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EXECUTIVE SUMMARY INTRODUCTION COMPANY PROFILE HRM OF NIKE VALUE OF HUMAN RESOURCE RECURITMENT SELECTION PROCESS SWOT ANALYSIS COMPANY HISTORY GOALS CASE STUDY SUMMARY BIBILIOGRAPHY

EXECUTIVE SUMM ARY

This marketing strategic plan has been written keeping in mind the Indian operations of Nike Inc. the global sports shoe giant. It aims first, at analyzing the sports shoe industry India and finding a place in it for Nike. It then sets out to describe the target audience for the product range and finally suggests a host of marketing strategies a nd activities that will help Nike to achieve its target of becoming the #1 sports shoe brand in India.

The plan begins with a brief overview of the product category being dealt with, namely premium quality sports shoes. It also dwells briefly on the histo ry of the company and its current position and activities. The project moves on to the crux of the matter the marketing plan to be followed by Nike in India. Firstly, the objectives behind this plan and the core strategy are stated. Customers to be eventually targeted are described and compared with competitors customer targets. After starting the objectives and reasoning behind them, the actual marketing programs are described in detail. This includes aspects such as pricing, advertising, promotion

INTRODUCTION
Nike, Inc. is a major publicly traded sportswear and equipment supplier based in the United States. The company is headquartered near Beaverton, Oregon, which is part of the Portland metropolitan area. It is the world's leading supplier of athletic shoes and apparel and a major manufacturer of sports equipment with revenue in excess of US$18.6 billion in its fiscal year 2008 (ending May 31, 2008). As of 2008, it employed more than 30,000 people worldwide. Nike and Precision Castparts are t he only Fortune 500 companies headquartered in the state of Oregon, according to The Oregonian. The Nike company began in 1964 as Blue Ribbon Sports, was founded by University of Oregon track athlete Phil Knight and his coach Bill Bowerman, first distributing Japanese brand of running shoes in the USA. 1972 was the first year of using the famous mark known as the Swoosh on Nike's first line of footwear. The rest is history. Nike products are well received in practically every sport venue - tennis - first represented by Ilie Nastase and John McEnroe and now by Rafael Nadal, golf with Tiger Woods, basketball Air Force One and Nike Air Jordan represented by Michael Jordan, etc.

The Nike company has been taking an active and leading role in supporting, sponsoring and organizing sports events, like Nike Prefontaine Classic, Nike is also the official sponsor for the Indian cricket team, sponsors famous soccer clubs such as Arsenal, Manchester United, Barcelona, Valencia, Inter Milan and Juventus, various minor events including Hoop It Up (high school basketball) and The Golden West Invitational (high school track and field). According to Wikipedia - Nike sells an assortment of products, including shoes and apparel for sports activities like asso ciation football, basketball, running, combat sports, tennis, American football, athletics, golf and cross training for men, women, and children. Nike also sells shoes for outdoor activities such as tennis, golf, skateboarding, association football, baseball, American football, cycling, volleyball, wrestling, cheerleading, aquatic activities, auto racing and other athletic and recreational uses. Nike is well known and popular in Youth culture, Chav Culture and Hip hop culture as they supply urban fashion clothing. Nike recently teamed up with Apple Inc. to produce the Nike+ product which monitors a runner's performance via a radio device in the shoe which links to the iPod nano.

NIKE COMPANY PROFILE

NIKE, Inc. (NIKE), incorporated in 1968, is engaged in the design, development and worldwide marketing and selling of footwear, apparel, equipment, accessories and services. NIKE is a seller of athletic footwear and athletic apparel worldwide. The Company sells its products to retail accounts, through NIKE -owned retail stores and Internet sales, and through a mix of independent distributors and licensees, in approximately 190 countries around the world. The Company focuses its product offerings in seven key categories: Running, Basketball, Football (Soccer), Men's Training, Women's Training, NIKE Sportswear (its sports-inspired products) and Action Sports. It also markets products designed for kids, as well as for other athletic and recreational uses, such a s baseball, cricket, golf, lacrosse, outdoor activities, football (American), tennis, volleyball, walking and wrestling. NIKE's athletic footwear products are designed primarily for specific athletic use. The Company sells sports apparel and accessories, a s well as athletic bags and accessory items. It also markets apparel with licensed college and professional team, and league logos. The Company sells a line of performance equipment under the NIKE brand name, including bags, socks, sport balls, eyewear, timepieces, electronic devices, bats, gloves, protective equipment, golf clubs and

