BPAMOCO FINLAND
Helsinki School of Economics and Business Administration
April
1999
Mission Statement
• Provide the best possible service to our
customers by:
– Building long lasting relationships with
franchisees
– Developing our staff to achieve our goals
– Acknowledging environmental and ethical
responsibilities
Goals
•
•
•
•
Build relationships with franchisees
Expand to Baltics and Russia
Teamwork
Development of human capital to meet
business objectives
Organizational Chart
Chart Title
CEO & Board
MARKETING VP
HELSINKI Area Manager
Facility Managers
FINANCE VP
WESTERN FINLAND A.M
F. M
HUMAN RESOURCES VP
EASTERN FINLAND A.M
F. M
SUPPORT SERVICES VP
NORTHERN FINLAND A.M
F. M
Recruitment Needs For First Four Years
Title
HQ
CEO
VP Marketing
VP Finance
VP HR
VP Support
Staff
AREAS
Area Managers
Staff
FACILITIES
Facility Mgrs
Facility Asst. Mgrs.
OTHERS
Trainees
Total
Year 1
Years 2-4
Total
1
1
1
1
1
10
/
/
/
/
/
10
1
1
1
1
1
20
4
4
4
4
8
25
75
25 each year
75 each year
100
300
100
223
50 each year
464
250
687
Planning Needs Year One
• Initial planning done in cooperation with the BPAMOCO HRM in US
– First issue is to build a strong management team
– Build HR strategy guidelines; vision, mission and goals
• Recruiting
– Wide recruiting campaigns, advertisements in major newspapers and TV
– Building relationships with universities and other recruiting sources
– BPAMOCO HRM people in US to help in the initial recruiting and selection as well as
training
– Extra personnel hired in beginning to be moved later to the new stations
• Skills inventory; mapping employee competencies
Planning Needs Years 2-5
• Expansion and Recruiting for the new facilities continues
• Start job analysis
• Both qualitative and quantitative methods used for forecasting the future
needs of personnel
• Start to build incentive and compensation systems
• Develop Internal Career development system
• Common training programs with BPAMOCO US
• Russia & Baltics
– Expansion task force
– Continue training in Finland and US
– Start international rotation program
– Job description to be adapted to local conditions
– Emphasis on quality management
US Support
• Assistance not directed management
• Advisory role as needed
• Areas, including IT, Marketing, Customer
Service and corporate culture
• Short term/two years
• Assistance based on startup and task force
requirement
Duties
CEO
•Response to the board/Chicago
•Overall accountability
•Performance review of senior executives
•Implements business plan
•Responsible for vision and strategy
•Coordinate with other BPAMOCO units
Marketing VP HR VP
Finance VP
Sup. Serv. VP
•National Marketing
Program
•PR/Sponsorships
•Coordinate Global
Branding
•Support to Area and
Facility
Managers
•High Level Coordination
with Franchisees
•Competitive Analysis
•Financial Control and
Reporting
•Budgeting
•Investment Planning
•Legal, Technology,
Purchasing and
Outsourcing, Audit issues
•Recruitment Program
•Coordinate Training
•Administer Management
Training Program
•Implement Corporate
Policies and Values
•All Compensation Issues
•Administer Performance
Appraisal
Job Specifications
CEO
•Finnish Executive
•Experience in real estate and Franchising
•Knowledge of Russian and Baltic Markets
•Practical yet strategic management style
•Track record in similar large scale operations, including start-up
•Entrepreneur
Marketing VP HR VP
Finance VP
Sup. Serv. VP
•Business Degree
•Knowledge of Finnish
Markets and International
Experience
•Creating New Brands
•Good Coordination and
Communication Skills
•Relationship Building
Skills
•Team Player
•Finnish
•Experience Financial
Professional and Similar
Size/Type of Operations
•From Chicago or Finnish
•Experienced in Managing
Professionals, Law, IT and
Contracting
•Real Estate Competence
•Degree in HR
•Extensive HR Experience
in Finnish Market
•HR Leadership
Experience in Service
Industry
•Finnish
•Established HR Network
Within Finland
Expansions to Russia and Baltics
• Senior Management TASK FORCE
• Task force objectives:
- Marketing Research
- Business Planning
- Resource Requirements (HR/Fixed assets)
- Strategic implementation timeline
Those above can be done sequentially or simultaneously
Area Manager
• Co-Ordinates HR Functions for Lower
Management
• Does Random Quality Checks on the Sites
• Co-Ordinates with Other Senior Management
• Manages Area Budgeting
Facility Manager
• Co-ordinates all Maintenance Functions for
the Facility
• Takes Care of Human Resource Needs of
Facility
• Ensures the BPAMOCO Quality Standards.
