Dissemination of flexible work organisation at Bombasei Decor Kft. (Q3941360): Difference between revisions

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Property / summary
 
BOMBASEI Decor Kft. was founded jointly by a Swiss-resident company and a Hungarian private individual in 1987. In the 27 years since then, it has become one of the largest/best Hungarian privately owned confectionery decoration companies. The company assists the confectioners with traditional hand technology and continuously renewable products. The company seeks to support the work of its existing and future partners through product advice and continuous customer visits. Their turnover in 2015 exceeded HUF 202 million The current number of employees is 46, of which 41 are active, of which a total of 3 are working in part-time work. The majority of employees work in production and the administrative staff are currently 4 people. The proportion of men and women is 20 %/80 %. Through the GINOP-5.3.2-16 tender, the aim of the company was to introduce new flexible forms of employment, with the involvement of the employees in employment, which, on the one hand, would be better adapted to the individual situation and personal preferences of the workers, thereby increasing employee engagement; on the other hand, it provides the company with an opportunity to meet market needs more flexible and efficient. The restructuring plan proposes the transformation of 5 jobs and a total of 6 jobs, with the following activities/procurements under the project (described their link to flexible work organisation): I. Cost involved in the professional implementation of the project: — Mentoring (12 months): The flexible organisation of work is an internal person who is responsible for the smooth dissemination process and provides support to the colleagues involved in the reorganisation. II. Costs of services related to the professional implementation of the project II/1. Other expert services — preparation of SZMSZ (10 days); Preparation of an equal opportunities plan (5 days); Drafting of labour regulations (10 days); Establishment of a flexible employment code (10 days): In order to ensure that flexible employment is organised and applied in a sustainable manner in the relevant legislation, it is necessary to establish an appropriate regulatory framework. — IT consultancy for remote access (5 days): Counselling helps colleagues working remotely or teleworking, or related to them, on how to use the IT background for their work. — Counselling for work-private coordination and flexible restructuring (6 days): Advice on the support of restructuring processes necessary for the expansion of flexible employment, covering legal, financial and labour issues related to the activities to be carried out under the Reorganisation Plan. II/2 Training costs — Employee training to accommodate flexible work organisation (16 hours against burnout); Training of employees to promote flexible work organisation (Group 4 hours); IT preparation of managers for the efficient operation of teleworking (infokomm 15 hours): Preparation for flexible work organisation is based on intensive training, which is licensed in accordance with the requirements of the Adult Education Act. The subject areas covered by the activity are defined in a binding theme. II/3 Marketing and communication — Leader’s workshop to reconcile flexible work organisation and organisation development plans (5 sessions): A collaborative workshop that takes into account the specificities of the enterprise and introduces managers to the world of flexible employment through their interactive participation. — Employee workshop for communication and organizational developments needed to promote flexible work organisation (5 sessions): A collaborative workshop that takes into account the specificities of the enterprise and introduces workers to a world of flexible employment through their interactive participation. — Leadership coaching (4 days): Individual preparation of executives working at the highest level, taking into account the specificities of the enterprise, to deal with positive and negative situations involving the introduction of flexible work organisation. II/4 Publicity: ensuring the publicity of the project. III. General overhead costs: covering the general costs of the project. IV. Employment of a new worker: Application of 2 new colleagues in flexible form of work organisation V. Investment V/1. Purchase of equipment — Laptop (4 pieces); Multifunctional machine (1 pcs); Smartphone (7 pcs): Providing a tool background for the development of mobile workstations for staff working in teleworking and remote access. V/2 Software procurement: — Graphic software (1 pcs); Microsoft Office (6 pcs). The company plans to recruit 2 new employees and related development. (English)
