BP BP Amoco Amoco Finland Finland Executive summary Executive summary June 21, 2000 June 21, 2000 Lauri Eskola Daniel Messmann Essi Keltomäki Jani Ojala Petteri Urmas
Jan 02, 2016
BPBPAmocoAmoco Finland FinlandExecutive summaryExecutive summary
June 21, 2000June 21, 2000
Lauri Eskola
Daniel Messmann
Essi Keltomäki
Jani Ojala
Petteri Urmas
Agenda
• Overview
• Organizational structure
• Job description, job specification
• Recruitment and selection
• Training
• Appraisal and compensation
Mission statement & Values
”We involve our whole value chain to provide high quality products to our customers 24 h a day. Our business is serving the motoring public.”
Our core values are:• environmental and ethical responsibility
• employee satisfaction
• totally meeting customer needs
Objectives I
• BPAmoco Finland will become the regional center of excellence– Establish a valid model for Russia and Baltics– Train personnel in Finland
• Build market share by creating a strong brand name– Permanent and wide availability– Superior service– BPAmoco quality image
Objectives II
• BPAmoco best practices utilized:
””Think Globally, Act Locally”Think Globally, Act Locally”– long-term internal and external relationships– promote cost-effectiveness– Provide standardized and high quality product– location close to population centers and main
transportation routes.
Policies I
• Have the right person to do the job– promote from within if possible– employ local personnel if possible
• Regular measurement of performance• Individual goals vs. corporate goals• Flat structure, efficient and flexible
organiaztion• Corporate culture
Policies II• Build long-term commitment and seek for
potential talent• Employee empowerment• Make use of technology
– reduction of labor costs– effective communication– up-to-date information
• Importance of communication• Outsourcing
Organizational Chart
BPAm oco RussiaVP Russia
BPAm oco BalticsVP Baltics
Assistant FacilityM anager
Facility M anager
Capital AreaRegional M anager
Assistant FacilityM anager
Facility M anager
W est Finland AreaRegional M anager
Assistant FacilityM anager
Facility M anager
East Finland AreaRegional M anager
Assistant FacilityM anager
Facility M anager
North Finland AreaRegional M anager
BPAm oco FinlandVP Finland
Corporate Functional team
M arketingVP M arketing
FinanceVP Finance
HRMVP HRM
Purchase & LogisticsVP P&L
CEO Finland &Board of Directors
BPAm oco UK Headquarters
Outsourced Activities
• Legal assistance • Maintenance• Security• IT- services• Logistics• Some HRM activities
• Corporate level vs. Facility level– importance of communication and coordination
Analysis of the Organizational structure
• Distribution of responsibility and clearly divided tasks
• Outsourcing concentrate in our core competences
• Decreased hierarchy– improved communication
Board of Directors
• Members– CEO Finland– VP Finance– BPAmoco Representative– Recognised executives
• Tasks– control and expertise– relations to UK HQ– community relations
Management Team
• Members– CEO Finland– Functional VP’s
• Finance, Marketing, HRM, Purchase & Logistics
– Country VP’s
• Tasks– setting overall strategy; visions and values – cross-functional operations
CEO FinlandDuties
• “The Captain”
• Reporting to BPAmoco UK HQ
• Providing vision and strategy
• Running the operation– Communicating with
Country VP/Functional VP
• Keeping contact with local authorities
Specifications• Master´s Degree• 12+ years of
experience in top mgmt• Strong leadership and
communication skills• Russian language skills
preferred
Country Vice President
Duties• Reports to the CEO• Communicating with
functional VP´s and Regional Managers
• Implement and control business plan
• Supply strategic visions
Specifications• Master´s Degree• Fluent in English and
local language• 10+ years in upper
middle mgmt position• Great knowledge and
understanding of the culture and market
Functional VP
Duties• Reporting to CEO
• Interaction to other VP´s
• Short and long term planning
• MKTG: 4 P´s (price product, placement, promotion)
• Finance: Investment planning and control
• Logistics: network
Specifications• Master`s Degree in their
area
• Fluent in English
• 10+ years in middle mgmt position in their field
• Strong interpersonal/facilitation skills
• Team work attitude
Human Resource VP
Duties• Recruitment program• Implement corporate policies and values• Relationships with unions• Compensation• Training• Performance appraisal
Regional Manager
Duties• Reports to country VP
• controls and supervises Facility managers
• Observing outsourcing evaluation
• Organizes area development/activities
• Manages the regional budget
Specifications• Bachelor´s degree
• Fluent in English and Finnish
• 8+ years of experience in management position
• Willingness to travel regionally
• Strong communication and interpersonal skills
Facility ManagerDuties
• Reporting to Regional Manager
• Responsible for Ass. Facility Managers
• Responsible of controlling and coordinating the complex (e.g. mktg,promos)
• Evaluates outsourcing needs
• Implementing community activity
Specifications• Bachelor´s degree• Fluent Finnish, good
skills in English• Ability to work
individually and in a team• some years of previous
work experience in service industry
Assistant Facility ManagerDuties
• Reports daily to Facility Manager
• Oversees quality of franchisees
• On-site manager of facility
• Takes care of maintenance and repairs
Specifications• Polytechnic degree• Fluent in Finnish,
moderate skills in English
• Some previous service work experience
• Self-motivation and willingness to adapt
• Ambition for future advancement
Job markets• Finland
– Adequate supply of applicants for entry-level positions
– Weaker candidate pool for mid-management
• Baltics and Russia– Sufficient pool of qualified applicants
Recruitment by position:
• CEO and VPs– Internal recruitment and Headhunters
• trade-off corporate vs. local culture
– Aim is to create a mix of expertise in corporate and Finnish cultures in the upper management
Recruitment by position:
• Regional Managers– Professional organizations– Business newspaper ads – Internet– Internal recruitment in the future