other equipment designed for sports activities. It also sells small amounts of various plastic products to other manufacturers through its wholly owned subsidiary, NIKE IHM, Inc. In addition to the products the Company sells directly to customers through its Direct to Consumer operations, the Company has entered into license agreements that permit unaffiliated parties to manufacture and sell certain apparels, digital devices an d applications and other equipment designed for sports activities. The Company's wholly owned subsidiary, Cole Haan (Cole Haan), designs and distributes dress and casual footwear, apparel and accessories for men and women under the Cole Haan trademark. The Companys wholly owned subsidiary, Converse Inc. (Converse) designs, distributes and licenses athletic and casual footwear, apparel and accessories under the Converse, Chuck Taylor, All Star, One Star, Star Chevron and Jack Purcell trademarks. The Company 's wholly owned subsidiary, Hurley International LLC (Hurley), designs and distributes a line of action sports and youth lifestyle apparel and accessories under the Hurley trademark. The Company's wholly owned subsidiary, Umbro International Limited, designs, distributes and licenses athletic and casual footwear, apparel and equipment, primarily for the sport of football (soccer), under the Umbro trademark. The Company competes with Adidas and Puma.

Human Resource Management of Nike - January 27th, 2011 Nike, Inc. (pronounced / naki /) (NYSE: NKE) is a major publicly traded sportswear and equipment supplier based in the United States. The company is headquartered near Beaverton, Oregon, which is part of the Portland metropolitan area. It is the world's leading supplier of athletic shoes and apparel[4] and a major manufacturer of sports equipment with revenue in excess of US$18.6 billion in its fiscal year 2008 (ending May 31, 2008). As of 2008, it employed more than 30,000 people worldwide. Nike and Precision Castparts are the only Fortune 500 companies headquartered in the state of Oregon, according to The Oregonian. The company was founded in January 1964 as Blue Ribbon Sports by Bill Bowerman and Philip Knight,[1] and officially became Nike, Inc. in 1978. The company takes its name from Nike (Greek pronounced [n k ]), the Greek goddess of victory. Nike markets its products under its own brand as well as Nike Golf, Nike Pro, Nike+, Air Jordan, Nike Skateboarding and subsidiaries including Cole Haa n, Hurley International, Umbro and Converse. Nike also owned Bauer Hockey (later renamed Nike Bauer) between 1995 and 2008.[5] In addition to

manufacturing sportswear and equipment, the company operates retail stores under the Niketown name. Nike sponsors many high profile athletes and sports teams around the world, with the highly recognized trademarks of "Just do it" and the Swoosh logo.

Value of Human Resource Policies

HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees. The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include: Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety. Transaction activities - dealing with financial matters such as pay and benefits Transformation activities - introducing changes that make for a good working culture e.g. induction, training. Measurement - putting in place systems that show a tangible return on investing in people. The role of the HR is also to demonstrate to their business why their employees are the most

profitable resource they have. For example, employees: * Represent your business * Bring knowledge, skills and experience to your business which are intangible but are also priceless * Create customer satisfaction Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies. What a Good HR Policy dos * Minimize the costs associated with high employee turnover * Improve retention of skills, knowledge, motivation and morale, which in time impact productivity * Give employees job security and money in their pockets * Give employees opportunities - to learn new skills and gain more knowledge Employees are a significant part of your competitive advantage - they can make or break your business in the way that they interact with your customers, consumers and the general public.Employees are also your business'

reputation Some of the Components of A Common HR Policy Attendance Sexual Harassment Religious Holidays Vacation Time Recognition Policy Harassment Free Workplace Employment of Relatives Performance Correction Personal Days Jury Duty Drug Free Workplace Conflict of Interest Family and Illness Leave Harassment Attendance Workplace Violence Bilingual Customer Service Drugs and Alcohol Staff Developm ent AIDS or HIV Harassment Leave of Absence Without Pay Computer Use Policy Personal Relationships Supplementary Salary Leave Plan Affirmative Action Termination of Employment

