Development of flexible employment by Lourdes Honey Kft. at her. (Q3941532): Difference between revisions
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The proliferation of flexible forms of employment not only promotes work organisation and thus market flexibility and adaptability, but also provides opportunities for the employment of disadvantaged groups that, in the absence of such forms, would be absent from the labour market. Within the framework of the project, we plan to introduce flexible working hours (by establishing a regular time-permeal time) with which we want to eliminate the problems currently existing in our company, such as the difficulties of satisfying customer needs, the flexible attitude that needs to be improved and the problems arising from the organisational structure. Within the framework of the project, we will provide advice on the introduction of flexible employment in the following areas: — Related legal, financial and labour consultancy, — Establishment of organizational development codes, — establishment of human resource development codes, — advice related to IT developments for the transformation of internal communication. Through training and workshops, we will develop the competences of our employees in flexible employment in the following areas: team coaching, time management, communication training, — benchmarking. Our company’s leadership development, which allows them to look into the introduction of flexible employment and thus increase their competence in this field. We plan to acquire assets, intangible assets, and work mentors will support workers in flexible employment during the project for a period of 9 months. At present, 19 of our employees are employed full-time, 3 part-time, 3 in unbound work schedules. It is a problem for us to meet customer needs in a flexible way, to rethink management levels and to reorganise the organisational structure, to which the reorganisation of jobs and the introduction of different flexible types of employment can be a solution. Our mentor has more than one year’s employment at our company, he is well versed in the operation of our organisation and the employees, so he is a suitable person to facilitate the long-term integration of flexible forms of employment into the operation of the company, to support employees’ employment and inclusion. We purchase 4 home workstations and 4 smartphones. The acquisition of workstations contributes greatly to the reconciliation of work and private life, makes work flexible even in space and creates opportunities for occasional teleworking. This is particularly useful for workers who have a minor child or a person requiring care in the family. With the possibility of flexible working from home, the worker can carry out his/her work alongside the person in need of permanent supervision. With a more free schedule, flexible working place, you can easily manage and reconcile your private work, which means a decrease in work-life tensions and less stress. As part of the development, we do not plan to carry out infrastructure and real estate investments for the jobs to be transformed. Fixed working time is a problem for workers who have the care of a minor child (school, kindergarten), care for a sick relative who needs care, daily commuting, school activities (second degree, further training) or other administration (post, bank, document office) in everyday life. As part of the project, we will facilitate work-life balance for workers by introducing several types of flexible employment, which directly increases the worker’s satisfaction. For example, if the worker commutes every day (plug, plus working time) he/she can devote his/her time saved by travel to private activities. It also has a positive impact on work, as a satisfied worker performs his/her work with greater motivation and a better mood. In total, we have 25 employees, of which 4 are involved in the restructuring into flexible employment, which is 16 % of the workers. All 4 are disadvantaged workers. (English) | |||||||||||||||
| Property / summary: The proliferation of flexible forms of employment not only promotes work organisation and thus market flexibility and adaptability, but also provides opportunities for the employment of disadvantaged groups that, in the absence of such forms, would be absent from the labour market. Within the framework of the project, we plan to introduce flexible working hours (by establishing a regular time-permeal time) with which we want to eliminate the problems currently existing in our company, such as the difficulties of satisfying customer needs, the flexible attitude that needs to be improved and the problems arising from the organisational structure. Within the framework of the project, we will provide advice on the introduction of flexible employment in the following areas: — Related legal, financial and labour consultancy, — Establishment of organizational development codes, — establishment of human resource development codes, — advice related to IT developments for the transformation of internal communication. Through training and workshops, we will develop the competences of our employees in flexible employment in the following areas: team coaching, time management, communication training, — benchmarking. Our