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Classification: Protected Status: Draft
Svalex, 21 August 2007
Jens R Jenssen
Executive vice president, Corporate HR
Statoil ASA
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The external context
Energy security is at the top of the world’s agenda
The industry is facing tremendous challenges
Globalisation accelerates
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The race for talent – a western phenomenon?
China:More than 300.000 engineering graduates per year
India:More than 200.000 engineering graduates per year
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World’s largest offshore operator
Proven reserves: 6,6 bn boe
Creating a global energy player
31000 employees
Production: 1,9 mboepd
STRONG BASIS
Market value: ~550 bn NOK
StatoilHydro - The Norwegian-based energy champion
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•Industry leader on HSE
•The best operator on the NCS
•A global energy player
•A material position in
renewables
StatoilHydro – High ambitions
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Reinforcing a value-based performance culture
Performance
Results
Reward
A performance culture framed in by values and principles
The way we deliver results is as important as the results we deliver
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”Most attractive employer” among students of technical subjects and
economics
Strong position in talent markets and public domain
”Most sustainable oil and gas company”
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A multidimensional career concept is vital
Leading others
Leading leaders
Leading a unit
Leading multiple units
THE PROFESSIONAL PIPELINE
Asset/business ProjectFunction Transitions between career pipelines
Leading StatoilHydro
THE LEADERSHIP PIPELINE
Leading selfAttracting talent Trainee
ApprenticeS-way
• Drilling & well• Petroleum
technology• Facility management• Exploration
technology
• IT, HSE, HR• Procurement• Sales &
marketing• Finance &
control
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Developing our talent
Challenging work assignments
The Statoil School
• Responsibility
• Hands-on experience
• Summer project• Svalex• Master and PhD-thesis
Performance review and deployment
• People@Statoil dialogue
• Matching of business needs and individual needs
• Corporate trainee program• Leadership learning programs• Professional learning programs• Project Academy
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Corporate trainee programmeAccelerated career development for young talent with an excellent track record
The programme210 trainees 2001-2007
4 TRAINING SESSIONS
2–4 ASSIGNMENTS
2 TRAINEE PROJECTS
MENTOR PROGRAMME
INTERNATIONAL OPPORTUNITIES
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Our CEO – more shirt-sleeve than pin-striped
A CEO WHO IS COMMITTED TO A VALUE-BASED
PERFORMANCE CULTURE AND IS HANDS-ON IN PEOPLE
DEVELOPMENT
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What Statoil expects from you
We are looking for a people partnership
What you should expect from Statoil
• Commit to agreed objectives
• Deliver what you promise
• Take responsibility for your development
• Be proactive and adapt to change
• Be loyal to decisions
• Live our values
• Meaningful and challenging work
• Clear expectations and feedback
• Development opportunities
• Reward based on what you deliver and how you deliver
• Open and honest communication
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StatoilHydro going forward
Significant investments in people development
Establishing a global energy player with lots of challenging
opportunities
Reinforcing a value-based performance culture
Looking for a people partnership