StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Co-Operate Structure of Upstream International as the Most Well Structured International Company - Case Study Example

Summary
The paper  “Co-Operate Structure of Upstream International as the Most Well Structured International Company”  is a useful example of a human resources case study. The upstream international was designed to be headed by an executive director; the head office was given to Malcolm Brinded…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER97.8% of users find it useful

Extract of sample "Co-Operate Structure of Upstream International as the Most Well Structured International Company"

Surname: Presented to Institution Name, Location Date НR РLАNNING АND RЕСRUITMЕNT Introduction The upstream international was designed to be headed by an executive director; the head office was given to Malcolm Brinded. Upstream business conducts the searches for and the recovery of natural gas and crude oil outside America as this had been announced initially (Peck 619-950). The business was organized into geographical sections; the organization was mandated to continuously uphold the importance of the stakeholders in the business. The company was also to liquefy and transport the natural gas; it also operates the infrastructure that is used for the transportation of both oil and the natural gas. The upstream business also extracted bitumen (Peck 619-950). The upstream business was organized or put into two main groups these include ‘the upstream America’ this covered the entire Americas. The other is the upstream international, this unit covered the rest of the world but majorly based in Europe, Asia, the Middle East, Russia, Australia, and Africa (Chazan and Feher 67-98.). According to the structure there were those who reported directly to Malcolm Brinded who was the executive director to the business. These groups included the EVLP exploration; this was set up to be a direct line accountable for all international operations concerning exploration (Chazan and Feher 67-98.). They mainly based in countries that lead in exploration which include Algeria, Ukraine and Saudi Arabia. The EVP commercial is another department that gets direct reports to the executive director; they are mainly accountable for overseeing the new business developments that are developed. These include the LNG customer relation, the upstream commercial functions and for the portfolio analysis that include the hydrocarbon maturation oversight (Peck 619-950). They take a very active role in the in the major business negotiations. The EVP will act also as the international upstream commercial functional head (Stecklow, Swartz and Coker 56-90). The EVP Europe is also part of the structure; they are given a mandate to give directives to integrated business units, these units include the existing EP and the GP on the European operations. Just as it had been announced initially the shell energy Europe will now move to downstream trading. This particular unit will include development capacity, wells, productions and other minor projects management (Peck 619-950). They also have a responsibility on the managing of the stakeholders. EVP sub-Saharan is also another management structural unit that will manage an integrated business unit that includes GP operations in Africa and the existing EP. They have mandate on the projects that include capacity development, minor projects, and the stakeholders’ management (Chazan and Feher 67-98.). The EVP running the Middle East and the Northern America is also part of the structural plan. The unit of structure was formulated to govern a portfolio of a good number of ventures and any other business that shell runs in the future (Stecklow, Swartz and Coker 56-90). They will draw a combination of all the existing EP, JV and GP’s including those in Qatar. The unit main focus is in joint ventures governance, the value delivery and finally long-term stakeholders. EVP Russia and Caspian also report directly to the director. They are mandated to manage a portfolio of joint ventures; these include the EP and the GP operations in the region. They are mainly dealing with venture governance and value delivery. They also manage the Kashagan project, and the long- term stakeholder relationship in the region (Peck 619-950). The EVP Qatar are mandated to give directions to the existing GP and EP operations in Qatar which include pearl Gtl and QG4 LNG JV, they focus mainly on proper deliver mainly on the ongoing projects, management of assets and the long-term stakeholders relationships. The EVP Asia also manages an integrated unit of business including the existing EP and GP on the Asian regions. They are also working in India and NZ but they but they excluded Australia (Stecklow, Swartz and Coker 56-90). EVP Australia has a mandate to manage a unit of integrated business that includes the EP and GP that are already in place. They are focused on JV governance, the resource development portfolio and long-term relationship with the stakeholders. The head of safety, the environment and the SD for upstream international is also the Group Head of the sustainable development (Chazan and Feher 67-98.). Organizational structure of Asia UPSTREAM INTERNATIONAL ASIA INDIA NEW ZEALAND EAST ASIA SOH SOH SOH [OMT] [OMS] [OML] [OMMS] [OMT] [OMS] [OML] [OMMS] [OML] [OMS] [OML] [OMMS] 4[TS] 2[SS] 5[LS] 3[MSS] 4[TS] 2[SS] 5[LS] 3[MSS] 4[TS] 2[SS] 5[LS] 3[MSS] [200] [100] [250] [75] [80] [75] [150] [60] [200] [100] [250] [75] [NUMBER OF STAFF REPORTING TO THE SUPERVISORS] The numbers of managerial positions in India are sixteen while the supervisory positions are 12(Anonymous 8-78). The other staff working in the organization is one thousand five hundred and twenty five. In total the number of employees that upstream international hire in Asia is, one thousand five hundred and fifty three (Stecklow, Swartz and Coker 56-90). Companies that are successful always have a history of attaching great significance to human resource management and internal communication (Anonymous 8-78). This is due to the fact that they are aware of the values attached to the activities of the department and the strategic advantage that is brought by the department. It is of high importance that any company that is going concern should live the internal marketing philosophy if they expect to offer high quality products and services. The main function of human resource management has changed from time to time (Stecklow, Swartz and Coker 56-90). The intense competition that is experienced in business has made many of business organization to think about how to get new and batter sources of wealth and advantage on competition (Buffington 33-35). The functions of this particular office are to acquire, train, appraise, and compensate employees. It has to attend to the labor relations, health and safety without leaving out the fairness concerns of employees. The employees are the most values assets in any strategic and coherent approach in management of any organization. The people who work in the company individually and with a lot of commitment contribute to the achievement of the companies goals (Chazan and Feher 67-98.). The overall objective of human resource management is to make the company succeed managing the employees well. They provide a number of services that boost the achievement of the company’s achievement as part of running the organization. They enable the company to obtain and retain the best employees (Stecklow, Swartz and Coker 56-90). They also help in the development of inherent capacities of the employees and contribute to the boosting the achievement of the objectives of the company by providing training and continuous opportunities of development. Some of the job positions under human resource strategy and internal communications include; internal communication supervisor, training and development supervisor and employee’s affairs supervisor (Buffington 33-35). The work of the internal communication supervisor is to coordinate the transfer of information within the department making sure that communication is efficiently achieved. He is to supervise the secretaries and other communication sector workers (Stecklow, Swartz and Coker 56-90). The training and development supervisor is meant to supervise the trainings given to the employees he/she has to determine the kind of trainings that the employees get. The employee affairs manager has his work at supervising and communicating the issues that are presented by employees (Chazan and Feher 67-98.). Conclusion The co-operate structure of upstream international is one of the most well structured international company. The structure of any organization will reflect the performance of the company. A well structured organization provides high level of convenience in management. At allows good transparency that give the customers and employees confidence in the company. Winning the confidence of both the employees and the customers is a great step towards achievement of the companies’ objectives. References Anonymous. “HR shoulders responsibility for internal communications.” People Management,8(16) (2002): 8-78. Buffington, J. “Can Human Resources and Internal Communications Peacefully Coexist?,.” Internal Communications, 10(4) (2004): 33-35. Chazan, Guy and Margit Feher. “"Hungarian Oil Firm Wary of Russian Rival's Stake".” Wall Street Journal (2009): 67-98. Peck, Merton J. & Scherer, Frederic M. “The Weapons Acquisition Process: An Economic Analysis .” Harvard Business School (2008): 619-950. Sims, G. Thomas. “ "Shell Settles With Europe on Overstated Oil Reserves.” New York Times. ( 2009): 567-786. Stecklow, Steve, Spencer Swartz and Margaret Coker. “. "Oil Trade With Iran Thrives, Discreetly".” The Wall Street Journal (2010): 56-90. Read More

