Sappi Services BV (Q4005272): Difference between revisions
Jump to navigation
Jump to search
(Changed an Item: Edited by the infer coords bot - inferring coordiantes from postal codes) |
(Changed an Item: Adding English translations) |
||||||||||||||
| Property / summary | |||||||||||||||
After developing and further rolling out sustainable employability policies, it is important that the results achieved are also sustainably maintained in the organisation. After all, it should not be the case that all the research, policy and implementation thereof will disappear as soon as the project has ended. That is why we are continuing the demand-driven facilities, the good arrangements that have been put in place, the provision of information on health and vitality and, in particular, their use. Interviews with management and executives, but also for example an information session on DI for managers ensure that DI themes are recognised and recognised in a timely manner. Personal lifestyle coaching conversations result in a personal plan of approach per employee so that customised DI advice results. The working group that is and remains active in the organisation ensures that the theme of Sustainable Employability is anchored. HR and management continue to work together with the employees to create a healthy climate, continue to work on awareness and there is support, also in the long term. That is what we aim for with this project. A sustainable and sustainable employability of employees. They know why it is important to take and continue to direct themselves with regard to their own lifestyle and vitality. The organisation is aware of the importance of a healthy physical and mental employee population from management to workplace. (English) | |||||||||||||||
| Property / summary: After developing and further rolling out sustainable employability policies, it is important that the results achieved are also sustainably maintained in the organisation. After all, it should not be the case that all the research, policy and implementation thereof will disappear as soon as the project has ended. That is why we are continuing the demand-driven facilities, the good arrangements that have been put in place, the provision of information on health and vitality and, in particular, their use. Interviews with management and executives, but also for example an information session on DI for managers ensure that DI themes are recognised and recognised in a timely manner. Personal lifestyle coaching conversations result in a personal plan of approach per employee so that customised DI advice results. The working group that is and remains active in the organisation ensures that the theme of Sustainable Employability is anchored. HR and management continue to work together with the employees to create a healthy climate, continue to work on awareness and there is support, also in the long term. That is what we aim for with this project. A sustainable and sustainable employability of employees. They know why it is important to take and continue to direct themselves with regard to their own lifestyle and vitality. The organisation is aware of the importance of a healthy physical and mental employee population from management to workplace. (English) / rank | |||||||||||||||
Normal rank | |||||||||||||||
| Property / summary: After developing and further rolling out sustainable employability policies, it is important that the results achieved are also sustainably maintained in the organisation. After all, it should not be the case that all the research, policy and implementation thereof will disappear as soon as the project has ended. That is why we are continuing the demand-driven facilities, the good arrangements that have been put in place, the provision of information on health and vitality and, in particular, their use. Interviews with management and executives, but also for example an information session on DI for managers ensure that DI themes are recognised and recognised in a timely manner. Personal lifestyle coaching conversations result in a personal plan of approach per employee so that customised DI advice results. The working group that is and remains active in the organisation ensures that the theme of Sustainable Employability is anchored. HR and management continue to work together with the employees to create a healthy climate, continue to work on awareness and there is support, also in the long term. That is what we aim for with this project. A sustainable and sustainable employability of employees. They know why it is important to take and continue to direct themselves with regard to their own lifestyle and vitality. The organisation is aware of the importance of a healthy physical and mental employee population from management to workplace. (English) / qualifier | |||||||||||||||
point in time: 25 January 2022
| |||||||||||||||
Revision as of 19:20, 25 January 2022
Project Q4005272 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Sappi Services BV |
Project Q4005272 in Netherlands |
Statements
31 December 1999
0 references
31 December 1999
0 references
Sappi Services BV
0 references
50°51'32.36"N, 5°41'39.98"E
0 references
6211AA
0 references
Na het ontwikkelen en nader uitrollen van het duurzame inzetbaarheidsbeleid, is het zaak dat de bereikte resultaten ook duurzaam behouden blijven in de organisatie. Het moet immers niet zo zijn dat al het onderzoek, het gemaakte beleid en de uitgevoerde implementatie hiervan wegebt zodra het project is afgelopen. Vandaar dat we de vraag gestuurde faciliteiten, de goede regelingen die opgezet zijn, de informatievoorziening over gezondheid en vitaliteit maar met name ook het gebruik maken ervan worden voortgezet. Gesprekken met directie en leidinggevenden, maar ook bijvoorbeeld een informatiesessie over DI voor leidinggevenden zorgen ervoor dat DI thema's tijdig herkend en erkend worden. Persoonlijke leefstijl coachingsgesprekken monden uit in een persoonlijk plan van aanpak per medewerker zodat maatwerk DI-advies resulteert. De werkgroep die actief is en blijft in de organisatie zorgt voor verankering van het thema Duurzame Inzetbaarheid. HR en directie blijven samen met de medewerkers werken aan een gezond klimaat, blijven werken aan bewustwording en er heerst draagvlak, ook op lange termijn. Dat is wat we met dit project beogen. Een duurzaam duurzame inzetbaarheid van de medewerkers. Zij weten waarom het belangrijk is om zelf regie te nemen en te blijven houden ten aanzien van eigen leefstijl en vitaliteit. De organisatie is zich van directie tot werkvloer bewust van het belang van een gezonde fysieke en mentale medewerkerspopulatie. (Dutch)
0 references
After developing and further rolling out sustainable employability policies, it is important that the results achieved are also sustainably maintained in the organisation. After all, it should not be the case that all the research, policy and implementation thereof will disappear as soon as the project has ended. That is why we are continuing the demand-driven facilities, the good arrangements that have been put in place, the provision of information on health and vitality and, in particular, their use. Interviews with management and executives, but also for example an information session on DI for managers ensure that DI themes are recognised and recognised in a timely manner. Personal lifestyle coaching conversations result in a personal plan of approach per employee so that customised DI advice results. The working group that is and remains active in the organisation ensures that the theme of Sustainable Employability is anchored. HR and management continue to work together with the employees to create a healthy climate, continue to work on awareness and there is support, also in the long term. That is what we aim for with this project. A sustainable and sustainable employability of employees. They know why it is important to take and continue to direct themselves with regard to their own lifestyle and vitality. The organisation is aware of the importance of a healthy physical and mental employee population from management to workplace. (English)
25 January 2022
0 references
Identifiers
2018EUSF201469
0 references