company’s leadership development, which allows them to look into the introduction of flexible employment and thus increase their competence in this field. We plan to acquire assets, intangible assets, and work mentors will support workers in flexible employment during the project for a period of 9 months. At present, 19 of our employees are employed full-time, 3 part-time, 3 in unbound work schedules. It is a problem for us to meet customer needs in a flexible way, to rethink management levels and to reorganise the organisational structure, to which the reorganisation of jobs and the introduction of different flexible types of employment can be a solution. Our mentor has more than one year’s employment at our company, he is well versed in the operation of our organisation and the employees, so he is a suitable person to facilitate the long-term integration of flexible forms of employment into the operation of the company, to support employees’ employment and inclusion. We purchase 4 home workstations and 4 smartphones. The acquisition of workstations contributes greatly to the reconciliation of work and private life, makes work flexible even in space and creates opportunities for occasional teleworking. This is particularly useful for workers who have a minor child or a person requiring care in the family. With the possibility of flexible working from home, the worker can carry out his/her work alongside the person in need of permanent supervision. With a more free schedule, flexible working place, you can easily manage and reconcile your private work, which means a decrease in work-life tensions and less stress. As part of the development, we do not plan to carry out infrastructure and real estate investments for the jobs to be transformed. Fixed working time is a problem for workers who have the care of a minor child (school, kindergarten), care for a sick relative who needs care, daily commuting, school activities (second degree, further training) or other administration (post, bank, document office) in everyday life. As part of the project, we will facilitate work-life balance for workers by introducing several types of flexible employment, which directly increases the worker’s satisfaction. For example, if the worker commutes every day (plug, plus working time) he/she can devote his/her time saved by travel to private activities. It also has a positive impact on work, as a satisfied worker performs his/her work with greater motivation and a better mood. In total, we have 25 employees, of which 4 are involved in the restructuring into flexible employment, which is 16 % of the workers. All 4 are disadvantaged workers. (English) / rank | |||||||||||||||
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| Property / summary: The proliferation of flexible forms of employment not only promotes work organisation and thus market flexibility and adaptability, but also provides opportunities for the employment of disadvantaged groups that, in the absence of such forms, would be absent from the labour market. Within the framework of the project, we plan to introduce flexible working hours (by establishing a regular time-permeal time) with which we want to eliminate the problems currently existing in our company, such as the difficulties of satisfying customer needs, the flexible attitude that needs to be improved and the problems arising from the organisational structure. Within the framework of the project, we will provide advice on the introduction of flexible employment in the following areas: — Related legal, financial and labour consultancy, — Establishment of organizational development codes, — establishment of human resource development codes, — advice related to IT developments for the transformation of internal communication. Through training and workshops, we will develop the competences of our employees in flexible employment in the following areas: team coaching, time management, communication training, — benchmarking. Our company’s leadership development, which allows them to look into the introduction of flexible employment and thus increase their competence in this field. We plan to acquire assets, intangible assets, and work mentors will support workers in flexible employment during the project for a period of 9 months. At present, 19 of our employees are employed full-time, 3 part-time, 3 in unbound work schedules. It is a problem for us to meet customer needs in a flexible way, to rethink management levels and to reorganise the organisational structure, to which the reorganisation of jobs and the introduction of different flexible types of employment can be a solution. Our mentor has more than one year’s employment at our company, he is well versed in the operation of our organisation and the employees, so he is a suitable person to facilitate the long-term integration of flexible forms of employment into the operation of the company, to support employees’ employment and inclusion. We purchase 4 home workstations and 4 smartphones. The acquisition of workstations contributes greatly to the reconciliation of work and private life, makes work flexible even in space and creates opportunities for occasional teleworking. This is particularly useful for workers who have a minor child or a person