Timmerfabriek Neede (Q3999205): 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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Timmerfabriek Neede | |||||||||||||||
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Timmerfabriek Neede sees that the staff does not effectively handle knowledge and skills. This means that the knowledge and skills acquired are not transferred by a few within the organisation in a sustainable way. Lack of overview, methodology, structure and objectives. In addition, employees are not sufficiently involved in the content of what is taught. This results in less support, leading to motivation problems and ultimately stress. An external advisor is engaged to implement a learning culture specifically for TIFA Neede, so that employees gain knowledge and skills effectively. This allows them to continue to grow into challenging positions within the company or beyond. Without this learning culture, employees can only develop in a limited way, which hinders growth, and therefore motivation and job pleasure. Employees, managers and the organisation as a whole are analysed, and learn how to learn from each other. This is custom work. Finally, a structure is set up to anchor the learning culture in the organisation. (English) | |||||||||||||||
| Property / summary: Timmerfabriek Neede sees that the staff does not effectively handle knowledge and skills. This means that the knowledge and skills acquired are not transferred by a few within the organisation in a sustainable way. Lack of overview, methodology, structure and objectives. In addition, employees are not sufficiently involved in the content of what is taught. This results in less support, leading to motivation problems and ultimately stress. An external advisor is engaged to implement a learning culture specifically for TIFA Neede, so that employees gain knowledge and skills effectively. This allows them to continue to grow into challenging positions within the company or beyond. Without this learning culture, employees can only develop in a limited way, which hinders growth, and therefore motivation and job pleasure. Employees, managers and the organisation as a whole are analysed, and learn how to learn from each other. This is custom work. Finally, a structure is set up to anchor the learning culture in the organisation. (English) / rank | |||||||||||||||
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| Property / summary: Timmerfabriek Neede sees that the staff does not effectively handle knowledge and skills. This means that the knowledge and skills acquired are not transferred by a few within the organisation in a sustainable way. Lack of overview, methodology, structure and objectives. In addition, employees are not sufficiently involved in the content of what is taught. This results in less support, leading to motivation problems and ultimately stress. An external advisor is engaged to implement a learning culture specifically for TIFA Neede, so that employees gain knowledge and skills effectively. This allows them to continue to grow into challenging positions within the company or beyond. Without this learning culture, employees can only develop in a limited way, which hinders growth, and therefore motivation and job pleasure. Employees, managers and the organisation as a whole are analysed, and learn how to learn from each other. This is custom work. Finally, a structure is set up to anchor the learning culture in the organisation. (English) / qualifier | |||||||||||||||
point in time: 16 January 2022
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Revision as of 09:27, 16 January 2022
Project Q3999205 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Timmerfabriek Neede |
Project Q3999205 in Netherlands |
Statements
50.0 percent
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28 August 2019
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28 August 2021
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Timmerfabriek Neede
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7161PC
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Timmerfabriek Neede ziet dat het personeel niet op een effectieve manier omgaat met kennis en vaardigheden. Hiermee wordt bedoeld dat de opgedane kennis en vaardigheden door enkelen niet op een duurzame wijze wordt overgedragen binnen de organisatie. Overzicht, methode, structuur en doelstellingen ontbreken. Daarbij komt dat medewerkers te weinig betrokken worden bij de inhoud van hetgeen geleerd wordt. Hiermee ontstaat er minder draagvlak, wat tot motivatieproblemen leidt en uiteindelijk stress. Een externe adviseur wordt ingeschakeld om specifiek voor TIFA Neede een leercultuur te implementeren, zodat werknemers effectief kennis en vaardigheden opdoen. Hiermee kunnen zij door blijven groeien naar uitdagende functies binnen de onderneming of daarbuiten. Zonder deze leercultuur kunnen medewerkers zich maar beperkt ontwikkelen, wat de doorgroei in de weg staat, en daarmee de motivatie en werkplezier. Werknemers, leidinggevenden en de organisatie als geheel, worden geanalyseerd, en geleerd hoe van elkaar te leren. Dit is maatwerk. Tenslotte wordt een structuur opgezet om de leercultuur te kunnen verankeren in de organisatie. (Dutch)
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Timmerfabriek Neede ve que el personal no maneja eficazmente los conocimientos y habilidades. Esto significa que los conocimientos y habilidades adquiridos no son transferidos por unos pocos dentro de la organización de una manera sostenible. Falta de visión general, metodología, estructura y objetivos. Además, los empleados no están suficientemente involucrados en el contenido de lo que se enseña. Esto resulta en menos apoyo, lo que conduce a problemas de motivación y, en última instancia, estrés. Un asesor externo está comprometido para implementar una cultura de aprendizaje específica para TIFA Neede, para que los empleados adquieran conocimientos y habilidades de manera efectiva. Esto les permite seguir creciendo en posiciones desafiantes dentro de la empresa o más allá. Sin esta cultura de aprendizaje, los empleados solo pueden desarrollarse de manera limitada, lo que dificulta el crecimiento y, por lo tanto, la motivación y el placer laboral. Los empleados, los directivos y la organización en su conjunto son analizados y aprenden a aprender unos de otros. Esto es un trabajo personalizado. Por último, se establece una estructura para anclar la cultura del aprendizaje en la organización. (Spanish)
16 January 2022
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Timmerfabriek Neede vede che il personale non gestisce efficacemente le conoscenze e le competenze. Ciò significa che le conoscenze e le competenze acquisite non vengono trasferite da pochi all'interno dell'organizzazione in modo sostenibile. Mancanza di quadro generale, metodologia, struttura e obiettivi. Inoltre, i dipendenti non sono sufficientemente coinvolti nel contenuto di ciò che viene insegnato. Ciò si traduce in un minore sostegno, causando problemi di motivazione e, in ultima analisi, stress. Un consulente esterno è impegnato a implementare una cultura di apprendimento specifica per TIFA Neede, in modo che i dipendenti acquisiscano conoscenze e competenze in modo efficace. Questo permette loro di continuare a crescere in posizioni impegnative all'interno dell'azienda o oltre. Senza questa cultura dell'apprendimento, i dipendenti possono svilupparsi solo in modo limitato, il che ostacola la crescita, e quindi la motivazione e il piacere di lavoro. I dipendenti, i dirigenti e l'organizzazione nel suo complesso vengono analizzati e imparano a imparare gli uni dagli altri. Questo è un lavoro personalizzato. Infine, viene creata una struttura per ancorare la cultura dell'apprendimento all'organizzazione. (Italian)
16 January 2022
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Timmerfabriek Neede sees that the staff does not effectively handle knowledge and skills. This means that the knowledge and skills acquired are not transferred by a few within the organisation in a sustainable way. Lack of overview, methodology, structure and objectives. In addition, employees are not sufficiently involved in the content of what is taught. This results in less support, leading to motivation problems and ultimately stress. An external advisor is engaged to implement a learning culture specifically for TIFA Neede, so that employees gain knowledge and skills effectively. This allows them to continue to grow into challenging positions within the company or beyond. Without this learning culture, employees can only develop in a limited way, which hinders growth, and therefore motivation and job pleasure. Employees, managers and the organisation as a whole are analysed, and learn how to learn from each other. This is custom work. Finally, a structure is set up to anchor the learning culture in the organisation. (English)
16 January 2022
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Identifiers
2019EUSF201537
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