1. BP AMOCO FINLAND TEAM 8: TRAINING Mirkka Aho Päivi Korhonen Riikka Tapaninaho Tomi Tuovinen Toni Olkkonen

2. AGENDA Continuos training process General training objectives Orientation packet Training objectives and methods for various management levels Internship program Management trainee program Franchisees Training in Baltics and Russia Training schedule Conclusion

3. CONTINUOUS TRAINING PROCESS

4. HR department and managers scan the workforce and identify training needs Objective: Balancing individual KSA’s and organizational needs and goals!

5. GENERAL TRAINING OBJECTIVES Loyalty to the organization Increased productivity and profitability Improved working environment and employee morale Career advancement and development

6. ORIENTATION PACKET 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

7. LEVELS OF TRAINING Top management Regional managers Facility managers Assistant facility managers Internship/Management trainee program

8. TOP MANAGEMENT TRAINING PROGRAM Preliminary orientation session in the UK HQ –Objectives: Creating common corporate culture and internalizing policies and procedures Building internal relationships Easy information flow and communication

9. Continuous training : –Training in Finland by the HR department, consultants used when needed Methods : –Seminars and conferences –Computer based training (internet) –Weekly video conferences with the UK headquarters –Crisis management and conflict resolution –Understanding Russian and Baltic business practices, environment and culture

10. REGIONAL MANAGER TRAINING PROGRAM Preliminary orientation period in UK HQ –Objectives: Creating corporate culture, policies and procedures Enhancing leadership and communication skills Building positive organizational atmosphere

11. Continuous training: –Training in Finland by the HR department, consultants used when needed Methods: –Off the job: Coaching, staff meetings, Action learning –On the job: Case study, seminars

12. FACILITY MANAGEMENT TRAINING PROGRAM Orientation in Finland –Objectives: Corporate Culture policies and procedures Franchisee relations Quality control management Technological advancement Leadership skills

13. Continuous training: –Training by the HR department, consultants used when needed Methods: –Coaching by regional management –Staff meetings –Computer based training –Technological advancement

14. ASSISTANT FACILITY MANAGERS Orientation objectives: –Corporate culture, policies and procedures –Franchisee relations –Team work –Quality control Continuous training by: –HR department and facility managers Methods: –Job rotation –Mentoring by the facility manager

15. CAREER DEVELOPMENT Partnership training with universities –BBA –MBA BPAMOCO Finland encourages personal development –Study leaves –Study-work schedules –Financial assistance

16. INTERNSHIPS Objective: –To create a recruitment pool for future employees Methods: –On the job learning, mentoring, coaching Provided for students 3 – 6 months in length Better opportunity to enter the company in the future

17. MANAGEMENT TRAINEE PROGRAMS Objectives: –Develop management abilities and knowledge in practice –Partnerships with polytechnics and universities –Opportunity to enter the management level after the completion of the traineeship Methods: –Job rotation, monthly meetings with other trainees, case studies and in-class training

18. FRANCHISEES No particular training provided by BPAmoco Orientation packet custom designed to franchisees explaining BPAmoco’s policies and procedures Regular meetings with facility managers

19. BALTICS AND RUSSIA Experienced managers, trained in Finland, start the expansion in Russia and the Baltic region –Russian HR department trained in Finland Similar training programs held in Russia and the Baltic region

20. CONCLUSION BP Amoco Finland realizes the importance of the continually monitoring employees’ knowledge, skills and abilities in order to meet organizational goals and encourages employee career development.

21. THANK YOU!