Bubbelkoning B.V. (Q4003422): 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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Bubbelkoning B.V. | |||||||||||||||
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The Bubble King is the number 1 in outdoor spas and hot tubs in NL. In 2017, De Bubbelkoning has already started to improve the sustainable employability of its employees. With the help of the European Social Fund, they took a successful first step in working with their employees. So far, this has brought them some nice improvements. Employees now know when they are doing the right things and when they do their job properly. This resulted in motivation and connection. In addition, a nice and good continuous dialogue has been initiated, so that attention is paid to personal development. The reason for Bubbelkoning to start a Sustainable Employability trajectory in 2018 is that the road taken in need of deepening. Engaging in sustainable employability and personal development needs to become even more part of the day-to-day business and culture of the company. The goal is to create an active learning culture within the organisation and to allow employees to also engage in non-company-specific knowledge and skills. A 0-measurement was carried out during the 2017 project and a plan of approach was defined and implemented. During this process we will start with a 1-measurement to see where the organisation stands compared to last year. The aim is to determine at which points within the organisation there are still possibilities for improvement and deepening. Based on the results indicated by employees, a plan of approach will be drawn up and implemented. The starting point is that employees are involved in as many activities as possible during this process. Overall, the intended result is that we guarantee the continuity of all employees in their working environment, the pleasure of working has been increased and that sustainable employability becomes a structural and integral part of the corporate culture. (English) | |||||||||||||||
| Property / summary: The Bubble King is the number 1 in outdoor spas and hot tubs in NL. In 2017, De Bubbelkoning has already started to improve the sustainable employability of its employees. With the help of the European Social Fund, they took a successful first step in working with their employees. So far, this has brought them some nice improvements. Employees now know when they are doing the right things and when they do their job properly. This resulted in motivation and connection. In addition, a nice and good continuous dialogue has been initiated, so that attention is paid to personal development. The reason for Bubbelkoning to start a Sustainable Employability trajectory in 2018 is that the road taken in need of deepening. Engaging in sustainable employability and personal development needs to become even more part of the day-to-day business and culture of the company. The goal is to create an active learning culture within the organisation and to allow employees to also engage in non-company-specific knowledge and skills. A 0-measurement was carried out during the 2017 project and a plan of approach was defined and implemented. During this process we will start with a 1-measurement to see where the organisation stands compared to last year. The aim is to determine at which points within the organisation there are still possibilities for improvement and deepening. Based on the results indicated by employees, a plan of approach will be drawn up and implemented. The starting point is that employees are involved in as many activities as possible during this process. Overall, the intended result is that we guarantee the continuity of all employees in their working environment, the pleasure of working has been increased and that sustainable employability becomes a structural and integral part of the corporate culture. (English) / rank | |||||||||||||||
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| Property / summary: The Bubble King is the number 1 in outdoor spas and hot tubs in NL. In 2017, De Bubbelkoning has already started to improve the sustainable employability of its employees. With the help of the European Social Fund, they took a successful first step in working with their employees. So far, this has brought them some nice improvements. Employees now know when they are doing the right things and when they do their job properly. This resulted in motivation and connection. In addition, a nice and good continuous dialogue has been initiated, so that attention is paid to personal development. The reason for Bubbelkoning to start a Sustainable Employability trajectory in 2018 is that the road taken in need of deepening. Engaging in sustainable employability and personal development needs to become even more part of the day-to-day business and culture of the company. The goal is to create an active learning culture within the organisation and to allow employees to also engage in non-company-specific knowledge and skills. A 0-measurement was carried out during the 2017 project and a plan of approach was defined and implemented. During this process we will start with a 1-measurement to see where the organisation stands compared to last year. The aim is to determine at which points within the organisation there are still possibilities for improvement and deepening. Based on the results indicated by employees, a plan of approach will be drawn up and implemented. The starting point is that employees are involved in as many activities as possible during this process. Overall, the intended result is that we guarantee the continuity of all employees in their working environment, the pleasure of working has been increased and that sustainable employability becomes a structural and integral part of the corporate culture. (English) / qualifier | |||||||||||||||
point in time: 16 January 2022
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Revision as of 09:40, 16 January 2022
Project Q4003422 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Bubbelkoning B.V. |
Project Q4003422 in Netherlands |
Statements
31 December 1999
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31 December 1999
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Bubbelkoning B.V.