Property / summary: BOMBASEI Decor Kft. was founded jointly by a Swiss-resident company and a Hungarian private individual in 1987. In the 27 years since then, it has become one of the largest/best Hungarian privately owned confectionery decoration companies. The company assists the confectioners with traditional hand technology and continuously renewable products. The company seeks to support the work of its existing and future partners through product advice and continuous customer visits. Their turnover in 2015 exceeded HUF 202 million The current number of employees is 46, of which 41 are active, of which a total of 3 are working in part-time work. The majority of employees work in production and the administrative staff are currently 4 people. The proportion of men and women is 20 %/80 %. Through the GINOP-5.3.2-16 tender, the aim of the company was to introduce new flexible forms of employment, with the involvement of the employees in employment, which, on the one hand, would be better adapted to the individual situation and personal preferences of the workers, thereby increasing employee engagement; on the other hand, it provides the company with an opportunity to meet market needs more flexible and efficient. The restructuring plan proposes the transformation of 5 jobs and a total of 6 jobs, with the following activities/procurements under the project (described their link to flexible work organisation): I. Cost involved in the professional implementation of the project: — Mentoring (12 months): The flexible organisation of work is an internal person who is responsible for the smooth dissemination process and provides support to the colleagues involved in the reorganisation. II. Costs of services related to the professional implementation of the project II/1. Other expert services — preparation of SZMSZ (10 days); Preparation of an equal opportunities plan (5 days); Drafting of labour regulations (10 days); Establishment of a flexible employment code (10 days): In order to ensure that flexible employment is organised and applied in a sustainable manner in the relevant legislation, it is necessary to establish an appropriate regulatory framework. — IT consultancy for remote access (5 days): Counselling helps colleagues working remotely or teleworking, or related to them, on how to use the IT background for their work. — Counselling for work-private coordination and flexible restructuring (6 days): Advice on the support of restructuring processes necessary for the expansion of flexible employment, covering legal, financial and labour issues related to the activities to be carried out under the Reorganisation Plan. II/2 Training costs — Employee training to accommodate flexible work organisation (16 hours against burnout); Training of employees to promote flexible work organisation (Group 4 hours); IT preparation of managers for the efficient operation of teleworking (infokomm 15 hours): Preparation for flexible work organisation is based on intensive training, which is licensed in accordance with the requirements of the Adult Education Act. The subject areas covered by the activity are defined in a binding theme. II/3 Marketing and communication — Leader’s workshop to reconcile flexible work organisation and organisation development plans (5 sessions): A collaborative workshop that takes into account the specificities of the enterprise and introduces managers to the world of flexible employment through their interactive participation. — Employee workshop for communication and organizational developments needed to promote flexible work organisation (5 sessions): A collaborative workshop that takes into account the specificities of the enterprise and introduces workers to a world of flexible employment through their interactive participation. — Leadership coaching (4 days): Individual preparation of executives working at the highest level, taking into account the specificities of the enterprise, to deal with positive and negative situations involving the introduction of flexible work organisation. II/4 Publicity: ensuring the publicity of the project. III. General overhead costs: covering the general costs of the project. IV. Employment of a new worker: Application of 2 new colleagues in flexible form of work organisation V. Investment V/1. Purchase of equipment — Laptop (4 pieces); Multifunctional machine (1 pcs); Smartphone (7 pcs): Providing a tool background for the development of mobile workstations for staff working in teleworking and remote access. V/2 Software procurement: — Graphic software (1 pcs); Microsoft Office (6 pcs). The company plans to recruit 2 new employees and related development. (English) / rank
 
Normal rank
