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    Nike's Talent Management and Succession Plannig

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    Muhammad Waleed Khan
    This document discusses analyzing Nike's talent management and succession planning strategies. It aims to investigate Nike's current hiring, employer branding, onboarding, training, and development practices and how well they support talent acquisition, fill skill shortages, and increase employee engagement. The literature review discusses key findings about succession planning, human resource development, manager adherence, employee well-being, and developing talented human resource managers. The proposed methodology uses a mixed methods approach including employee surveys, performance data analysis, and interviews to gather valid and reliable data from multiple departments and employment levels at Nike.

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    Nike's Talent Management and Succession Plannig

    Uploaded by

    Muhammad Waleed Khan
    199 views2 pages
    This document discusses analyzing Nike's talent management and succession planning strategies. It aims to investigate Nike's current hiring, employer branding, onboarding, training, and development practices and how well they support talent acquisition, fill skill shortages, and increase employee engagement. The literature review discusses key findings about succession planning, human resource development, manager adherence, employee well-being, and developing talented human resource managers. The proposed methodology uses a mixed methods approach including employee surveys, performance data analysis, and interviews to gather valid and reliable data from multiple departments and employment levels at Nike.

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    Nike's talent management and succession plannig

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    This document discusses analyzing Nike's talent management and succession planning strategies. It aims to investigate Nike's current hiring, employer branding, onboarding, training, and development practices and how well they support talent acquisition, fill skill shortages, and increase employee engagement. The literature review discusses key findings about succession planning, human resource development, manager adherence, employee well-being, and developing talented human resource managers. The proposed methodology uses a mixed methods approach including employee surveys, performance data analysis, and interviews to gather valid and reliable data from multiple departments and employment levels at Nike.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    199 views2 pages

    Nike's Talent Management and Succession Plannig

    Uploaded by

    Muhammad Waleed Khan
    This document discusses analyzing Nike's talent management and succession planning strategies. It aims to investigate Nike's current hiring, employer branding, onboarding, training, and development practices and how well they support talent acquisition, fill skill shortages, and increase employee engagement. The literature review discusses key findings about succession planning, human resource development, manager adherence, employee well-being, and developing talented human resource managers. The proposed methodology uses a mixed methods approach including employee surveys, performance data analysis, and interviews to gather valid and reliable data from multiple departments and employment levels at Nike.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    Analyzing Nike’s talent management and succession planning strategies.

    Question 1: Rationale

    Research question (topic): The research question focuses on analyzing Nike’s talent management and
    succession planning strategies for long term viability of the business.

    Aim and Objectives: The aim of the proposal is to investigate analyze the success of Nike's present hiring
    practices, employer branding, and onboarding procedures in relation to talent acquisition and examine
    how well Nike's training and development initiatives fill skill shortages, support employees' career goals,
    and increase engagement

    Question 2: Literature Matrix

    Authors Key Findings

    Succession planning is both a direct and indirect method of


    identifying the people who will take over important
    (Guðmundsdóttir et al., 2017) positions and then deciding on next steps for development

    One of the primary determinants of succession planning is


    the function of human resource development. This
    encompasses organizational growth, career development,
    (Jinda and Shaikh, 2020) and the education and training of prospective successors

    When it comes to public characteristics, managers'


    weaknesses outweigh their strengths, with 14.46 percent of
    managers not adhering to the Management and Non-
    (Graham et al., 2023) Management Employment Statue Book

    Workers who experience greater levels of well-being devote


    more thought and energy to their jobs. However, low
    mental health symptoms including weariness, worry, and
    depression are linked to a decline in focus and cognitive
    (Guðmundsdóttir et al., 2017) capacity

    In order to obtain a competitive edge, organizations can


    (Poonam Jindal and Mohsin Shaikh, perform better when their human resource managers are
    2021). talented and have the necessary skills

    (“Reviewing the Relation between Human One of the top seven requirements for human resource
    Resources Practices, Talent Management managers in public sector organizations to provide their
    and Succession Planning in UAE Public employees the training they need to accomplish strategic
    Sector,” 2023). goals is a competent labour force

    (“Impact of Talent Management and Human resources are extremely important in public sector
    Succession Planning on the Organizational organizations in the United Arab Emirates that further
    Competitiveness in the UAE Public contribute to the social, economic, political, and cultural
    Authors Key Findings

    Sector,” 2023). growth of the Middle East

    Question 3: Outline of Methodology

    The proposed methodology includes a mixed-method approach to gather data, combining quantitative
    and qualitative techniques. A representative sample of workers from different departments and levels
    will be given an employee survey. Statistical software will be used to analyze quantitative data from
    surveys and performance data in order to find patterns, trends, and correlations. By combining
    information from many sources, such as surveys and interviews, triangulating the results will guarantee
    their validity and reliability. Clear communication to each participant the goals of the study, the methods
    used, and any possible risks or rewards. Employees, HR staff, and anybody else participating in data
    collecting fall under this category.

    Question 4: Ethical Approval

    Supervisor Signature: ________________________

    Date: _______________

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