BP AMOCO FINLANDTEAM 8: TRAINING

Mirkka Aho

Päivi Korhonen

Riikka Tapaninaho

Tomi Tuovinen

Toni Olkkonen

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

CONTINUOUS TRAINING PROCESS

NEEDS

ASSESSMENT

TRAINING

PROGRAMEVALUATION

FEEDBACK

CONTINUOUS TRAINING PROCESS

• HR department and managers scan the workforce and identify training needs

• Objective: Balancing individual KSA’s and organizational needs and goals!

GENERAL TRAINING OBJECTIVES

• Loyalty to the organization• Increased productivity and profitability• Improved working environment and employee

morale

• Career advancement and development

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

LEVELS OF TRAINING

• Top management • Regional managers• Facility managers• Assistant facility managers• Internship/Management trainee program

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

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

REGIONAL MANAGERTRAINING PROGRAM

• Preliminary orientation period in UK HQ– Objectives:

• Creating corporate culture, policies and procedures

• Enhancing leadership and communication skills

• Building positive organizational atmosphere

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

• •

FACILITY MANAGEMENT TRAINING PROGRAM

• Orientation in Finland– Objectives:

• Corporate Culture policies and procedures• Franchisee relations• Quality control management• Technological advancement• Leadership skills

Continuous training:– Training by the HR department, consultants

used when neededMethods:– Coaching by regional management– Staff meetings– Computer based training – Technological advancement

ASSISTANT FACILITY MANAGERS

Orientation objectives:– Corporate culture, policies and procedures– Franchisee relations– Team work– Quality controlContinuous training by:– HR department and facility managersMethods:– Job rotation– Mentoring by the facility manager

CAREER DEVELOPMENT

• Partnership training with universities– BBA– MBA

• BPAMOCO Finland encourages personal development– Study leaves– Study-work schedules– Financial assistance

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

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

FRANCHISEES

• No particular training provided by BPAmoco

• Orientation packet custom designed to franchisees explaining BPAmoco’s policies and procedures

• Regular meetings with facility managers

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

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.

THANK YOU!