BPAMOCO FINLAND Objectives and policies Group 1 Olli Linnainmaa Bianca Siemens Howard Wilkinson

Understanding the Environment Fast-food Franchisee Petrol Station Franchisee BP Amoco Manager Grocery Franchisee

Mission Statement Provide the best possible service to our customers by: Building long lasting relationships with franchisees Developing our staff to achieve our goals Acknowledging environmental and ethical responsibilities

Goals 1 Build relationships with franchisees Long lasting Recognising franchisees’ objectives Reduce our reputational risk Grow our business Expand our system to Baltics and Russia Commitment to TQM

Goals 2 Ensure collaboration between local and senior management recognize local differences and the big picture need for flexibility Development of human capital in order to meet business objectives HR involvement critical to meet all goals

Basic Competencies Marketing Relationship management skills Potential problem Marketing Cultural knowledge No Local knowledge No Generic marketing skills Maybe Relationship management skills `Weak ties´ Yes Understand customer service needs Yes Understand Franchisee needs Maybe Entrepreneurial spirit No International Outlook No

Cultural Differences Combine the best from the global business experience with respect for national differences GO GLOBAL - ACT LOCAL Develop a learning and sharing organization Internationally Nationally Locally

Change Management Key is to hire flexible, dynamic and entrepreneurial managers HR and line management proactive in anticipating changes in the environment Do not overstate the importance now

Communication Good communication = good business Commitment to open communication in order to build trust and develop business No major problem since BPAMOCO staff are all at managerial level Technology will support communication Encourage personal contacts between managers

Role of Technology Support communication within BPAMOCO Encourage franchisees to invest in technology to reduce cost for both parties HRIS to streamline information flow between line managers and HR professionals Worth the up-front investment

Management Style Facilitate, not dictate with partners internally Flat structure, but adequate hierarchy to offer competitive career tracks Flexibility in relations between facility managers and senior managers Minimise number of formal rules

Recruitment and Promotion 1 Need to bring in overseas BPAMOCO managers in the short term A graduate CAREER Prefer people with four or more languages Commitment to develop local managers

Recruitment and Promotion 2 Favour own staff for promotion Recruitment of people with potential to reach at least district manager level Encourage international career within BPAMOCO Commitment to training to give employees the necessary skills

Language English No problem in Finland as recruits will be graduates who generally have excellent language skills Language skills weaker in Russia and Baltics - taskforce to investigate and advise

Ethics Single global ethical code no problems seen in Finland different ethical values in Russia “To do only first class business, and that in a first class way” Encourage franchisees to adopt equivalent standards

Equal Opportunities Finland known for equality among working people, but barriers still exist in selection procedures Commitment to global best practice Adopt Uniform Guidelines on employee selection procedures Stronger than required by Finnish law but consistent with our mission statement

Working Practices and the Unions Restrictive labour rules Unions cannot be disregarded even when staff are at managerial level - commitment to partnership Potential problem with 24 hour staffing by BPAMOCO managers (especially given training needs for management trainees)

Governmental Aspects Following legal requirements is part of being an ethical company Includes tax, health and safety, EU standards Good relations to governments are crucial planning issues in Finland business development in Russia and Baltics

Environmental Issues Environmental standards strict and public awareness high - keep to the spirit as well as the letter of the law This will help build relations with local customers

Conclusion Align HRM policy to underlying business issues Make policy easy to roll out to Baltics and Russia Communication and flexibility are vital