1. Eija Hakakari!
Henkilöstöjohtaja!
Finnair Oyj!

2. Digital Finnair & People
Eija Hakakari
SVP People & Culture
Finnair Oyj

3. Year 2015 was a
turnaround year

4. 4
Digital
Transformation
People
Experience
Growth
FINNAIR VALUES
Commitment to
care
Simplicity
Courage
Vision: Unique Nordic
Experience
Customer
Experience

5. Linking people to business
FINNAIR PEOPLE VISION
We together deliver unique Nordic experience

6. People Experience – is all about people
CONFIDENTIAL | © Finnair | Strategy 2016-20186
Resourcing
Leadership
Learning &
Development
Ways of
working
Workability
Engaged &
Inspired people
Finnair culture
in our DNA
Strong HR
basics in place

7. THE BIG PICTURE –
WHAT DIGITAL TRANSFORMATION IS ALL ABOUT?
Picture of change
Strategy, not just technology
Entire company, all functions
Business benefits
Opportunities for new ways of working
Culture seamlessly supports strategy

8. 8
TECHNOLOGY IS NOT ENOUGH – IT IS ALL ABOUT PEOPLE
VISION AND STRATEGY
PEOPLE, SKILLS AND CULTURE
ORGANIZATION & PROCESSES
SERVICES & PRODUCTS
BUSINESS MODELS
TECHNOLOGY

9. OUR BUILDING BLOCKS FOR DIGITAL
TRANSFORMATION ARE ALSO THE KEYS TO OUR
COMMERCIAL SUCCESS
VISION AND
STRATEGY
Clear direction and
strategy for digital
transformation
9
COMMERCIAL
Being where our customers
are, marketing and selling
our services&products in a
personalised way, also
through new partners
OPERATIONS
New ways of working for
our personnel across all
functions, utilizing the
possibilities by latest
digital technology
CUSTOMER EXPERIENCE
New ways of delivering value
through new/improved services
and interactions along the
customer journey
DIGITAL PEOPLE
EXPERIENCE
Digital awareness and
skills development across
the company
INNOVATIVE IT
AND WAYS OF
WORKING
A bi-modal IT model
with agile teams
ENHANCED
CAPABILITIES
Focusing on data and
innovations
capabilities

10. Digital People Experience
• Goal
– Highly adaptive and intelligent organisation with experimentation culture in place
– Enhance knowledge of digitalization, skills development and digital culture across the organization
– Empower organization's ability to adapt, renew and implement efficient new ways of working
• Key focus areas in H2 2016
– Embrace digitalisation as a strategic capability: definition, maturity review and competence
development path
– Ensure the adequate HR support for ongoing digital transformation projects
– Increase awareness level and engagement: Digi mornings, Fit for Future – Slush Edition, LT
roadshow
– Leadership Forums (building leaders own change capability)

11. Case
11

12. 12
Transformation needs more!
From change management to change capability
EXPERIMENTATION PRODUCTIVITY COLLABORATION
EMPOWERMENT
OVERCOMING
CONSTRAINS ADAPTABILITY RECOGNISITION

13. F
Finnair wellbeing model
13
Engagement
Resilience
Performance
Wellbeing
Individual wellbeing
& self-management
Empowering
Leadership
Great place to work
together
Proactive wellbeing
culture
Healthy and safe
place to work
Commitment &
drive
Work-life –balance
Preventative
occupational health
Commitment to care - Courage - Simplicity

14. What do we at Finnair believe in when planning
for the future?
• Our people – 5300 professionals
in all parts of our value chain
• Our culture – courage, simplicity
and commitment to care
• Our vision - Unique Nordic
Experience
• Our way-of-working - in cross-
functional teams, breaking down
the silos
• Our mindset - future is on
everyone’s agenda from top
management to all operations

15. 15
@eijahakakari