Planning Team 3: Sotirios Kotinakis Sandra Luick Human Resource Management Randall C. Powell Planning Team 3: Sotirios Kotinakis Sandra Luick

Agenda organization chart planing year 1 job description (key jobs) demand / supply year 1 planing year 2 - 4 planing year 5+

Headquarters CEO & Operations VP Operations Board Russia Baltic Finland Marketing VP Russia VP Baltic VP Finland VP Marketing Finance South Finland Central Finland North Finland VP Finance district manager district manager district manager HRM VP HRM Facility manager Facility manager Facility manager Purchase & Logistics VP P&L

Planning year 1 • built up brand recognition • implement a company vision • create a strong multi-cultural management team • start business and open facilities

Job description VP Marketing • responsible for bp branding, marketing and promotion campaigns • cooperates with VP`s Finland, Baltic, Russia • reports to CEO & Boarder ==> professional with experiences in event marketing ==> former bp employee VP Marketing

Job description • responsible for basic values and the company’s vision • coordinates functional managers with district managers ==> high - professional ==> former bp manager CEO

Job description Facility manager • “doing bp`s business” (own, built, lease) • work closely together with franchisees (maintenance, promotion, supervision, “monitor” marketing) • reports to district manager ==> experiences in leadership Facility manager

Demand year 1 + supporting employees, e.g. trainees • CEO and boarder • VP Finland, Baltic, Russia • Regional Managers in Finland • Facility Manager • VP Marketing • VP Finance • VP HRM • VP Purchase and Logistic • VP Organization + supporting employees, e.g. trainees

Supply year 1 experienced workers from the “mother company” • bp employees from US • bp employees from Eastern Europe recruiting outside the organization

Planing year 2 - 4 reach a strong market position within Finland, first steps to Russia and the Baltic ==> growth in employees • estimating demand through managerial techniques • quantitative (trend analysis) • qualitative (management forecasts) • implement job analysis • start training employee for further expenditure to Russia and the Baltic

Planing year 5+ reach a substantial market share in Finland, Russia, Baltic and Central Europe ==> rapidly growth in employees • develop sophisticated career planing systems and training methods e.g. expatriate training for Scandinavian employees

The end