Drugs Staff Development Sexual Harassment Risk Management Nepotism Out of Scope Compensation Plan Staff Evaluation Work Schedules Dispute Resolution Leaves of Absence Holidays Classification of Jobs Discipline of Staff Professional Responsibility Management Compensation Plan Dispute Resolution Conflict of Interest Drug Free Workplace Computer Usage Nepotism Sexual Harassment Movement from Bargaining Unit to Management Pay Adjustments Temporary Positions

Recruitment
Existing Nike employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below: A job request is received from the employing department and this is discussed with the central resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search thefuture interest database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at Nike External applicants can apply direct to the Nike internet site for specific jobs or for more general speculative job opportunities. Electronic links have been established with external web based recruitment organisations such as Monsterboard to pr ovide

further job postings opportunities to attract candidates to Nike More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions

SELECTION PROCESS
The selection process should be: Transparent Timely and cost effective Equitable Free from conflict of interest All recruitment will be based on agreed job descriptions and person specifications. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded. Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by

the same people. In order to promote equality of opportunity selection committees should, wherever possible, be of mixed race and gender composition. Any skills tests (e.g. presentations) must be directly related to the role and measured against objective criteria, and presentations for one post must be assessed by the same persons. Candidates must be notified of the details of any skills test when they are invited for interview. Interview questions must relate to the job requirements as exemplified in the person specification and the candidates suita bility for the position. The person specification should be used as the basis for determining the interview questions. The choice of appointee will be determined by the majority view of the interviewers. Compensation Nike Salary & Compensation include info rmation about base salary, signing and year -end bonuses, stock options, vacation time, and other special perks and reimbursements that make up total compensation at Nike.Depending on who's crunching the latest numbers, studies suggest that America's most elite corporate executives earn as much as 200 times more money than their company's median workers. Yet in the idyllic, sedate setting of Portland's suburbs, all

signs hint that when it comes to salary and bonuses, Nike Inc. runs a comparatively frugal operation. Nike refers to its executive compensation game plan as "conservative...compared to salary levels for equivalent executive positions at other global consumer product companies." Highly qualified executives are instead retained by what the company calls the "incentive components" of payday. stock performance awards and savings plan contributions help boost the Nike executives pay by another $70,000 to $700,000 each year. Another benefit of the humble pay scale is a public relations shield for Nike, w hich is still frequently attacked for its overseas labor practices--where Indonesian workers contracted to make Nike shoes start out making $2 to $3 per day. Countless stock incentive plans, compensation packages and back-boardroom perks make comparisons with other companies difficult. But if anything, the salary and bonus listings are a symbolic place to start.

Value of Human Resource Policies HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective

management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees. The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include: Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety. Transaction activities - dealing with financial matters such as pay and benefits Transformation activities - introducing changes that make for a good working culture e.g. induction, training. Measurement - putting in place systems that show a tangible return on investing in people. The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees: * Represent your business * Bring knowledge, skills and experience to your

business which are intangible but are also priceless * Create customer satisfaction Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies. What a Good HR Policy dos * Minimize the costs associated with high employee turnover * Improve retention of skills, knowledge, motivation and morale, which in time impact productivity * Give employees job security and money in their pockets * Give employees opportunities - to learn new skills and gain more knowledge Employees are a significant part of your competitive advantage - they can make or break your business in the way that they interact with your customers, consumers and the general public.Employees are also your business' reputation Some of the Components of A Common HR Policy Attendance Sexual Harassment

