Who are the 2 main stakeholders management is trying to reach with their CRS initiatives? What are the key programs being delivered to these stakeholders? The two main stakeholders are the workers and the community. The idea is to put the workers to be as efficient as possible, and, about the community, put them in programs which are also accessible to others even if they are not workers. For example in China, they managed to create a diploma for those who do this program. The five programs are:
Fair factories Clearinghouse (2006) is an information platform that encourages members to share information and collaborate to increase productivity, leading to even greater ease in security and working conditions. Human Resources Management Systems (2006) they create this department to have a control over who is hired for the company. Each new employee must correspond to each parameter. It also serves to better manage employees' careers and their pay, creating premiums and benefits. Better Work Program (2007) consists on training programs involving, among...