• Reports Directly to the Area Manager
• Site Budgeting and Local Advertising
Assistant Facility Manager
• Entry Level Management Position
• Supports the Facility Manager
• Training Level for Promotion to Facility
Manager
• Facility Maintenance
Recruitment Sources
CEO
VP’s
AM’s
FM’s
Head
Fairs
Intern- Inter- Radio News- EEDC Inter
Hunter Univ.s ship
net
TV
paper
nal
How to lower the cost of
recruitment
• Internal recruiting
• Employee referrals
• Concentrate all the assignments to one ad
agency (the same than in the US)
• Use bulletin boards of universities
• Develop internship programs
• Trade fairs
Russia and Baltics
• Recruit Assistant Facility Managers who could be
rotated in different jobs in Finland
• Trainees from Russian Universities
• Use Experience from Poland Operations
Selection Process
CEO
VPs
Resume &
Cover letter
(Head
Hunters)
(Head Hunters)
ABC
Selection
Head
Hunters
US HR
managers
HR senior
manager
Area HR
manager
Area HR
manager
Supervisory
Interview
US HR
managers
Consultants
HR senior
manager
Consultant
Area HR
manager
Area HR
manager
Facility
manager
Tests
Consultant
US HR
managers
Supportive
Foreign
Managers
Consultant
Consultant
Consultant
Consultant
Supportive
Foreign
Managers
New CEO
New CEO
US HR
Managers
Senior
managers
New CEO
New CEO
Senior
managers
New CEO
Area
manager
Area HR
manager
Area HR
manager
Area
Manager
Area
manager
Facility
manager
Area HR
manager
Facility
manager
Second
Interview
(if necessary)
Final
Interview
Final
Decision
–
US top level
managers
US HR
Managers
US Top
Level
managers
X
Area
Managers
Facility
Managers
X
X
HR senior
manager
New CEO
Assistant
Facility
Managers
X
SELECTION Criteria: General
Competencies
•
•
•
•
•
•
•
Customer oriented
Creative
Results oriented
Team spirited
Respect for individuals
Readiness for change
Internationally oriented
Future perspectives
• Next few years…
– Same selection methods for Assistant Facility
Managers, Facility & Area managers
– Internal promotion enhanced
• Expansion to Russia & the Baltics
– Internal selection of the best potentials for
managerial positions
– Same selection process for local hiring
Training process
Person
Analysis
Task
Analysis
Org.
Analysis
Person
Analysis
Individual
Training
Training/
Development
Plan
Revised Plan
Evaluation
Task
Analysis
Org.
Analysis
Training & Development Circle
“Kick-off”
Orientation
2-3 days
General topics:
Who, When, What,
Where, How
“Retreat”
Orientation/Devel.
5-7 days
Special Topics:
Develop team &
corporate spirit
“Off the job”
Case studies, Role
Play, Vol. Education
“On the job”
Job rotation, Staff
meeting, CBT,
Mentoring/Coach.
Every employee, only once
Every employee, once a year
Every employee, each day
Every employee, good performance
The objective
Identifying
Strengths and
Weaknesses
Basis for salary
recommendations
Performance
Improved
Performance
Development
Opportunity to
discuss past
performance
Identify
opportunities and
ways to improve
performance
Performance Appraisal Methods
Essay/
Expectations/
Interview
CHIGAGO
HQ
Peer /
subordinate
Critical incident
method
CHIEF EXECUTIVE OFFICER
FUNCTIONAL MANAGERS
AREA MANAGERS
FACILITY MANAGERS
ASSISTANT FACILITY
MANAGERS
All employees will be evaluated semi-annually.
Appraisal training for all employees during orientation.
MNGMT BY
OBJECTIVES
Base Salaries
In FIM, $ 1 = FIM 5.5
CEO
700.000
Vice Presidents
400.000
Area Managers
300.000
Facility Managers
220.000
Assistant Facility Manager 150.000
Salary Range: (+/- 25%)
Government Regulations Affecting
Working Time
•Eight Hours per Day
•37.5 Hours per Week
•Two First Overtime Hours +50%
•Following Overtime hours +100%
•Total Amount of Overtime Hours per year is limited
•Possibility for Local Agreements
Compensation Constraints
CEO
VP’s
AM’s
FM’s
AFM’s
Base
Salary
Merit
Bonuses
Stock
Options
Indirect
Compensation