Religious Holidays Vacation Time Recognition Policy Harassment Free Workplace Employment of Relatives Performance Correction Personal Days Jury Duty Drug Free Workplace Conflict of Interest Family and Illness Leave Harassment Attendance Workplace Violence Bilingual Customer Service Drugs and Alcohol Staff Development AIDS or HIV Harassment Leave of Absence Without Pay Computer Use Policy Personal Relationships Supplementary Salary Leave Plan Affirmative Action Termination of Employment Drugs Staff Development Sexual Harassment Risk Management

Nepotism Out of Scope Compensation Plan Staff Evaluation Work Schedules Dispute Resolution Leaves of Absence Holidays Classification of Jobs Discipline of Staff Professional Responsibility Management Compensation Plan Dispute Resolution Conflict of Interest Drug Free Workplace Computer Usage Nepotism Sexual Harassment Movement from Bargaining Unit to Management Pay Adjustments Temporary Positions Recruitment Existing Nike employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below: A job request is received from the employing department and this is discussed with the central

resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search thefuture interest database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at Nike External applicants can apply direct to the Nike internet site for specific jobs or for more general speculative job opportunities. Electronic links h ave been established with external web based recruitment organisations such as Monsterboard to provide further job postings opportunities to attract candidates to Nike More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions

SWOT ANALYSIS
Nike was founded in 1964 by a track coach named Bill Bowerman and track runner Phil knight. They started with the name blue ribbon sports, and went public in 1980 with their new name NIKE, w hich came from the mythological winged goddess of victory. Their motto is that if you have a body, you are an athlete, and this company makes sure to provide as each athlete with the equipment they need to thrive. While this company has proven itself to be very popular all over the world it has its weakness and threats along with their opportunities and strengths.

Strengths
One of the greatest things about the NIKE Company is that everyone knows it. You can go anywhere in the world with the Nike symbol and most people would recognize the brand. Which goes to show their hardwork in the advertising department? Strength about this company is that they are great at

expanding their product. The company that started out making just sneakers now makes things from sports equipment to apparel. Nike definatly knows how to expand well into the athletic market. This company also has strong international presence and sales their product worldwide. They always have the hottest celebrity athletes promoting their product. Right now they even have Lebron James and before they had Michael Jordan.

Weaknesses
One huge weakness with the NIKE Company is that they fail to see problems in relation to their labor and factory conditions. For example, in 1996 Nike was exposed for child labor in Pakistan. This led to lots of bad publicity which hurt the company in sales. Many people began to boycott their product. Another issue this company has is that it has such a high price point compared to its competitors, which means that they must then rely more on the quality of the product, but

also rules out many customers because of this. Another problem is their expanding into different markets. Some of these markets are not so suited for the company since they started off with sneakers and try making footballs and such. This exp ands production cost and may be more trouble than it is worth.

Opportunities
One great opportunity for the NIKE Company is to promote their brand as fashion forward as well as athletic wear. This is something that NIKE as a company has been deterring from so that they may be taken seriously in the athletic field. However there are more consumers who see Nike this way and wear their sneakers for that purpose instead of just athletic wear. NIKE should come out with jewelry and sunglasses to expand their brand into a more fashion forward brand.

Threats
Some threats that the Nike Company may have are their competitive brands. Since NIKE is about the highest priced athletic brand that puts them at risk for losing many of their customers. Another threat to the Nike Company can be the international trade and different currencies being used. This could ultimately mean a loss of profit when it comes to dealing with different types of currency. and Information

NIKE, INC. COMP ANY HISTORY

Nike, Inc. was started by Bill Bowerman and Phil Knight, who met each other in 1957. Before going

into business, Knight became a Certified Public Accountant (CPA). Blue Ribbon Sports, the original

Nike, Inc., was founded in 1964 by Bill Bowerman and Phil Knight with a collective investment of $1000 to fund the business endeavor. The company began with

Bowerman and Knight being local distributors for the Onitsuka Tiger footwear brand (now owned by ASICS); Bowerman and and Knight did business out of their cars at local track meets and sporti ng events to athletes in the vicinity of the University of Oregon. The first Blue Ribbon Sports retail store As their

opened in Santa Monica, California in 1966.

company's profits began to grow, Bowerma n and Knight soon realized that their financial limits imposed by Onitsuka Tiger would limit their long -term profits. Consequentially, Blue Ribbon Sports (BRS)

cut ties with Onitsuka Tiger and began to create and market their own line of footwear and appa rel.

