Sirkku Lyytinen Merja Tolonen Jussi Widlewski BP Amoco Finland Team 8: Training.
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Transcript of Sirkku Lyytinen Merja Tolonen Jussi Widlewski BP Amoco Finland Team 8: Training.
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