Admino Service Mill C.V. (Q4002055): 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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Admino Service Mill C.V. | |||||||||||||||
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Admino Service Mill CV on the way to the future! The aim of the organisation is to use the human resources policy more sustainably, thereby ensuring the quality and employability of employees. This is important for both employees and employers, which is why both parties have an active role to play in this project. This starts with communication. Transparency on human resources policy, the possibility and security of communication play an important role in this. When employees are involved in the organisation and are kept informed, they also feel invited to show themselves how they experience their work and the organisation. When it is clear which issues have a negative impact on the working environment, action can be taken. This contributes to the well-being and employability of workers. This will also be reflected in the assessment system. By allowing the employee to take more responsibility in the assessment, more support for personal development is created and there is more room for his own ambition. Where the employer outlines the future of the organisation, the employee can indicate the contribution he or she can make to it. In short, self-responsibility for performance and development. This also creates the space to put an employee in his/her own strength. This benefits the employee’s motivation, commitment and job pleasure. In order to facilitate workers in maintaining or increasing vitality, a policy will be put in place in cooperation with the employees. Changing needs at different stages of life and attention to the physical and mental health of workers will be reflected in this. (English) | |||||||||||||||
| Property / summary: Admino Service Mill CV on the way to the future! The aim of the organisation is to use the human resources policy more sustainably, thereby ensuring the quality and employability of employees. This is important for both employees and employers, which is why both parties have an active role to play in this project. This starts with communication. Transparency on human resources policy, the possibility and security of communication play an important role in this. When employees are involved in the organisation and are kept informed, they also feel invited to show themselves how they experience their work and the organisation. When it is clear which issues have a negative impact on the working environment, action can be taken. This contributes to the well-being and employability of workers. This will also be reflected in the assessment system. By allowing the employee to take more responsibility in the assessment, more support for personal development is created and there is more room for his own ambition. Where the employer outlines the future of the organisation, the employee can indicate the contribution he or she can make to it. In short, self-responsibility for performance and development. This also creates the space to put an employee in his/her own strength. This benefits the employee’s motivation, commitment and job pleasure. In order to facilitate workers in maintaining or increasing vitality, a policy will be put in place in cooperation with the employees. Changing needs at different stages of life and attention to the physical and mental health of workers will be reflected in this. (English) / rank | |||||||||||||||
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| Property / summary: Admino Service Mill CV on the way to the future! The aim of the organisation is to use the human resources policy more sustainably, thereby ensuring the quality and employability of employees. This is important for both employees and employers, which is why both parties have an active role to play in this project. This starts with communication. Transparency on human resources policy, the possibility and security of communication play an important role in this. When employees are involved in the organisation and are kept informed, they also feel invited to show themselves how they experience their work and the organisation. When it is clear which issues have a negative impact on the working environment, action can be taken. This contributes to the well-being and employability of workers. This will also be reflected in the assessment system. By allowing the employee to take more responsibility in the assessment, more support for personal development is created and there is more room for his own ambition. Where the employer outlines the future of the organisation, the employee can indicate the contribution he or she can make to it. In short, self-responsibility for performance and development. This also creates the space to put an employee in his/her own strength. This benefits the employee’s motivation, commitment and job pleasure. In order to facilitate workers in maintaining or increasing vitality, a policy will be put in place in cooperation with the employees. Changing needs at different stages of life and attention to the physical and mental health of workers will be reflected in this. (English) / qualifier | |||||||||||||||
point in time: 16 January 2022
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Revision as of 09:35, 16 January 2022
Project Q4002055 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Admino Service Mill C.V. |
Project Q4002055 in Netherlands |
Statements
50.0 percent
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29 January 2019
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29 January 2020
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Admino Service Mill C.V.