Property / summary: BOMBASEI Decor Kft. was founded jointly by a Swiss-resident company and a Hungarian private individual in 1987. In the 27 years since then, it has become one of the largest/best Hungarian privately owned confectionery decoration companies. The company assists the confectioners with traditional hand technology and continuously renewable products. The company seeks to support the work of its existing and future partners through product advice and continuous customer visits. Their turnover in 2015 exceeded HUF 202 million The current number of employees is 46, of which 41 are active, of which a total of 3 are working in part-time work. The majority of employees work in production and the administrative staff are currently 4 people. The proportion of men and women is 20 %/80 %. Through the GINOP-5.3.2-16 tender, the aim of the company was to introduce new flexible forms of employment, with the involvement of the employees in employment, which, on the one hand, would be better adapted to the individual situation and personal preferences of the workers, thereby increasing employee engagement; on the other hand, it provides the company with an opportunity to meet market needs more flexible and efficient. The restructuring plan proposes the transformation of 5 jobs and a total of 6 jobs, with the following activities/procurements under the project (described their link to flexible work organisation): I. Cost involved in the professional implementation of the project: — Mentoring (12 months): The flexible organisation of work is an internal person who is responsible for the smooth dissemination process and provides support to the colleagues involved in the reorganisation. II. Costs of services related to the professional implementation of the project II/1. Other expert services — preparation of SZMSZ (10 days); Preparation of an equal opportunities plan (5 days); Drafting of labour regulations (10 days); Establishment of a flexible employment code (10 days): In order to ensure that flexible employment is organised and applied in a sustainable manner in the relevant legislation, it is necessary to establish an appropriate regulatory framework. — IT consultancy for remote access (5 days): Counselling helps colleagues working remotely or teleworking, or related to them, on how to use the IT background for their work. — Counselling for work-private coordination and flexible restructuring (6 days): Advice on the support of restructuring processes necessary for the expansion of flexible employment, covering legal, financial and labour issues related to the activities to be carried out under the Reorganisation Plan. II/2 Training costs — Employee training to accommodate flexible work organisation (16 hours against burnout); Training of employees to promote flexible work organisation (Group 4 hours); IT preparation of managers for the efficient operation of teleworking (infokomm 15 hours): Preparation for flexible work organisation is based on intensive training, which is licensed in accordance with the requirements of the Adult Education Act. The subject areas covered by the activity are defined in a binding theme. II/3 Marketing and communication — Leader’s workshop to reconcile flexible work organisation and organisation development plans (5 sessions): A collaborative workshop that takes into account the specificities of the enterprise and introduces managers to the world of flexible employment through their interactive participation. — Employee workshop for communication and organizational developments needed to promote flexible work organisation (5 sessions): A collaborative workshop that takes into account the specificities of the enterprise and introduces workers to a world of flexible employment through their interactive participation. — Leadership coaching (4 days): Individual preparation of executives working at the highest level, taking into account the specificities of the enterprise, to deal with positive and negative situations involving the introduction of flexible work organisation. II/4 Publicity: ensuring the publicity of the project. III. General overhead costs: covering the general costs of the project. IV. Employment of a new worker: Application of 2 new colleagues in flexible form of work organisation V. Investment V/1. Purchase of equipment — Laptop (4 pieces); Multifunctional machine (1 pcs); Smartphone (7 pcs): Providing a tool background for the development of mobile workstations for staff working in teleworking and remote access. V/2 Software procurement: — Graphic software (1 pcs); Microsoft Office (6 pcs). The company plans to recruit 2 new employees and related development. (English) / qualifier
 
point in time: 9 February 2022
Timestamp+2022-02-09T00:00:00Z
Timezone+00:00
CalendarGregorian
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Revision as of 07:34, 9 February 2022

Project Q3941360 in Hungary
Language Label Description Also known as
English
Dissemination of flexible work organisation at Bombasei Decor Kft.
Project Q3941360 in Hungary

    Statements

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    12,397,750 forint
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    34,282.38 Euro
    0.00276521 Euro
    4 December 2021
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    39,407.915 Euro
    0.0027336256 Euro
    15 December 2021
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    14,415,988.372 forint
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    86.0 percent
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    1 July 2017