requiring care in the family. With the possibility of flexible working from home, the worker can carry out his/her work alongside the person in need of permanent supervision. With a more free schedule, flexible working place, you can easily manage and reconcile your private work, which means a decrease in work-life tensions and less stress. As part of the development, we do not plan to carry out infrastructure and real estate investments for the jobs to be transformed. Fixed working time is a problem for workers who have the care of a minor child (school, kindergarten), care for a sick relative who needs care, daily commuting, school activities (second degree, further training) or other administration (post, bank, document office) in everyday life. As part of the project, we will facilitate work-life balance for workers by introducing several types of flexible employment, which directly increases the worker’s satisfaction. For example, if the worker commutes every day (plug, plus working time) he/she can devote his/her time saved by travel to private activities. It also has a positive impact on work, as a satisfied worker performs his/her work with greater motivation and a better mood. In total, we have 25 employees, of which 4 are involved in the restructuring into flexible employment, which is 16 % of the workers. All 4 are disadvantaged workers. (English) / qualifier | |||||||||||||||
point in time: 9 February 2022
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Revision as of 09:30, 9 February 2022
Project Q3941532 in Hungary
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Development of flexible employment by Lourdes Honey Kft. at her. |
Project Q3941532 in Hungary |
Statements
6,463,723 forint
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7,515,956.977 forint
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85.999972 percent
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17 March 2017
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14 March 2018
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LOURDES HONEY Kereskedelmi és Szolgáltató Korlátolt Felelősségű Társaság
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46°56'51.54"N, 20°50'50.71"E
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A rugalmas foglalkoztatási formák elterjedése nem csupán a munkaszervezést, ezáltal a piaci rugalmasságot, alkalmazkodóképességet segíti elő, de lehetőséget ad olyan hátrányos helyzetű csoportok foglalkoztatására is, amelyek – ilyen formák hiányában – távol maradnának a munkaerő-piactól. A projekt keretében rugalmas munkaidőt (törzsidő-peremidő kialakításával) tervezünk bevezetni, amellyel meg szeretnénk szüntetni a cégünkben jelenleg fennálló problémákat, mint a vevői igények kielégítésének nehézségei, a fejlesztésre szoruló rugalmas hozzáállás, valamint a szervezeti felépítésből fakadó gondok. A projekt keretében a rugalmas foglalkoztatás bevezetéséhez tanácsadást veszünk igénybe az alábbi területeken: - Kapcsolódó jogi, pénzügyi, munkaügyi tanácsadás, - Szervezetfejlesztési szabályzatok kialakítása, - Humán erőforrás-fejlesztési szabályzatok kialakítása, - IT fejlesztésekhez kapcsolódó tanácsadást a belső kommunikáció átalakításához. Képzések, műhelymunkák keretében az alábbi területeken fogjuk a rugalmas foglalkoztatásban részt vevő munkavállalóink kompetenciáit fejleszteni: - team coaching, - időgazdálkodás, - kommunikációs képzés, - teljesítményértékelés. Cégünk vezetői vezetőfejlesztésen, mellyel a rugalmas foglalkoztatás bevezetésébe tekinthetnek be és ezzel növelik kompetenciájukat e területen. Eszközök, immateriális javak beszerzését tervezzük, illetve munkahelyi mentor fogja támogatni a rugalmas foglalkoztatásban résztvevő munkavállalókat a projekt során, 9 hónapon keresztül. Jelenleg a munkavállalóink közül 19 fő teljes munkaidőben, 3 fő részmunkaidőben, 3 fő kötetlen munkarendben van foglalkoztatva. Problémát jelent számunkra a vevői igények rugalmas kielégítése, a fejlesztésre szoruló rugalmas hozzáállása vezetői szintek újragondolása, a szervezeti felépítés átalakítása, melyekre a munkakörök átszervezése, a különböző rugalmas foglalkoztatási típusok bevezetése megoldást jelenthet. Mentorunk több mint egy éves munkaviszonnyal rendelkezik cégünknél, jól ismeri a szervezetünk működését és a munkavállalókat is, így alkalmas személy a rugalmas foglalkoztatási formáknak a vállalkozás működésébe való hosszú távú beilleszkedésének elősegítésére, a munkavállalók általi alkalmazásának és befogadásának támogatására. Eszközbeszerzés keretében 4 darab otthoni munkaállomást és 4 darab okostelefont szerzünk be. A munkaállomások kialakítása beszerzése nagyban hozzájárul a munka és magánélet összeegyeztethetőségéhez, térben is rugalmassá teszi a munkavégzést, lehetőséget teremt az alkalmi távmunkára. Ez kifejezetten azoknál a munkavállalóknál hasznos, akiknél kiskorú gyermek vagy gondozást igénylő személy van a családban. A rugalmas, otthonról való munkavégzés lehetőségével a munkavállaló az állandó felügyeletet igénylő személy mellett is el tudja a végezni a munkáját. Szabadabb időbeosztással, rugalmas munkavégzési helyszínnel könnyebben el tudja intézni és a munkával összeegyeztetni a magánjellegű dolgait, mely a munka-magánéleti feszültségek csökkenését és kevesebb stresszhelyzetet