team3 job requirements planning-future staffing needs june, 2002 emily lim michael sauer marc...
TRANSCRIPT
Team3
Job Requirements Planning-Future Staffing Needs
June, 2002
Emily Lim
Michael Sauer
Marc Hoppichler
Antonio Perales Martinez
2
Organizational Chart
Job Description
Job Requirements
Job Analysis Planning
Promotion or Job Rotation
Plan
3
A proven organization structure will be used throughout the Planing phase.
CountrymanagerBaltic
HeadquarterUSA
Senior-management
RegionalManager
Headquarter Europe (incl. Finland, Russia. Baltic) ”CEO”Marketing + HRM + Finance + Operation ”VP”
CountrymanagerFinland
CountrymanagerRussia
RegionalManager
RegionalManager
FacilityManager
FacilityManager
FacilityManager
FacilityManager
ContractEmployees
ContractEmployees
ContractEmployees
MiddleManagement
LabourLevel
4
Organizational Chart
Job Description
Job Requirements
Job Analysis Planning
Promotion or Job Rotation
Plan
5
Job Description
HeadquarterEurope
CountryManager
RegionalManager
FacilityManager
ContractEmployee
CEO
Coordinates Finland, Russia and the Baltic Countries
Communicates his reports to the US Headquarters
Controls and cooperates with VP and managers from different chart levels
Assume the strategic movements of the organisation outside the US.
Workstream Responsibilities
VPs
Marketing, HRM, Finance, Operations ( in European HQ with the CEO)
Report to the CEO
Responsible for strategic plan implementation
Cooperation with CEO and functional managers
6
HeadquarterEurope
CountryManager
RegionalManager
FacilityManager
ContractEmployee
Report to the CEO
Responsible for the three geographic areas: Finland, Russia, Baltic.
Job Description
7
HeadquarterEurope
CountryManager
RegionalManager
FacilityManager
ContractEmployee
Responsible for site locations and openings
Strategy within the different areas
Marketing and public relations within the areas
Reports to VPs
Supervise Facility managers
Connection between the functional managers and the facility managers
Job Description
8
HeadquarterEurope
CountryManager
RegionalManager
FacilityManager
ContractEmployee
Day-to-day Management
Organize the building up
Find the most suitable locations for the facilities
Find best and the most cost efficient contractors to carry out the construction work.
Gives guidance to facility coordinators
Supervise homogeneity of the facilities
Report to the area manager
Marketing and promotion
Job Description
9
HeadquarterEurope
CountryManager
RegionalManager
FacilityManager
ContractEmployee
Commitment with the company
Career opportunities
Temporary jobs: the ever-changing economic climate and increasingly competitive global market does not enable BP to offer 'jobs for life'
Possibility in developing skills: formation courses, seminars, events…
Job Description
10
Organizational Chart
Job Description
Job Requirements
Job Analysis Planning
Promotion or Job Rotation
Plan
11
Job Requirements
ContractEmployee
CountryManager
Customer-centered attitude
Ability to coordinate and set priorities
Time management and decision quality concerned
Excellent communication skills
Professional ability to interact with internal and external clients at all levels
RegionalManager
12
Job Requirements
ContractEmployee
CountryManager
RegionalManager
Experience in direct contact with clients and negotiation of contracts
Knowledge of team motivation techniques
Proficiency in computer applications
Very good knowledge of English and another language (Finnish, Russian, Estonian, Latvian, Lithuanian)
13
Job Requirements
ContractEmployee
Openness and Friendliness towards customers
Enthusiasm to work and willingness to take responsibility
Knowledge of the country’s specific language
Service-oriented attitude
CountryManager
RegionalManager
14
Organizational Chart
Job Description
Job Requirements
Job Analysis Planning
Promotion or Job Rotation
Plan
15
Job Analysis Planning (1)
Job Analysis Scheme:• Identifying duties, tasks, activities• Job investigation• Written report summarizing the information obtained• Purpose: HR managers will use this information to develop job descriptions Job Analysis Approaches:• Functional Job Analysis• The position analysis questionnaire system• The critical incident method• Job Analysis in an changing Environment• Computerized job analysis
16
Job Analysis Planning (2)
"Job Analysis in a Changing Environment"
• Finland: test market, movement to another market• Dynamic environment: jobs demand rapidly change, data won't be outdated
17
Organizational Chart
Job Description
Job Requirements
Job Analysis Planning
Promotion or Job Rotation
Plan
18
Promotion or Job rotation
Promotion
Better fit for organization
Promote from regional to country level
Job rotation
Ability to switch managers to different regions
But no rotation in the sense of different functional areas
19
Organizational Chart
Job Description
Job Requirements
Job Analysis Planning
Promotion or Job Rotation
Plan
20
Plan Year 1
• Open facilities in strategic locations (4 in Finland)• Management in Finland is built with the help of US staff• Built company objectives and culture through training• Country level managers need to be a mix of Russian, Finnish and Baltic
people• Test trial in Finnish market with the outsourcing model• Establish communication and … structure• Built brand recognition in Finland• Built up a training center and establish own training programs
21
Plan Year 2 - 4
• coordinate the single market entries• create new teams from intern sources as well as extern recruitment• shift pioneering Finnish team to new markets to guide built-up phase • built common communication between country/regional level of all three
regions• establish a brand name in the Baltic-Russian region
Finland:• foster growth in Finnish market• smooth operating processes• create a lessons-learned guide
22
Plan Year 2 - 4 (continued)
Russia:•focus on the two big centers St. Petersburg and Moscow•establish swiftly a representation•expand the organizational structure with Russian Personnel trained in Finland
Baltic:•get feet on big cities: Tallinn, Riga and Vilnius•follow a thoroughly planned entry strategy
Population density in the
Baltic Sea Region 1998
23
Plan Year 5 - 10
• improve on productivity• Total Quality Management• Redouble profit• become large provider of hypermarket facilities• Human Resource Management forces exchange between regions
24
Conclution
Job requirements planning:
• Who (BP-Centro Organization) • What (Key positions)• Where (Finland, expanded to Balticum + Russia)• How (Job analysis, Promotion)• Why (Short-term / Long-term plans)