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    29 May 2018
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    BOMBASEI Decor Cukrászati Dekorációs Árukat Gyártó és Forgalmazó Korlátolt Felelősségű Társaság
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    48°12'5.47"N, 20°55'39.00"E
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    A BOMBASEI Decor Kft.-t egy svájci illetőségű vállalkozás és egy magyar magánszemély együttesen alapították 1987-ben. Az azóta eltelt 27 év alatt az egyik legnagyobb/legjobb magyar magántulajdonban lévő cukrászati dekorációs árukat gyártó és forgalmazó céggé vált. A vállalkozás hagyományos kézi technológiával, valamint folyamatosan megújuló termékekkel segíti a cukrászok munkáját, terméktanácsadással és folyamatos vevőlátogatással igyekszik meglévő és leendő partnerei munkáját hatékonyan támogatni. Árbevételük 2015-ben meghaladta a 202 millió forintot A jelenlegi alkalmazotti létszám 46 fő, ebből 41 fő aktív, melyből mindösszesen 3 fő dolgozik részmunkaidős foglalkoztatás keretében. Az alkalmazottak legnagyobb része a termelésben dolgozik, az adminisztrációhoz kapcsolódó állományi létszám jelenleg 4 fő. A férfiak és nők aránya 20% / 80%. A GINOP-5.3.2-16 pályázat által a cég azt tűzte ki célul, hogy az alkalmazásban álló munkavállalók bevonásával új rugalmas foglalkoztatási formák kerüljenek bevezetésre, melyek egyrészről jobban alkalmazkodnak a munkavállalók egyéni élethelyzetéhez és személyes preferenciáihoz, ezáltal növelve a munkavállalói elkötelezettséget; másfelől lehetőséget teremt a vállalat számára a piaci igények rugalmasabb és hatékonyabb kielégítésére. Az átszervezési terv 5 munkakör és összesen 6 munkahely átalakítását javasolja, melyben az alábbi, a projekt keretében megvalósuló tevékenységek/beszerzések járulnak hozzá (ismertetve a rugalmas munkaszervezéshez történő kapcsolódásukat): I. Projekt szakmai megvalósításában közreműködő költsége: - Mentor foglalkoztatása (12 hónap): A rugalmas munkaszervezés adaptálást segítő belső személy, aki az elterjesztés gördülékeny menetéért felel, támogatást nyújt az átszervezéssel érintett kollégák számára. II. Projekt szakmai megvalósításához kapcsolódó szolgáltatások költségei II/1. Egyéb szakértői szolgáltatás - SZMSZ elkészítése (10 nap); Esélyegyenlőségi terv elkészítése (5 nap); Munkaügyi szabályzat elkészítése (10 nap); Rugalmas foglalkoztatási szabályzat elkészítése (10 nap): A rugalmas foglalkoztatás szervezett és a vonatkozó jogszabályoknak történő, fenntartható alkalmazása érdekében szükséges a megfelelő szabályozási háttér kialakítása. - Táveléréshez szükséges informatikai tanácsadás (5 nap): A tanácsadás segítséget nyújt a távelérésben, vagy távmunkában dolgozó, illetve a velük kapcsolatban álló kollégák számára abban, hogyan alkalmazzák az adott informatikai hátteret a munkavégzéshez. - Munka-magánélet összehangolását és a rugalmas átszervezést segítő tanácsadás (6 nap): Tanácsadás a rugalmas foglalkoztatás elterjesztéséhez szükséges átszervezéssel járó folyamatok támogatására, mely kiterjed az Átszervezési terv alapján megvalósítandó tevékenységekhez kapcsolódó jogi, pénzügyi és munkaügyi témákra. II/2. Képzéshez kapcsolódó költségek - Munkavállalói képzés a rugalmas munkaszervezés befogadására (Kiégés elleni 16 óra); Munkavállalói képzés a rugalmas munkaszervezés elterjesztéséhez (Csoportos munkavégzés 4 óra); Vezetők informatikai felkészítése a távmunka hatékony működtetéséhez (infokomm 15 óra): A rugalmas munkaszervezésre történő felkészítést intenzív képzés alapozza meg, mely a Felnőttképzési Törvény előírásainak megfelelő engedéllyel rendelkezik. Kötött tematika határozza meg a tevékenység által érintett tématerületeket. II/3. Marketing, kommunikáció - Vezetői workshop a rugalmas munkaszervezés és a szervezetfejlesztési tervek összeegyeztetése érdekében (5 alkalom): A vállalkozás sajátosságait figyelembe vevő, kooperatív műhelymunka, mely a vezetőket interaktív részvételükkel vezeti be a rugalmas foglalkoztatás világába. - Munkavállaló workshop a rugalmas munkaszervezés elterjesztéséhez szükséges kommunikációs és szervezeti fejlesztésekhez (5 alkalom): A vállalkozás sajátosságait figyelembe vevő, kooperatív műhelymunka, mely a munkavállalókat interaktív részvételükkel vezeti be a rugalmas foglalkoztatás világába. - Vezetői coaching (4 nap): A vállalkozás sajátosságait figyelembe vevő, a legmagasabb szinten dolgozó vezetők egyéni felkészítése a rugalmas munkaszervezés bevezetésével járó pozitív és negatív töltetű szituációk kezelésére. II/4. Nyilvánosság biztosítása: a projekt publicitás biztosítása. III. Általános rezsi költség: a projekt általános költségeinek fedezése. IV. Új munkavállaló foglalkoztatása: 2 fő új kolléga alkalmazása rugalmas munkaszervezési formában V. Beruházás V/1. Eszközbeszerzés - Laptop (4 db); Multifunkciós gép (1 db); Okostelefon (7 db): A távmunkában és távelérésben dolgozó munkatársak mobil munkaállomásának kialakításához eszközháttér biztosítása. V/2. Szoftverbeszerzés: - Grafikai szoftver (1 db); Microsoft Office (6 db). A vállalkozás 2 fő új munkavállaló felvételét és ehhez kapcsolódó fejlesztést tervezi. (Hungarian)