jelent. A fejlesztés keretében az átalakítandó munkakörökhöz nem tervezünk megvalósítani infrastrukturális és ingatlan beruházást. A kötött munkaidő problémát jelent azoknál munkavállalóknál, akiknél kiskorú gyermek gondozása (iskola, óvoda), beteg, gondozást igénylő rokon ápolása, mindennapos ingázás, iskolai elfoglaltság (másoddiploma, továbbképzés) vagy egyéb ügyintézés (posta, bank, okmányiroda) a mindennapok része. A projekt keretében a rugalmas foglalkoztatás több típusának bevezetésével a munkavállalóknak megkönnyítjük a munka és magánélet közti egyensúly kialakítását, amely közvetlenül növeli a munkavállaló elégedettségét. Például abban az esetben, ha a munkavállaló minden nap ingázik (dugó, plusz munkaidő) az utazással megtakarított idejét magánjellegű tevékenységekre fordíthatja. Emellett a munkavégzésre is pozitív hatással van, mivel az elégedett munkavállaló nagyobb motiválsággal, jobb hangulatban végzi a munkáját. Összesen 25 munkavállalónk van, közülük 4 fő vesz részt a rugalmas foglalkoztatásba való átszervezésben, amely a munkavállalók 16%-a. Mind a 4 fő hátrányos helyzetű munkavállaló. (Hungarian)
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The proliferation of flexible forms of employment not only promotes work organisation and thus market flexibility and adaptability, but also provides opportunities for the employment of disadvantaged groups that, in the absence of such forms, would be absent from the labour market. Within the framework of the project, we plan to introduce flexible working hours (by establishing a regular time-permeal time) with which we want to eliminate the problems currently existing in our company, such as the difficulties of satisfying customer needs, the flexible attitude that needs to be improved and the problems arising from the organisational structure. Within the framework of the project, we will provide advice on the introduction of flexible employment in the following areas: — Related legal, financial and labour consultancy, — Establishment of organizational development codes, — establishment of human resource development codes, — advice related to IT developments for the transformation of internal communication. Through training and workshops, we will develop the competences of our employees in flexible employment in the following areas: team coaching, time management, communication training, — benchmarking. Our company’s leadership development, which allows them to look into the introduction of flexible employment and thus increase their competence in this field. We plan to acquire assets, intangible assets, and work mentors will support workers in flexible employment during the project for a period of 9 months. At present, 19 of our employees are employed full-time, 3 part-time, 3 in unbound work schedules. It is a problem for us to meet customer needs in a flexible way, to rethink management levels and to reorganise the organisational structure, to which the reorganisation of jobs and the introduction of different flexible types of employment can be a solution. Our mentor has more than one year’s employment at our company, he is well versed in the operation of our organisation and the employees, so he is a suitable person to facilitate the long-term integration of flexible forms of employment into the operation of the company, to support employees’ employment and inclusion. We purchase 4 home workstations and 4 smartphones. The acquisition of workstations contributes greatly to the reconciliation of work and private life, makes work flexible even in space and creates opportunities for occasional teleworking. This is particularly useful for workers who have a minor child or a person requiring care in the family. With the possibility of flexible working from home, the worker can carry out his/her work alongside the person in need of permanent supervision. With a more free schedule, flexible working place, you can easily manage and reconcile your private work, which means a decrease in work-life tensions and less stress. As part of the development, we do not plan to carry out infrastructure and real estate investments for the jobs to be transformed. Fixed working time is a problem for workers who have the care of a minor child (school, kindergarten), care for a sick relative who needs care, daily commuting, school activities (second degree, further training) or other administration (post, bank, document office) in everyday life. As part of the project, we will facilitate work-life balance for workers by introducing several types of flexible employment, which directly increases the worker’s satisfaction. For example, if the worker commutes every day (plug, plus working time) he/she can devote his/her time saved by travel to private activities. It also has a positive impact on work, as a satisfied worker performs his/her work with greater motivation and a better mood. In total, we have 25 employees, of which 4 are involved in the restructuring into flexible employment, which is 16 % of the workers. All 4 are disadvantaged workers. (English)
9 February 2022
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Gyomaendrőd, Békés
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Identifiers
GINOP-5.3.2-16-2016-00330
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