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5581WJ
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De Bubbelkoning is de nummer 1 in buitenspa's en bubbelbaden in NL. In 2017 is De Bubbelkoning al gestart met het verbeteren van de duurzame inzetbaarheid van haar medewerkers. Met behulp van het Europees Sociaal Fonds hebben zij toen een succesvolle eerste stap gezet waarin zij aan de slag zijn gegaan met hun medewerkers. Dit heeft ze tot nu toe al mooie verbeteringen opgeleverd. Medewerkers weten nu wanneer ze met de juiste dingen bezig zijn en wanneer ze hun werk goed doen. Dit resulteerde in motivatie en verbinding. Daarnaast is er een leuke en goede continue dialoog opgestart waardoor er aandacht is voor persoonlijke ontwikkeling. De aanleiding voor Bubbelkoning om ook in 2018 een Duurzame Inzetbaarheid traject te starten is dat de ingeslagen weg verdieping nodig heeft. Bezig zijn met duurzame inzetbaarheid en persoonlijke ontwikkeling moet nog meer onderdeel worden van de dagelijkse gang van zaken en de cultuur van het bedrijf. Het doel is om een actieve leercultuur te creëren binnen de organisatie en medewerkers ook bezig te laten zijn met niet- bedrijfsspecifieke kennis en vaardigheden. Tijdens het project van 2017 is er een 0-meting uitgevoerd waarna er een plan van aanpak is gedefinieerd en uitgevoerd. Tijdens dit traject zullen we starten met een 1-meting om te kijken waar de organisatie staat ten opzichte van vorig jaar. Doel is om te bepalen op welke punten binnen de organisatie nog verbeterings- en verdiepingsmogelijkheden zitten. Op basis van de uitkomsten, aangegeven door medewerkers, zal een plan van aanpak worden opgesteld en geïmplementeerd. Uitgangspunt is dat medewerkers tijdens dit traject bij zoveel mogelijk activiteiten worden betrokken. Overall is het beoogde resultaat dat we de continuïteit van alle medewerkers in hun arbeidsomgeving waarborgen, het werkplezier is vergroot en dat duurzame inzetbaarheid een structureel en integraal onderdeel van de bedrijfscultuur wordt. (Dutch)
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El Bubble King es el número 1 en spas al aire libre y bañeras de hidromasaje en NL. En 2017, De Bubbelkoning ya ha comenzado a mejorar la empleabilidad sostenible de sus empleados. Con la ayuda del Fondo Social Europeo, dieron un primer paso exitoso en el trabajo con sus empleados. Hasta ahora, esto les ha traído algunas mejoras agradables. Los empleados ahora saben cuándo están haciendo las cosas correctas y cuándo hacen su trabajo correctamente. Esto dio lugar a motivación y conexión. Además, se ha iniciado un diálogo continuo agradable y bueno, para que se preste atención al desarrollo personal. La razón por la que Bubbelkoning inicia una trayectoria de empleabilidad sostenible en 2018 es que el camino que se ha tomado necesita profundizarse. Involucrarse en la empleabilidad sostenible y el desarrollo personal necesita ser aún más parte del negocio cotidiano y la cultura de la empresa. El objetivo es crear una cultura de aprendizaje activa dentro de la organización y permitir que los empleados también participen en conocimientos y habilidades no específicas para la empresa. Durante el proyecto de 2017 se llevó a cabo una medición 0 y se definió y aplicó un plan de enfoque. Durante este proceso comenzaremos con una medición de 1 para ver dónde se encuentra la organización en comparación con el año pasado. El objetivo es determinar en qué puntos dentro de la organización todavía hay posibilidades de mejora y profundización. Sobre la base de los resultados indicados por los empleados, se elaborará y aplicará un plan de enfoque. El punto de partida es que los empleados participan en el mayor número posible de actividades durante este proceso. En general, el resultado previsto es que garantizamos la continuidad de todos los empleados en su entorno laboral, se ha incrementado el placer de trabajar y que la empleabilidad sostenible se convierte en una parte estructural e integral de la cultura empresarial. (Spanish)
16 January 2022