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    BOMBASEI Decor Kft. was founded jointly by a Swiss-resident company and a Hungarian private individual in 1987. In the 27 years since then, it has become one of the largest/best Hungarian privately owned confectionery decoration companies. The company assists the confectioners with traditional hand technology and continuously renewable products. The company seeks to support the work of its existing and future partners through product advice and continuous customer visits. Their turnover in 2015 exceeded HUF 202 million The current number of employees is 46, of which 41 are active, of which a total of 3 are working in part-time work. The majority of employees work in production and the administrative staff are currently 4 people. The proportion of men and women is 20 %/80 %. Through the GINOP-5.3.2-16 tender, the aim of the company was to introduce new flexible forms of employment, with the involvement of the employees in employment, which, on the one hand, would be better adapted to the individual situation and personal preferences of the workers, thereby increasing employee engagement; on the other hand, it provides the company with an opportunity to meet market needs more flexible and efficient. The restructuring plan proposes the transformation of 5 jobs and a total of 6 jobs, with the following activities/procurements under the project (described their link to flexible work organisation): I. Cost involved in the professional implementation of the project: — Mentoring (12 months): The flexible organisation of work is an internal person who is responsible for the smooth dissemination process and provides support to the colleagues involved in the reorganisation. II. Costs of services related to the professional implementation of the project II/1. Other expert services — preparation of SZMSZ (10 days); Preparation of an equal opportunities plan (5 days); Drafting of labour regulations (10 days); Establishment of a flexible employment code (10 days): In order to ensure that flexible employment is organised and applied in a sustainable manner in the relevant legislation, it is necessary to establish an appropriate regulatory framework. — IT consultancy for remote access (5 days): Counselling helps colleagues working remotely or teleworking, or related to them, on how to use the IT background for their work. — Counselling for work-private coordination and flexible restructuring (6 days): Advice on the support of restructuring processes necessary for the expansion of flexible employment, covering legal, financial and labour issues related to the activities to be carried out under the Reorganisation Plan. II/2 Training costs — Employee training to accommodate flexible work organisation (16 hours against burnout); Training of employees to promote flexible work organisation (Group 4 hours); IT preparation of managers for the efficient operation of teleworking (infokomm 15 hours): Preparation for flexible work organisation is based on intensive training, which is licensed in accordance with the requirements of the Adult Education Act. The subject areas covered by the activity are defined in a binding theme. II/3 Marketing and communication — Leader’s workshop to reconcile flexible work organisation and organisation development plans (5 sessions): A collaborative workshop that takes into account the specificities of the enterprise and introduces managers to the world of flexible employment through their interactive participation. — Employee workshop for communication and organizational developments needed to promote flexible work organisation (5 sessions): A collaborative workshop that takes into account the specificities of the enterprise and introduces workers to a world of flexible employment through their interactive participation. — Leadership coaching (4 days): Individual preparation of executives working at the highest level, taking into account the specificities of the enterprise, to deal with positive and negative situations involving the introduction of flexible work organisation. II/4 Publicity: ensuring the publicity of the project. III. General overhead costs: covering the general costs of the project. IV. Employment of a new worker: Application of 2 new colleagues in flexible form of work organisation V. Investment V/1. Purchase of equipment — Laptop (4 pieces); Multifunctional machine (1 pcs); Smartphone (7 pcs): Providing a tool background for the development of mobile workstations for staff working in teleworking and remote access. V/2 Software procurement: — Graphic software (1 pcs); Microsoft Office (6 pcs). The company plans to recruit 2 new employees and related development. (English)
    9 February 2022
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    Szikszó, Borsod-Abaúj-Zemplén
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    Identifiers

    GINOP-5.3.2-16-2016-00117
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