Classification: Protected Status: Draft

Svalex, 21 August 2007

Jens R Jenssen

Executive vice president, Corporate HR

Statoil ASA

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The external context

Energy security is at the top of the world’s agenda

The industry is facing tremendous challenges

Globalisation accelerates

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The race for talent – a western phenomenon?

China:More than 300.000 engineering graduates per year

India:More than 200.000 engineering graduates per year

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World’s largest offshore operator

Proven reserves: 6,6 bn boe

Creating a global energy player

31000 employees

Production: 1,9 mboepd

STRONG BASIS

Market value: ~550 bn NOK

StatoilHydro - The Norwegian-based energy champion

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•Industry leader on HSE

•The best operator on the NCS

•A global energy player

•A material position in

renewables

StatoilHydro – High ambitions

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StatoilHydro

StatoilHydro

StatoilHydro – High ambitions

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Reinforcing a value-based performance culture

Performance

Results

Reward

A performance culture framed in by values and principles

The way we deliver results is as important as the results we deliver

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”Most attractive employer” among students of technical subjects and

economics

Strong position in talent markets and public domain

”Most sustainable oil and gas company”

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A multidimensional career concept is vital

Leading others

Leading leaders

Leading a unit

Leading multiple units

THE PROFESSIONAL PIPELINE

Asset/business ProjectFunction Transitions between career pipelines

Leading StatoilHydro

THE LEADERSHIP PIPELINE

Leading selfAttracting talent Trainee

ApprenticeS-way

• Drilling & well• Petroleum

technology• Facility management• Exploration

technology

• IT, HSE, HR• Procurement• Sales &

marketing• Finance &

control

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Developing our talent

Challenging work assignments

The Statoil School

• Responsibility

• Hands-on experience

• Summer project• Svalex• Master and PhD-thesis

Performance review and deployment

• People@Statoil dialogue

• Matching of business needs and individual needs

• Corporate trainee program• Leadership learning programs• Professional learning programs• Project Academy

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Corporate trainee programmeAccelerated career development for young talent with an excellent track record

The programme210 trainees 2001-2007

4 TRAINING SESSIONS

2–4 ASSIGNMENTS

2 TRAINEE PROJECTS

MENTOR PROGRAMME

INTERNATIONAL OPPORTUNITIES

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Our CEO – more shirt-sleeve than pin-striped

A CEO WHO IS COMMITTED TO A VALUE-BASED

PERFORMANCE CULTURE AND IS HANDS-ON IN PEOPLE

DEVELOPMENT

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What Statoil expects from you

We are looking for a people partnership

What you should expect from Statoil

• Commit to agreed objectives

• Deliver what you promise

• Take responsibility for your development

• Be proactive and adapt to change

• Be loyal to decisions

• Live our values

• Meaningful and challenging work

• Clear expectations and feedback

• Development opportunities

• Reward based on what you deliver and how you deliver

• Open and honest communication

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Moving into virtual worlds

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StatoilHydro going forward

Significant investments in people development

Establishing a global energy player with lots of challenging

opportunities

Reinforcing a value-based performance culture

Looking for a people partnership

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What do we really need?

THE ABILITY

THE WILL