Sirkku Lyytinen

Merja Tolonen

Jussi Widlewski

BP Amoco FinlandTeam 8: Training

Outline

• Training and Development Objectives• Needs assessment• Benefits of Orientation program• Training Schedule• Orientation

– Phase 1– Phase 2

• Training Methods used• Skills needed at different levels• Training in Finland• Future Expansion• Future Training

Training and Development Objectives

• Vital to success of BPAmoco Finland

• Establish corporate culture– BPAmoco Corporation (maintain)– BPAmoco Finland (create)

• Develop team spirit and internal communication– corporation and BPAmoco Finland– different regions and facilities– management levels

Training & Development Objectives

• Environment differences– Maintain TQM (customer satisfaction)– technological differences (CBT)

• Cross cultural training– US expatriates– Russian and Baltics

Needs assessment

• Task analysis

• Person analysis– which individuals require training

• Organizational analysis– environment, strategy, resources

Training Schedule

• Orientation Period in Chicago

• Establish training center in Finland

• Cooperation with Finnish Consulting firm

• On-the-job training in Finland, Russia, and Baltic

• Keep low cost level!

• Increased productivity

• commitment to the organization

• lower turnover lower cost

• improve employee moral

• facilitation of learning

Benefits of Orientation program

Orientation: Phase 1

• CEO and HR– orientation in Chicago ( 2 weeks)

• presentation of organizations policies, and benefits

• general guideline of daily work routine• for external HR corporate culture teaching

– values, operations, products, and services

Orientation Phase 2

• Vice Presidents and Country managers– orientation in Chicago ( three weeks)– similar information package as external HR

• Regional Managers– Orientation in Chicago (three weeks)

Training Methods used

• On the job– Job rotation

– Staff Meeting

– Coaching

– Mentoring

– Understudy assignements

– CBT

– Internet Instruction

• Off the job– Role Play

– Case Study

– Seminars

– Voluntary education

0 % 20 % 40 % 60 % 80 % 100 %

top management

MiddleManagement

Staff&Franchisees

conceptual

Human

Technical

Skills needed at different levels

Training in Finland

Objective Who trains Method/ frequency

Train Top Management Headquarter Mentoring

stay in focus withcompany standards

U.S. HR department Initial MeetingVideo Conferencesevery Month

development ofleadership andcommunication skills

OutsourceConsultants

ClassesVideo Conferencecontinuos

Russian and Baltic’sbusiness courses

Russian Universityprofessor from Moscow

Case studies

CEO, VP, HR

Training in Finland cont.

Position Objective Who trains Method/frequency

Country and RegionalMangers

Corporate cultureMarketing, Leadership,Communication

HR team fromChicago

Seminars, Lectures, Video,Role play, Internet, Casestudies

Facility Manager( Finland)

Corporate Culture,Customer Service,Leadership

RegionalManagers,Consultants

Job rotation, CBT, InternetInstruction, Video Conference

Facility Manager(Russia, Baltic)

Corporate CultureEnvironment andlanguage skills

CountryManagers andConsultants

Job rotation, Internet Instruction, Seminars

Lectures

Training in Finland cont.

Position Objective Who trains Method

Assistant/Trainee

Customer serviceTeam Work,Quality, Technical

Facility Manager Under study, Jobrotation,Apprenticeship,Planned careerprogression

Franchisees Standards, rules,regulations,coordination

BPAmoco Seminars, Video,Consultants

Future Expansion

• Russia & Baltics• Cooperation with Finnish and Russian training

Consultants– Fintra– ELC Finland (European Logistics Consultant )– Business Link Consulting, St. Petersburg

• Internship program– 5 months period– University screening in Moscow

Future Training

• Continues development program satisfaction guaranteed career development

• Planned career progression