Hekker Interieurbouw B.V. (Q4000746): Difference between revisions
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(Changed label, description and/or aliases in it, and other parts: Adding Italian translations) |
(Changed label, description and/or aliases in en, and other parts: Adding English translations) |
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Hekker Interieurbouw B.V. | |||||||||||||||
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Hekker has the intention to have custom-made interiors manifest within a space and to give them a durable character in every detail. In an earlier process, employees have been made aware that they contribute to their own sustainability and productivity. In this they are already challenged to think about the self-creating of the ideal organisation. This showed that one wishes to work on standardisation of work (for clarity and easier to take over each other’s work), to clarify customer demand together and to better match brain workers vs craftsmen. This makes better use of talents, development opportunities and employee ownership. A plan of approach has been drawn up which states that this ESF trajectory can be started with around 20 employees to set up a pilot cell to work with the customer’s demand across departments, using everyone’s talents. Work will also be carried out on personal guidance and coaching of employees in the intended change. This creates a learning culture in which people start learning with each other. (English) | |||||||||||||||
| Property / summary: Hekker has the intention to have custom-made interiors manifest within a space and to give them a durable character in every detail. In an earlier process, employees have been made aware that they contribute to their own sustainability and productivity. In this they are already challenged to think about the self-creating of the ideal organisation. This showed that one wishes to work on standardisation of work (for clarity and easier to take over each other’s work), to clarify customer demand together and to better match brain workers vs craftsmen. This makes better use of talents, development opportunities and employee ownership. A plan of approach has been drawn up which states that this ESF trajectory can be started with around 20 employees to set up a pilot cell to work with the customer’s demand across departments, using everyone’s talents. Work will also be carried out on personal guidance and coaching of employees in the intended change. This creates a learning culture in which people start learning with each other. (English) / rank | |||||||||||||||
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| Property / summary: Hekker has the intention to have custom-made interiors manifest within a space and to give them a durable character in every detail. In an earlier process, employees have been made aware that they contribute to their own sustainability and productivity. In this they are already challenged to think about the self-creating of the ideal organisation. This showed that one wishes to work on standardisation of work (for clarity and easier to take over each other’s work), to clarify customer demand together and to better match brain workers vs craftsmen. This makes better use of talents, development opportunities and employee ownership. A plan of approach has been drawn up which states that this ESF trajectory can be started with around 20 employees to set up a pilot cell to work with the customer’s demand across departments, using everyone’s talents. Work will also be carried out on personal guidance and coaching of employees in the intended change. This creates a learning culture in which people start learning with each other. (English) / qualifier | |||||||||||||||
point in time: 16 January 2022
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Revision as of 09:20, 16 January 2022
Project Q4000746 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Hekker Interieurbouw B.V. |
Project Q4000746 in Netherlands |
Statements
50.0 percent
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8 January 2019
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8 January 2020
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Hekker Interieurbouw B.V.
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2172HV
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Hekker heeft de intentie om op maat gemaakte interieurs te laten manifesteren binnen een ruimte en deze tot in elk detail uitgedacht en mede ontworpen een duurzaam karakter te geven. In een eerder traject zijn medewerkers bewust gemaakt dat zij mede zorg dragen voor hun eigen duurzaamheid en productiviteit. Daarin zijn zij reeds uitgedaagd mee na te denken over het zelf mede creëren van de ideale organisatie. Daaruit kwam naar voren dat men wenst te gaan werken aan standaardisatie van werkzaamheden (voor duidelijkheid en het makkelijker kunnen overnemen van elkaars werk), het samen zorgen voor verduidelijking van de klantvraag en betere afstemming tussen breinwerkers vs handwerkers. Hierdoor worden talenten, ontwikkelmogelijkheden en eigenaarschap van medewerkers beter benut. Er is een plan van aanpak opgesteld waarin is opgenomen dat met dit ESF-traject gestart kan worden met circa 20 medewerkers om een pilot-cel op te zetten om afdelingsoverschrijdend met de vraag van de klant te gaan werken, waarbij van ieders talenten gebruik wordt gemaakt. Ook zal gewerkt worden aan persoonlijke begeleiding en coaching van medewerkers in de beoogde verandering. Hierdoor ontstaat er een leercultuur waarbij mensen met elkaar gaan leren. (Dutch)
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Hekker tiene la intención de que los interiores hechos a medida se manifiesten dentro de un espacio y darles un carácter duradero en cada detalle. En un proceso anterior, los empleados han sido conscientes de que contribuyen a su propia sostenibilidad y productividad. En esto ya están desafiados a pensar en la auto-creación de la organización ideal. Esto demostró que uno desea trabajar en la normalización del trabajo (para mayor claridad y facilidad para asumir el trabajo del otro), para aclarar la demanda de los clientes juntos y para emparejar mejor a los trabajadores del cerebro y a los artesanos. Esto hace un mejor uso de los talentos, las oportunidades de desarrollo y la propiedad de los empleados. Se ha elaborado un plan de enfoque que establece que esta trayectoria del FSE puede iniciarse con unos 20 empleados para crear una célula piloto para trabajar con la demanda del cliente en todos los departamentos, utilizando el talento de todos. También se trabajará en la orientación personal y el entrenamiento de los empleados en el cambio previsto. Esto crea una cultura de aprendizaje en la que las personas comienzan a aprender entre sí. (Spanish)
16 January 2022
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Hekker ha l'intenzione di far manifestare interni su misura all'interno di uno spazio e di dare loro un carattere durevole in ogni dettaglio. In un processo precedente, i dipendenti sono stati informati che contribuiscono alla propria sostenibilità e produttività. In questo sono già sfidati a pensare all'auto-creazione dell'organizzazione ideale. Ciò ha dimostrato che si desidera lavorare sulla standardizzazione del lavoro (per chiarezza e più facile da assumere il lavoro dell'altro), per chiarire insieme la domanda dei clienti e per meglio abbinare i lavoratori del cervello e gli artigiani. Ciò fa un uso migliore dei talenti, delle opportunità di sviluppo e dell'azionariato dei dipendenti. È stato elaborato un piano di approccio che afferma che questa traiettoria FSE può essere avviata con circa 20 dipendenti per creare una cellula pilota per lavorare con la domanda del cliente in tutti i dipartimenti, utilizzando i talenti di tutti. Saranno inoltre svolte attività di orientamento personale e di coaching dei dipendenti nel cambiamento previsto. Questo crea una cultura di apprendimento in cui le persone iniziano ad imparare tra loro. (Italian)
16 January 2022
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Hekker has the intention to have custom-made interiors manifest within a space and to give them a durable character in every detail. In an earlier process, employees have been made aware that they contribute to their own sustainability and productivity. In this they are already challenged to think about the self-creating of the ideal organisation. This showed that one wishes to work on standardisation of work (for clarity and easier to take over each other’s work), to clarify customer demand together and to better match brain workers vs craftsmen. This makes better use of talents, development opportunities and employee ownership. A plan of approach has been drawn up which states that this ESF trajectory can be started with around 20 employees to set up a pilot cell to work with the customer’s demand across departments, using everyone’s talents. Work will also be carried out on personal guidance and coaching of employees in the intended change. This creates a learning culture in which people start learning with each other. (English)
16 January 2022
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Identifiers
2018EUSF2012834
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