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As one of the world’s largest suppliers of gas and crude oil and with 29,500 employees in 40 countries, Statoil’s Vice President of Corporate HR, Jens Jensen, realized that the challenges inherent in operating internationally and the pace of change in the business environment required a more adaptable HR function. They launched a comprehensive transformation initiative that addressed the function’s structure, processes, and people. To help them on the journey, they were looking for a partner with a track record of leading-edge and practical ideas to support the transformation.Solution:
The RBL Group was invited to support the transformation by helping shape the overall transformation and collaborating in the design and delivery of a customized 5-day development program to be rolled out to experienced HR professionals and managers.
The intention of the HR Business Partner Program is to enable HR to better understand and help the business meet emerging global business challenges. The development program includes a number of best practices, including:
• Research-based and practical program content with relevant application
focused on implementing latest HR competency research
• Strong focus on building networks among the participants
• The incorporation of individual feedback and action planning through the
use of the HR Competency 360 Assessment
• Action learning project assignments that begin during the program and
are focused on supporting development needs and having a significant
financial or strategic impact on the business
• Follow-up sessions that create accountability and allow alumni to
participate and showcase success
• Strong internal focus on supporting continued development once
participants are back on the job
With over 150 HR professionals who have successfully completed the HR Business Partner Program, Statoil’s business and HR leaders have begun to see some of the following results:
• HR is recognized in the organization as having increased capability to
contribute expertise in the drafting of the company’s strategic choices,
and proactively strengthen the company’s competitiveness with the
required measures in the HR field.
• 150 participants have completed action-learning projects that have
contributed to strategic growth and bottom-line savings.
• HR professionals are seen as having a more global and strategic
perspective and have been able to work across boundaries more
effectively to find solutions to challenges facing their business units.
• HR professionals are more able to tailor HR initiatives and investments
towards the development of the capabilities the organization requires to