Blue Ribbon Sports hired Carolyn Davidson to design their classic "swoosh" logo in 1971 for $35, the first swoosh t-shirt apparel item is created at this time as well. The Nike swoosh embodies the spirit of the

winged goddess who inspired the most courageous

and chivalrous warriors at the dawn of civilization. By the year ended 1971, BRS's revenues reach one million dollars. In 1972, Blue Ribbon Sports founded

their "Nike" (pronounced NI -KEY), named after the Greek Goddess of Victory, line of foo twear. BRS

expanded their product line to Canada in 1972, which was their first foreign market. renamed itself to Nike, Inc. In 1978, BRS officially Ilie Nstase, a ATP

tennis star, was the first professional athlete to sign an endorsement deal with Nike, Inc. Endorsements

have ever since become an essential part in the marketing growth of Nike. Towards the end of the

1970's, Nike's corporate infrastructure begi ns to form. Nike headquarters is opened at 3900 S.W .

Murray Blvd. in Beaverton, Oregon, their foreign marketplace expands to Asian countries, and multiple manufacturing sites are opened. In 1979, the

famous Nike AIR technology is born as well.

By 1980, Nike, Inc. had overtaken nearly 1/2 of the athletic footwear market, though not by traditional advertising means; for Nike did not run a TV advertisement until 1982. Nike's reputation in the

athletic footwear industry grew by the spreading of positive reviews by both athletes and consumers. The

positive image that Nike had created for themselves has stuck to this day, as Nike remains the first choice

for many athletes around the world.

Also in 1980,

Nike became a publicly traded company, opening with the sale of 2 million shares of common stock. Steve

Carlton, a baseball player, debuted the first Nike baseball cleat. Nike employed roughly 2,700 In 1981, Nikes are sold in 40

employees in 1980.

foreign countries, over 200 unique Nike shoes are mass-produced, and sport-specific shoes and cleats appear all over the world. Nike begins its advertising

campaign through W ieden+Kennedy, a local advertising agency. Nike then began it reputation for

creating unique and inspiring ads, beginning with its "Just Do It" slogan in 1988.

In 1984, 58 Olympic Games athletes are seen wearing Nikes. Revenues soar to $919.8 million. And in

1985, the Nike Air Jordan is born, inspired by the young NBA superstar rookie, Michael Jordan. Jordan is formally a division of Nike, Inc. Jordan Brand is a premium brand of shoes, apparel and accessories inspired by the elite athlete, Michael Jordan. Jordan Brand made its debut in 1997 and has developed into a significant compilation of performance and lifestyle products. information on Jordan Brand, visit www.Jumpman23.com. In 1988, Nike's revenues reach $1,203,440,000. In For more

1990, Nike opens it World Headquarters in Beaverton, Oregon on 74 acres, with each building being named after a famous Nike-endorsed athlete, such as

Mike Schmidt.

Also in the early 1990's, the first NIKE Many

TOW N retail stores are opened for business. organizations withing Nike are formed as well,

including Nike Regrind, Nike P.L.A.Y., and Nike NEAT. Nike's footwear technologies also develop,

with new products including Zoom Air and Huarache Fit. In the Late 1990's, the Nike Air GX and Air

Foamposite technologies are founded.

At the turn of the new millennium, Nike continues to grow. It buys subsidiaries including ColeNike Air Jordans become

Haan, Umbro, and Hurley.

extremely popular, and shoes become retroed , or reproduced, to meet growing demands of Air Jordans.

