JOB REQUIREMENTS PLANNING TEAM 3: Bjarne Kalleli Catherine Malavard Pinja Pirseyedi Kati Raita

MANAGEMENT TEAM ORGANIZATION

PERSONNEL NEEDS AT DIFFERENT LEVELS HEAD QUARTERS –CEO –BOARD OF DIRECTORS –MARKETING VP –FINANCE VP –HUMAN RESOURCES VP –SUPPORT VP »Assistants for each of the VPs AREAS MANAGERS FACILITY MANAGERS

JOB DESCRIPTIONS FACILITY LEVEL FACILITY MANAGER –coordinates day-to-day management –cooperation with the area manager –reports to the area manager –responsible for marketing and promotion campaigns –branding and company image

JOB DESCRIPTIONS AREA LEVEL AREA MANAGER –together with HQ VPs responsible for site locations and openings –strategy responsibility within the areas –franchise contracts –connection between HQ and facilities –supervises facility managers –reports to CEO –coordinates marketing and PR within the area –branding and company image –plans marketing strategy in the area

RECRUITMENT NEEDS FOR FIRST FOUR YEARS

JOB ANALYSIS PLANNING The Critical Incident method –to identify critical job tasks –through interviews with employees and managers The competency-based approach –to determine characteristics of successful performers in a changing environment –to enhance TQM & continuous improvement –through interviews with managers or managerial reports

PLANNING NEEDS YEAR ONE First issue to build a strong management team Build HR strategy guidelines; vision, mission and goals Initial planning done in cooperation with the BPAMOCO US HRM representatives Extra personnel in beginning to be rotated later to the new stations

PLANNING NEEDS YEAR ONE (cont.) Wide recruiting campaigns, advertisements in major newspapers and TV Building relationships with universities and other recruiting sources Initial recruiting and selection conducted by HRM personnel in HQ and area level with the assistance of BPAMOCO US Training done by BPAMOCO HRM people from US Start to build a skills inventory; map employee competencies Entry level jobs: summer trainees, part time students, assistants, management trainees, financial trainees

PLANNING NEEDS YEARS 2-4 Expansion and Recruiting for the new facilities continues Start job analysis Both qualitative and quantitative methods used for forecasting the future needs of personnel Promotion mainly from within, plans made based on skills inventories and employee interviews Start to build incentive and compensation systems Start to train employees for further expansion in Russia and Baltic; task force Common training programs with BPAMOCO US

PLANNING NEEDS FROM YEAR 5 Finland –Keep developing training programs –Maintain high quality and image –Develop internal career planning system Russia & Baltics –Continue training in Finland and US –Start international rotation program –Job description to be adapted to local conditions –Emphasis on quality management