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

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

3. 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

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

5. 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

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

7. 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

8. 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

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

10. 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

11. 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

12. The end