Today, Nike is a top-200 Fortune 500 company Nike, Inc. News

NIKE'S COMP ANY GO AL S ARE TO:

Provide an environment which develops people to maximize their contribution to Nike

Identify focused consumer segment opportunities Provide quality and innovative services and products internally and externally

Establish and nurture relevant emotional ties with consumer segments

Maximize profits

Nike's Current (as of 2009) US Retail Stores:

NIKE factory stores (which carry primarily overstock and close-out merchandise) NIKE stores (including one NIKE Women store) NIKETOWNs (designed to showcase NIKE products) NIKE employee-only stores Cole Haan stores (including factory stores) Converse factory stores Hurley stores (including factory and employee stores) Totals

140

16 11

3 111 43 14

NIKES SUPPLY CHAIN CASE STUDY

Case Summary Nike is a retail giant that has different product lines in different parts of the world. Nike has

different markets for different products for all four seasons of the year. It conducts business with 750

to 800 factories from around the world. In 1998, Nike had 27 order management systems spread out globally. These systems did not function

in a way that allowed them to link to its headquarters in Beaverton, Oregon. This led to the implementation Now, all

of a new supply chain management project.

product design, factory contracting, and supply coordination is centralized in Beaverton. This new

system uses Enterprise Resource Planning (ERP) and Customer Relationship Management (CRM) software

with a common database.

W ith intense training for

their employees, Nike has decreases their order cycles from nine months to six months with a go al of ultimately decreasing it to three months (Collier and Evans, 2010). The company faces four key challenges: 1. Changes in the global marketplace - Changing regulations and infrastructures in different countries are major challenges. 2. Consumer and consumer changes in behaviorCustomer wants and needs are different in different markets. 3. Demanding retailers- Retailers are asking for shorter lead times and faster inventory turns. 4. Conflict between cost and flexibility- Too many costs associated with offshoring. Lead times suffer

because of complex fabrics and products, thus the delays affect the global supply chain and causes lost sales (Collier and Evans, 2010). Question 1 Nikes competitive priorities are: 1. Time-Nike is a global business that involves an efficient supply chain system. They recently

implemented a new supply chain system that will allow them to improve their lead time and consistency. 2. Flexibility- They are able to market and produce different lines for different markets globally.

SHORT CASE SUMMARY

Nike, Inc. (503-671-6453, www.nike.com) is the worlds #1 athletic shoe and apparel seller. Nike currently employs 20,700 employees, with total sales of $8.78 billion. Nike and the athletic shoe industry have evolved into one of the most competitive market in recent years. But, analysts believe that athletic shoe sales will slow down over the next few years. The slowdown will come with the change in consumer trends. For instance, the younger market is beginning to buy more casual shoes and work boots. Another reason for the slowdown is that people are buying more medium priced athletic shoes and not going for the high price brand name shoes. As a result, this is bringing Nike a lot more competition to surpass. In order for Nike to remain on top of the athletic shoe industry they must establish an exceptional gl obal strategy. If Nike penetrates the global market successfully than this will give the company an overall competitive advantage. Nike doesn't only sell athletic shoes, but a wide variety of sporting goods and clothing. They also design, develop, and mark et high quality active sports apparel, equipment, and accessory products. Their huge lines of products are designed for just about every sport in existence. Their products are made for men, women, and children of all ages. Nike has 20,000 retail accounts t hroughout the U. S. using independent distributors and also has contracts with 110 other countries. The company also has agreements with Internet companies and

subsidiaries. Nike, Inc. has many retail outlets around the world, including their famous outlet "NIKETOW N" located in major cities. "NIKETOW N" gives customers the experience to become more educated on the company's goals and objectives for their products. The store educates its customer while at same time entertaining them too. This store gives cust omers a chance to become more brand loyal to Nike, Inc. Over the years Nike has gained an enormous amount of consumer awareness that.

BIBILIOGRAPHY
WWW.NIKE.COM WWW .NIKEW IKIPEDIA.COM