Recruitment by position:
• Facility Managers and Assistant Facility Managers– Internet– Universities and Polytechnics
• Career Fairs
– Educational institutions– Public Employment Agencies – Newspaper ads
Recruitment of trainees
– Internet– Universities and Polytechnics
• Career Fairs
– Newspaper ads combined with the ads of Facility Managers and Assistant Facility Managers
Supervisory interview
Medical examination
Hiring decision
Selection process
Initial interview
Employment tests
Background investigation
Preliminary selection
Application screening
Employment tests
• Psychological and honesty test
• Teamwork ability test– Standardized measure of behavior– Prediction of job performance
Background investigation
• Check references and work history
• Good citizen (criminal record)– Reliability of applicant– Personal opinions of applicants,
acquaintances – Deeper understanding of applicant
Preliminary selection
• Ranking of applicants based on previous processes– Initial interview– Employment test– Background investigation
• Select the best candidates for “second” round
Supervisory interview
• In depth panel interview, behavioral type questions
• closest supervisor, consultant and representative of HR department – Multiple opinions– In depth knowledge about applicants
behavior and decision making capabilities
Medical examination
• Test held by professional medical institution– Drug test– Physical health not the basis for selection
• Protection against possible later law suits
• Concern about the welfare of employees
Hiring decision
• Final decision that is based on all of the tests and interviews conducted – Goal of the whole application process
Initial Selection Process
Application Screening
Initial Interview
Employment Tests
Background Investigation
Preliminary Selection
Supervisory Interview
Medical Examination
Hiring Decision
CEO and VP’s
HR UK
Outsourced
HR UK
HR UK
HR UK
BPAmoco UK
BPAmoco UK
Outsourced
Initial Selection ProcessOther positions
Outsourced
Outsourced
Outsourced
Outsourced
Outsourced
BPAmoco Finland
Outsourced
BPAmoco Finland
Application Screening
Initial Interview
Employment Tests
Background Investigation
Preliminary Selection
Supervisory Interview
Medical Examination
Hiring Decision
After start-up
• The selection process conducted entirely by the Finnish HR Department– employment tests outsourced– medical examination outsourced
• BPAmoco UK has the power to hire the CEO and VP’s
Training
• HR department and managers scan the workforce and identify training needs
• Objective: Balancing individual KSA’s and organizational needs and goals
Orientation Package
• Copy of specific job goals and descriptions
• List of training opportunities• Copy of policy handbook• Current Organization Chart• List of key terms unique to the industry,
company and/or job• List of employee benefits
General Training Objectives
• To promote loyalty to the organization
• To increase productivity and profitability
• To improve work environment and employee morale
• To enhance career advancement and development
Top Management
Training Program
• Preliminary orientation session in the UK by HQ– Objectives:
• Creating common corporate culture and internalizing policies and procedures
• Building internal relationships• Easy information flow and
communication
• Continuous Training
– Seminars and conferences– Computer based training (internet)– Crisis management and conflict resolution– Russian and Baltic business practices,
environment and culture– Weekly video conferences with the UK
headquarters
Regional Manager Training Program
• Orientation period in the UK by HQ
– Objectives:• Internalizing corporate culture, procedures
and policies• Improving leadership and communication
skills• Building positive organizational
atmosphere
Facility Manager and Assistant Facility Manager Training Program
• Orientation objectives:– Internalizing corporate culture, procedures
and policies– Franchisee relations– Quality control management
• Continuous training of Regional, Facility and Assistant Facility managers
• Training in cooperation with the HR department and consultants – Coaching of facility management by
regional management– Staff meetings– Computer based training – Technological advancement– Leadership skills
• Partnership training with universities
– BBA
– MBA
• Company policy is to encourage personal development– study leaves– study-work schedules– financial support
Career Development
Internships
• Objective:– To create a recruitment pool for future
employees
• Provided for students
• Better opportunity to enter the company as an Assistant Facility Manager
• Methods: – On the job learning, mentoring, coaching
Management Trainee Programs
• Objectives:– develop management abilities and
knowledge in practice – partnerships with polytechnics and
universities– in-class training– job rotation (facilities, HQ) – monthly meetings with other trainees – case studies
Baltics And Russia
• Experienced managers trained in Finland start the expansion in Russia and the Baltic region– Russian HR department trained in Finland in
the future
• Similar training programs held in Russia and the Baltic region
Purposes of Appraisals
• Basis for organizational productivity– Developmental purposes– Administrative purposes
• Identification of strengths and weaknesses
• Fair appraisal
Compensation Policies• Pay for performance• Competitive base salaries• Incentives (merits, bonuses, stock
options)• Indirect compensation • Salary ranges for each management level• No pay secrecy - open policy
• CEO: FIM 600 000-750 000• Country VP: FIM 450 000-550 000• Functional VP: FIM 430 000-530 000• Area Manager: FIM 270 000-350 000• Facility Manager: FIM 200 000-250 000• Ass. F. Manager: FIM 150 000-180 000
Salary Ranges forManagerial Positions
Stock Pension Cell Option Plan Merits Bonus Car Phone
C.E.O. yes yes yes yes yes yesCountry V.P. yes yes yes yes yes yesFunctional V.P. yes yes yes yes yes yesArea Manager yes opt. yes yes opt. yesFacility Manager yes opt. yes yes opt. yesAss. Facility Manager yes opt. yes yes no yes
Recommended Compensation Model