In 2008, all StatoilHydro employees will be included in the annual individual development process, People@StatoilHydro.
The process is intended to ensure agreement between the company's business goals and the goals of individual employees.
In addition, it is also intended to support the development of our employees and provide a clear picture of their performance and potential.
Employees in StatoilHydro ASA are rewarded in relation to their position, expertise, performance and behaviour.
In management development, the focus has been on the start-up of the new management teams.
A shared understanding of the business challenges, the company`s values and the leadership principles has been a required theme.
At year end 2007, more than 100 management teams had completed a structured process.
The goal for 2008 is to complete this process throughout the organisation.
Work has started on further developing the management development programme.
A separate programme has been established for the training of project managers in cooperation with the University of California, Berkeley.
A broad spectrum of learning programmes is offered through the StatoilHydro School of Business and Technology.
Most of them are open to all employees in the company.
In 2007, 6,225 courses were completed with a total of 53,067 participants.
The total number of hours of tuition was 107,276.
As part of the merger process, a number of courses were held in the fourth quarter 2007 in connection with the new company's joint systems and IT solutions.
