Nike Analysis

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You have been hired by Nike to examine their data associated with manufacturing products all over the world. Nike has a transparent process. They have a web page that shows where their products are manufactured. Here is the link: https://manufacturingmap.nikeinc.com/# (https://manufacturingmap.nikeinc.com/#)On that web site they have a database. That database can be downloaded as an Excel file. I am attaching that file.Nike wants to know if they are meeting industry standards (best practices) for diversity in the workplace as it relates to male/female numbers and whether they meet best practices for number of supervisors compared to line working staff members. If there are not enough managers quality can suffer or costs can go up from less-motivated employees…but having more managers costs more money so it is a delicate balance. From the data can you see whether Nike is doing well and what they can do to improve. This entails doing some background research on some basic management and human resource issues such as scope of supervision. It also requires you to examine regionality/nationality and whether that comes into play when deciding whether Nike is doing well. Use as much data as possible to support your claim in your memo to me as the Director of HR for Nike. Nike manufacturing data set 2024 (https://uwf.instructure.com/courses/52775/files/12631856?verifier=kZ13fqzKihROd5v170uuVZhoQdN4dljAbsdsDLod&wrap=1)

Sample Solution

Memorandum

To: Director of HR, Nike

From: [Your Name], Data Analyst

Date: July 3, 2024

Subject: Analysis of Nike’s Manufacturing Workforce Diversity and Supervisory Ratios

Introduction

This memo analyzes Nike’s manufacturing workforce data from the publicly available database (https://manufacturingmap.nikeinc.com/) to assess diversity and supervisory ratios. The analysis aims to determine if Nike meets industry standards and identify potential areas for improvement.

Industry Standards

While there’s no universally agreed-upon standard, several factors influence ideal diversity and supervisory ratios. Here are some general benchmarks:

  • Gender Diversity: Aiming for a workforce that reflects the general population in a specific region is a common goal.
  • Supervisory Ratios: The optimal ratio depends on factors like industry, task complexity, and worker experience. A ratio of 1 supervisor to 10-15 line workers is a starting point in manufacturing (source: Society for Human Resource Management [SHRM]).

Data Analysis

Due to limitations on accessing the confidential data file you attached, this analysis focuses on publicly available information from Nike’s Manufacturing Map.

Gender Diversity

The Manufacturing Map doesn’t provide gender breakdowns for the workforce. However, further investigation could involve:

  • Contacting Nike for information on their global gender diversity metrics.
  • Analyzing news articles or reports that discuss Nike’s diversity initiatives.

Supervisory Ratios

The Manufacturing Map doesn’t show the number of supervisors compared to line workers at each location. Here are some alternative approaches to assess supervisory ratios:

  • Nike could provide internal data to analyze supervisor-to-worker ratios across factories.
  • Industry reports or benchmarks for similar manufacturing sectors could offer insights into typical supervisory ratios.

Recommendations

To gain a more comprehensive understanding of Nike’s diversity and supervisory practices, I recommend:

  • Obtaining internal data: Analyze data on employee demographics (gender, nationality etc.) and supervisor-to-worker ratios across factories.
  • Benchmarking: Compare Nike’s ratios with industry standards and best practices for similar manufacturing sectors in each region.

Next Steps

With the additional data, we can perform a more robust analysis to:

  • Assess gender diversity: Compare the workforce composition to regional demographics and identify any significant gaps.
  • Evaluate supervisory ratios: Analyze if the ratios are within industry best practices for different locations and consider potential adjustments.
  • Develop improvement strategies: Based on the findings, recommend strategies to promote diversity and optimize supervisory structures for improved efficiency and employee satisfaction.

Conclusion

While the publicly available data doesn’t allow for a definitive assessment, further analysis using internal data and industry benchmarks can provide valuable insights. By understanding diversity and supervisory ratios, Nike can make informed decisions to enhance its workplace practices and potentially improve overall performance.

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