One of our main commitments to our people is to provide a good match between professional interests and goals, while offering challenging and meaningful job opportunities. We need to make sure that our people possess the right attitudes, knowledge, skills and support to get their jobs done.

All of our employees participate in the People@StatoilHydro process. Most of them use the IT tool. The exceptions are mostly in cases where this IT tool is not implemented. These employees are encouraged to use the paper version. In the People@StatoilHydro dialogue, our people and their managers appraise last year's performance - what was delivered and how it was delivered. We set individual delivery goals based on our strategic objectives, and behaviour goals that help us develop and demonstrate behaviour in line with our values. The development plan specifies actions and measures that strengthen our deliveries and behaviour and ensure personal development.

Through our annual corporate survey, the Global People Survey, our staff get the opportunity to give feedback on how they feel that they can utilise their skills and abilities in their current position. In general, the findings show that 77% of our people are very satisfied or satisfied with their ability to utilise their expertise and abilities in their present position.

We offer a comprehensive portfolio of courses and training programmes, which are carefully designed to fit individual needs and discipline areas. In 2008, 8,356 learning programmes were completed by a total of 73,099 participants. The total number of course participant days was 125,008. In addition, our people registered more than 35,000 times for e-Learning programmes and 388 leaders completed one or more of the two corporate leadership development programmes which we offered in 2008. The total number of course participation days was 2,300.