1. The Role of Finance in BP
Roger Smith and Oliver Shaw

2. About our presentation
• After a week of intensive learning and meetings we have put
together a presentation giving our understanding of some the
key components to HR finance.
• So we do apologize if some elements of this presentation are
a bit too simplified but bear in mind its only been a week.

3. Overview of R&M
• Crude oil is obtained from upstream or is bought
from a third party. Downstream then occurs and
this is what Refining and Marketing (R&M) is all
about.
• R&M is then the process of turning the obtained
crude oil into hydrocarbons that are sellable to the
customer. Fuels, lubricants and petrochemicals.
• HR team (run by Andrew Ditty) supports the R&M
process. Helping the business execute strategy so
the business can expand and supply more people.

4. The Role of Finance in HR
• The finance team is responsible for providing Andrew Ditty with
data to give an overview of how HR is operating, highlighting
any issues concerning HR.
• These are particularly important as problems can then be
solved in the business strategy.
• The business strategy for downstream is set out by a set of
priorities. These are:
– Safety
– Excellence in execution
– Growing margin share
– Winning sustainably in markets
– Investments to strengthen established positions
– Do all these things within a stable financial framework

5. How does HR help the strategy?
• Excellence in execution: HR can help to achieve this
business aim. For example the CAP system helps to
identify and develop talent within BP therefore allowing
staff to play to their strengths achieving excellence. HR is
also responsible for rewarding staff who achieve above
their targets or even work exceptionally.
• Growing market share: HR is responsible for supporting
the company as well as helping the company grow further
with programmes such as future leaders (FLP) that
encourages young and able graduates to work BP that
then results in the expansion of BP.

6. Development Systems
• There are many systems in BP to get the most out of the
employees. These systems also help to develop skills and
talents.
• The first of these is CAPS. A six year programme selecting those
employees highly exceeding expectations and those who are
showing great potential. The people selected by CAPS are
helped to achieve higher levels in BP, meaning promotions and
a higher payroll.
• ‘Talent’ is the name for the system that develops employees’
careers. It provides the development they need to achieve
higher levels in BP.
• FLP- Future Leaders Programme selects graduates from
university and are put onto the graduate programme. This is
developing young and new graduates’ skills in business. Those
working for the FLP travel around the world looking to hire
new graduates for BP.

7. Ratio Analysis
• This the analysing of key statistics by using ratios.
• For example, ratio analysis would be used to compare the
amount of females with the amount of males.
• In US East of Rockies FVC level H there are 245 employees in
Level H. Of which 98 are female. This means the ratio of
females to males is 2:5. This is called Ratio Analysis

8. Here the
number of
resignations
have reached a
maximum. This
would be
information sent
by finance in HR.
The large
numbers of
resignations in
ANZ could be
due to many
other jobs
available outside
BP. If so
something
needs to be
done to solve
this problem.
Here the number of
resignations has fallen
dramatically. This
could have been due
to a change made in
the business strategy.
Due the number of
jobs available in ANZ
what might have
happened was there
was an increase in
reward to decrease
the incentive to leave
the company
The number of resignations have
stayed lower than maxim so course of
action was effective.
Resignations for SPU ANZ

9. The People
• Everyone has really welcomed us well into BP which is
very kind.
• You’ve all given up lots of your important time to take
us under your wing which we really appreciate.
• A special thank you to Csilla for organising and
attending meetings with us, you’ve made BP feel like a
home to us.
• Also a special thanks to Michelle for introducing us to
the key features of R&M and BP as a company.

10. Feedback of the Week
• We have really enjoyed our time here at BP Sunbury,
and we have learned so many new details to help us
into the financial world.
• We have also learned a lot about the ins and outs of
how a business is run, which is very interesting, and
useful to find out about.
• With an exhausting week in comparison to the free
weeks we were having during the summer holidays we
would also like to make special thanks to the coffee
machine.