CHECK THESE SAMPLES OF Co-Operate Structure of Upstream International as the Most Well Structured International Company

The Main Steps of Supply Chain Relationships

nbsp;Clearly, supply chain relationships within an international context are considered to be one of the relationships being affected by the recent shift.... he great realization of common objectives and goals as well as the mutual interdependent of sellers and buyers has largely assisted in building up of this trend.... Further, it will discuss both weaknesses and disadvantages of closer working relationships as well as the long term implications of a more competitive relationship for operational and strategic role of supplier function (Morrissey, 2004)....
9 Pages (2250 words) Essay

Analysis of Organisation Behaviour

The ability to identify and analyze the management strategies and organization procedures of a company is an important skill in determining and providing a basis for the rejuvenation as well as sustaining the competitive advantages of an organization in the current competitive business environment.... The ability to identify and analyze the management strategies and organization procedures of a company is an important skill in determining and providing a basis for the rejuvenation as well as sustaining the competitive advantages of an organization in the current competitive business environment....
12 Pages (3000 words) Essay

Global Strategic of Australian Manufacturing Company Investment - Billabong

… The paper "Global Strategic of Australian Manufacturing company Investment - Billabong" is a perfect example of a business case study.... The company engages in apparel and eyewear marketing, wholesaling, distribution and retailing.... The paper "Global Strategic of Australian Manufacturing company Investment - Billabong" is a perfect example of a business case study.... The company engages in apparel and eyewear marketing, wholesaling, distribution and retailing....
10 Pages (2500 words) Case Study

Financial Reporting Disclosures: Origin Energy Ltd & AGL Energy Limited

In the Australian alone, the company boasts of more than 4.... per cent stake in Contact Energy, which is New Zealand's largest energy retailing company (Origin Energy Limited, 2014).... The company has an employee base of about 6,000 people with headquarters in Sydney, New South Wales (Origin Energy Limited, 2014).... he firm is Australia's largest integrated company dealing in the development of renewable energy production and supply....
6 Pages (1500 words) Case Study

Strategic Management Theory: An Integrated Approach

The company was established and operates in the United Arab Emirates where there is a favorable economic environment hence attributing to its huge strides in infrastructural developments.... The company was established and operates in the United Arab Emirates where there is a favorable economic environment hence attributing to its huge strides in infrastructural developments.... here have been changes in the modeling and renovation of buildings at roads in Abu Dhabi as well as in the development of the central market....
10 Pages (2500 words) Case Study

Information Sharing in the Supply Chain

The information sharing within a company is critical because it influences the supply chain performance that leads to high revenues and margins.... The information sharing within a company is critical because it influences the supply chain performance that leads to high revenues and margins.... Furthermore, the international act of sharing information amongst the supply chains s moderated by the introduction of long-term connections and coordination that allow the companies to gain a competitive advantage....
7 Pages (1750 words) Literature review
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us