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The Bubble King è il numero 1 nelle terme all'aperto e nelle vasche idromassaggio in NL. Nel 2017, De Bubbelkoning ha già iniziato a migliorare l'occupabilità sostenibile dei suoi dipendenti. Con l'aiuto del Fondo sociale europeo, hanno compiuto con successo un primo passo nel lavorare con i loro dipendenti. Finora, questo ha portato loro alcuni miglioramenti piacevoli. I dipendenti ora sanno quando stanno facendo le cose giuste e quando fanno il loro lavoro correttamente. Ciò ha portato alla motivazione e alla connessione. Inoltre, è stato avviato un dialogo piacevole e continuo, in modo che si presti attenzione allo sviluppo personale. Il motivo per cui Bubbelkoning ha avviato una traiettoria di occupabilità sostenibile nel 2018 è che la strada intrapresa ha bisogno di approfondimento. Impegnarsi in un'occupabilità sostenibile e nello sviluppo personale deve diventare ancora più parte dell'attività quotidiana e della cultura dell'azienda. L'obiettivo è quello di creare una cultura di apprendimento attivo all'interno dell'organizzazione e di consentire ai dipendenti di impegnarsi anche in conoscenze e competenze non specifiche dell'azienda. Nel corso del progetto 2017 è stata effettuata una misurazione a 0 ed è stato definito e attuato un piano di approccio. Durante questo processo inizieremo con una misurazione 1 per vedere dove si trova l'organizzazione rispetto all'anno scorso. L'obiettivo è quello di determinare in quali punti all'interno dell'organizzazione vi sono ancora possibilità di miglioramento e approfondimento. Sulla base dei risultati indicati dai dipendenti, verrà elaborato e attuato un piano di approccio. Il punto di partenza è che i dipendenti sono coinvolti in quante più attività possibili durante questo processo. Nel complesso, il risultato è che garantiamo la continuità di tutti i dipendenti nel loro ambiente di lavoro, il piacere di lavorare è stato aumentato e che l'occupabilità sostenibile diventa parte strutturale e integrante della cultura aziendale. (Italian)
16 January 2022
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The Bubble King is the number 1 in outdoor spas and hot tubs in NL. In 2017, De Bubbelkoning has already started to improve the sustainable employability of its employees. With the help of the European Social Fund, they took a successful first step in working with their employees. So far, this has brought them some nice improvements. Employees now know when they are doing the right things and when they do their job properly. This resulted in motivation and connection. In addition, a nice and good continuous dialogue has been initiated, so that attention is paid to personal development. The reason for Bubbelkoning to start a Sustainable Employability trajectory in 2018 is that the road taken in need of deepening. Engaging in sustainable employability and personal development needs to become even more part of the day-to-day business and culture of the company. The goal is to create an active learning culture within the organisation and to allow employees to also engage in non-company-specific knowledge and skills. A 0-measurement was carried out during the 2017 project and a plan of approach was defined and implemented. During this process we will start with a 1-measurement to see where the organisation stands compared to last year. The aim is to determine at which points within the organisation there are still possibilities for improvement and deepening. Based on the results indicated by employees, a plan of approach will be drawn up and implemented. The starting point is that employees are involved in as many activities as possible during this process. Overall, the intended result is that we guarantee the continuity of all employees in their working environment, the pleasure of working has been increased and that sustainable employability becomes a structural and integral part of the corporate culture. (English)
16 January 2022
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Identifiers
2018EUSF2011452
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