The BP Amoco Finland Case Team 1: Objectives and Policies Tiina Alahäivälä Arto Myller Anna Viljakainen

Overview Mission Statement Objectives Values Recruitment and Promotion Policies Cultural Differences Change Management Ideal Manager Technology External Policies - Code of Ethics Political and Economical Environment Discrimination vs. Equal Opportunities

Mission Statement “ Service Station of Choice” –Alternative for existing service stations –image –quality –service

Objectives To maximize the wealth of the shareholders To meet the needs for oil, gas, solar power and petrochemicals without damaging the environment Image creation  Growth in market share Future expansion into new markets

Objectives 2 Discover and exploit new market niches, and satisfy unfulfilled demand Build long-term relationships with franchisees Create a workable, profitable organization model in Finland

Values Environmentalism Customer and employee satisfaction through TQM Respect the Law and Human Rights

Recruitment and Promotion Getting the best person for the job! Internal if possible Build long-term commitment Identify potential talents with understanding of international corporate practices Assuring that individual goals are consistent with corporate goals

Cultural Differences Goals have to be adjusted culturally in each country Orientation of Finnish employees to U.S. corporate culture Decrease culture shock by using local experts and employees Managing cultural differences in styles of Management, HRM, Marketing etc. Language

Change Management Enough freedom to make decisions  motivation Uniform, agreed work methods Flat structure, flexible organization Open, two-way communication

Ideal Manager Visible and motivating person in the work place Flexible, open, entrepreneurial Proactive in communicating changes in the environment to HQ

Technology HRIS for data to control and make decisions Keep up with advances in technology in order to maintain quality and customer satisfaction (automatisation) Equal opportunity to communicate and interact trough technology –employees with other employees and managers –personal contacts between managers

External Policies - Code of Ethics Corporate wide Code of Ethics Has to be adjusted to Russian markets Mutual understanding and commitment  proactive change management

Political and Economical Environment Follow common standards Compliance with Government, Region and EU legislation Labor Union Regulations Precaution for adverse changes and restrictions in legislation Major issue in going to Russia. How to manage?

Discrimination vs. Equal Opportunities “May the Best person win!” Adopt uniform guidelines on employee selection procedures Reasonable accommodations Informing and training against sexual harassment

Conclusion TQM HRM –HRIS Technology Communication