Appoint new managers so that new teams reflect the equality of the two merging companies.
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Most managers in StatoilHydro were appointed in 2007, and the equality of the two organisations was reflected in the appointments.
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Goal maintained. There will be few appointments of new managers in 2008. The goal for women in leading positions is maintained at the present level of 26%.
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Allocate jobs and duties to reflect the equal status of both companies and help build a common corporate culture.
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The staffing process both took account of the company's need for safe and secure operations and gave individual employees an opportunity to choose.
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The living-our-value score in the Global People Survey should be minimum 4.5.
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Ensure good collaboration with the unions in both companies.
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Union representatives have been active members of the integration planning commitee. In cooperation with the unions, we have developed a common compensation and benefit structure.
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We will carry out a quarterly Integration Monitoring Survey to measure progress and the satisfaction of our employees with the merger process. The score for all measured indicators should increase from one survey to the next.
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Our Global Survey for the working environment will provide a tool for measuring the employees' views on the way the merger process is implemented.
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Our Global Survey will be adjusted to meet the values of StatoilHydro and target have been set for 2008.
A quarterly integration monitoring survey has been implemented.
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We will participate in the external "Great Place to Work" survey to get an objective assessment and ranking of StatoilHydro as an employer compared with other companies. The objective is to be among the top four companies in Norway. |
| The People@Statoil tool is an important tool for promoting personnel development. |
The tool has been updated to the People@StatoilHydro tool and all employees have undergone a dialogue on future goals for individual development and their deliveries.
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