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5451GV
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Admino Service Mill CV op weg naar de toekomst! De organisatie heeft als doel om het personeelsbeleid duurzamer in te zetten en hiermee de kwaliteit en inzetbaarheid van de werknemers te borgen. Dit is van belang voor zowel werknemer als werkgever, daarom is er ook voor beide partijen een actieve rol weggelegd in dit project. Dit begint bij communicatie. Transparantie over het personeelsbeleid, mogelijkheid en veiligheid van communicatie spelen hierbij een belangrijke rol. Wanneer werknemers betrokken zijn bij de organisatie en op de hoogte gehouden worden, voelen zij zich ook eerder uitgenodigd om zelf aan te geven hoe zij hun werk en de organisatie ervaren. Wanneer duidelijk is welke zaken het werkklimaat negatief beïnvloeden, kan daar actie op ondernomen worden. Dit draagt bij aan het welbevinden en de inzetbaarheid van de werknemers. Ook in het beoordelingssysteem zal dit terugkomen. Door de werknemer zelf meer verantwoordelijkheid te laten nemen bij de beoordeling, wordt er meer draagvlak voor de persoonlijke ontwikkeling gecreëerd en is er meer ruimte voor de eigen ambitie. Waar de werkgever het toekomstbeeld van de organisatie schetst kan de werknemer aangeven welke bijdrage hij of zij daaraan kan leveren. Kortom, eigen verantwoordelijkheid voor de prestaties en de eigen ontwikkeling. Hierdoor ontstaat tevens de ruimte om een werknemer meer in zijn/haar eigen kracht te zetten. Dit komt ten goede aan de motivatie, inzet en werkplezier van de werknemer. Om de werknemers te faciliteren bij het behouden of vergroten van de vitaliteit, zal er hiervoor een beleid opgezet worden in samenwerking met de werknemers. De veranderende behoeften in de verschillende levensfases en aandacht voor de lichamelijke en mentale gezondheid van de werknemers zullen hierin terugkomen. (Dutch)
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Admino Service Mill CV en el camino hacia el futuro! El objetivo de la organización es utilizar la política de recursos humanos de manera más sostenible, garantizando así la calidad y la empleabilidad de los empleados. Esto es importante tanto para los empleados como para los empleadores, por lo que ambas partes tienen un papel activo que desempeñar en este proyecto. Esto comienza con la comunicación. La transparencia en la política de recursos humanos, la posibilidad y la seguridad de la comunicación desempeñan un papel importante en esto. Cuando los empleados participan en la organización y se les mantiene informados, también se sienten invitados a mostrar cómo viven su trabajo y la organización. Cuando está claro qué cuestiones tienen un impacto negativo en el entorno de trabajo, se pueden tomar medidas. Esto contribuye al bienestar y la empleabilidad de los trabajadores. Esto también se reflejará en el sistema de evaluación. Al permitir que el empleado asuma más responsabilidad en la evaluación, se crea más apoyo para el desarrollo personal y hay más espacio para su propia ambición. Cuando el empleador describa el futuro de la organización, el empleado puede indicar la contribución que puede hacer a la misma. En resumen, la auto-responsabilidad por el rendimiento y el desarrollo. Esto también crea el espacio para poner a un empleado en su propia fuerza. Esto beneficia la motivación, el compromiso y el placer laboral del empleado. Con el fin de facilitar a los trabajadores el mantenimiento o el aumento de la vitalidad, se establecerá una política en cooperación con los trabajadores. Las necesidades cambiantes en las diferentes etapas de la vida y la atención a la salud física y mental de los trabajadores se reflejarán en esto. (Spanish)
16 January 2022
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Admino Service Mill CV sulla strada per il futuro! L'obiettivo dell'organizzazione è quello di utilizzare la politica in materia di risorse umane in modo più sostenibile, garantendo in tal modo la qualità e l'occupabilità dei dipendenti. Ciò è importante sia per i lavoratori che per i datori di lavoro, motivo per cui entrambe le parti hanno un ruolo attivo da svolgere in questo progetto. Questo inizia con la comunicazione. La trasparenza sulla politica in materia di risorse umane, la possibilità e la sicurezza della comunicazione svolgono un ruolo importante in questo senso. Quando i dipendenti sono coinvolti nell'organizzazione e sono informati, si sentono anche invitati a mostrare come sperimentano il loro lavoro e l'organizzazione. Quando è chiaro quali questioni hanno un impatto negativo sull'ambiente di lavoro, è possibile intervenire. Ciò contribuisce al benessere e all'occupabilità dei lavoratori. Ciò si rifletterà anche nel sistema di valutazione. Consentendo al dipendente di assumersi più responsabilità nella valutazione, viene creato un maggiore sostegno per lo sviluppo personale e c'è più spazio per la sua ambizione. Se il datore di lavoro delinea il futuro dell'organizzazione, il lavoratore può indicare il contributo che può apportare ad essa. In breve, auto-responsabilità per prestazioni e sviluppo. Questo crea anche lo spazio per mettere un dipendente nella propria forza. Questo avvantaggia la motivazione, l'impegno e il piacere di lavoro del dipendente. Al fine di facilitare ai lavoratori il mantenimento o l'aumento della vitalità, sarà attuata una politica in collaborazione con i lavoratori. L'evoluzione delle esigenze nelle diverse fasi della vita e l'attenzione alla salute fisica e mentale dei lavoratori si rifletteranno in questo. (Italian)
16 January 2022
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Admino Service Mill CV on the way to the future! The aim of the organisation is to use the human resources policy more sustainably, thereby ensuring the quality and employability of employees. This is important for both employees and employers, which is why both parties have an active role to play in this project. This starts with communication. Transparency on human resources policy, the possibility and security of communication play an important role in this. When employees are involved in the organisation and are kept informed, they also feel invited to show themselves how they experience their work and the organisation. When it is clear which issues have a negative impact on the working environment, action can be taken. This contributes to the well-being and employability of workers. This will also be reflected in the assessment system. By allowing the employee to take more responsibility in the assessment, more support for personal development is created and there is more room for his own ambition. Where the employer outlines the future of the organisation, the employee can indicate the contribution he or she can make to it. In short, self-responsibility for performance and development. This also creates the space to put an employee in his/her own strength. This benefits the employee’s motivation, commitment and job pleasure. In order to facilitate workers in maintaining or increasing vitality, a policy will be put in place in cooperation with the employees. Changing needs at different stages of life and attention to the physical and mental health of workers will be reflected in this. (English)
16 January 2022
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Identifiers
2018EUSF2012182
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