Development of flexible employment at NELSON HOTEL Kft. (Q3941624): 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 which, in the absence of such forms, would be absent from the labour market. In the framework of the project, we plan to introduce an unbound work schedule and working time framework (by setting up regular time-time, complemented by occasional teleworking for some employees), with which we want to eliminate the problems currently existing in our company, such as labour shortages, problems in the organisational structure and the lack of balance between work and private life. 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 managers participate in leadership development, coaching and benchmarking training, which allow 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 7 months. Currently, 2 of our employees are employed full-time, 19 with weekly or monthly working hours. Labour shortages, a lack of work-life balance, rethinking management levels and reorganising the organisational structure are a problem for us, to which the restructuring of jobs and the introduction of different flexible types of employment can be a solution. The position of the working mentor is carried out by István Csapó, managing director, and his/her education: he’s a qualified host. Our mentor has several years of 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 company’s operations, to support employees’ employment and inclusion. We purchase 5 workstations, one desktop with one server function, one router, 2 printers, 4 smartphones. The design of workstations, the purchase of smartphones and software development greatly contribute to the reconciliation of work and private life, making work flexible in space, creating 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 22 employees, 11 of whom are involved in the restructuring into flexible employment, which is 50 % of the employees. Their company plans to reorganise 3 disadvantaged workers into flexible forms of employment during the project. (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 which, in the absence of such forms, would be absent from the labour market. In the framework of the project, we plan to introduce an unbound work schedule and working time framework (by setting up regular time-time, complemented by occasional teleworking for some employees), with which we want to eliminate the problems currently existing in our company, such as labour shortages, problems in the organisational structure and the lack of balance between work and private life. 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 managers participate in leadership development, coaching and benchmarking training, which allow 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 7 months. Currently, 2 of our employees are employed full-time, 19 with weekly or monthly working hours. Labour shortages, a lack of work-life balance, rethinking management levels and reorganising the organisational structure are a problem for us, to which the restructuring of jobs and the introduction of different flexible types of employment can be a solution. The position of the working mentor is carried out by István Csapó, managing director, and his/her education: he’s a qualified host. Our mentor has several years of 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 company’s operations, to support employees’ employment and inclusion. We purchase 5 workstations, one desktop with one server function, one router, 2 printers, 4 smartphones. The design of workstations, the purchase of smartphones and software development greatly contribute to the reconciliation of work and private life, making work flexible in space, creating 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 22 employees, 11 of whom are involved in the restructuring into flexible employment, which is 50 % of the employees. Their company plans to reorganise 3 disadvantaged workers into flexible forms of employment during the project. (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 which, in the absence of such forms, would be absent from the labour market. In the framework of the project, we plan to introduce an unbound work schedule and working time framework (by setting up regular time-time, complemented by occasional teleworking for some employees), with which we want to eliminate the problems currently existing in our company, such as labour shortages, problems in the organisational structure and the lack of balance between work and private life. 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 managers participate in leadership development, coaching and benchmarking training, which allow 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 7 months. Currently, 2 of our employees are employed full-time, 19 with weekly or monthly working hours. Labour shortages, a lack of work-life balance, rethinking management levels and reorganising the organisational structure are a problem for us, to which the restructuring of jobs and the introduction of different flexible types of employment can be a solution. The position of the working mentor is carried out by István Csapó, managing director, and his/her education: he’s a qualified host. Our mentor has several years of 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 company’s operations, to support employees’ employment and inclusion. We purchase 5 workstations, one desktop with one server function, one router, 2 printers, 4 smartphones. The design of workstations, the purchase of smartphones and software development greatly contribute to the reconciliation of work and private life, making work flexible in space, creating 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 22 employees, 11 of whom are involved in the restructuring into flexible employment, which is 50 % of the employees. Their company plans to reorganise 3 disadvantaged workers into flexible forms of employment during the project. (English) / qualifier | |||||||||||||||
point in time: 9 February 2022
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Revision as of 10:33, 9 February 2022
Project Q3941624 in Hungary
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Development of flexible employment at NELSON HOTEL Kft. |
Project Q3941624 in Hungary |
Statements
10,593,894 forint
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12,318,481.395 forint
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85.999983 percent
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15 February 2017
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31 December 2017
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NELSON HOTEL Kereskedelmi és Szolgáltató Korlátolt Felelősségű Társaság
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47°26'35.27"N, 21°23'25.08"E
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AA 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 kötetlen munkarendet és munkaidőkeretet (törzsidő-peremidő kialakításával, egyes munkavállalóknál alkalmi távmunkával kiegészítve) tervezünk bevezetni, amellyel meg szeretnénk szüntetni a cégünkben jelenleg fennálló problémákat, mint a munkaerőhiány, a szervezeti felépítés problémái és a munka-magánélet egyensúlyának hiánya. 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, coaching-on és teljesítményértékelés képzésen vesznek részt, melyekkel 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, 7 hónapon keresztül. Jelenleg a munkavállalóink közül 2 fő teljes munkaidőben, 19 fő heti vagy havi munkaidőkerettel van foglalkoztatva. Problémát jelent számunkra a munkaerőhiány, a munka-magánélet egyensúlyának hiánya, a vezetői szintek újragondolása, a szervezeti felépítés átalakítása, melyekre a munkakörök átszervezése, a különböző rugalmas foglalkoztatási típusok bevezetése megoldást jelenthet. A munkahelyi mentor pozícióját Csapó István ügyvezető látja el, végzettsége: képesített vendéglátó. Mentorunk több 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 5 db munkaállomást, egy szerver funkciót ellátó asztali gépet, egy routert, 2 db nyomtatót, 4 db okostelefont szerzünk be. A munkaállomások kialakítása, az okostelefonok beszerzése, a szoftverfejlesztés 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 motiváltsággal, jobb hangulatban végzi a munkáját. Összesen 22 munkavállalónk van, közülük 11 fő vesz részt a rugalmas foglalkoztatásba való átszervezésben, amely a munkavállalók 50%-a. Cégük a projekt során 3 fő hátrányos helyzetű munkavállaló rugalmas foglalkoztatási formába történő átszervezését tervezi. (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 which, in the absence of such forms, would be absent from the labour market. In the framework of the project, we plan to introduce an unbound work schedule and working time framework (by setting up regular time-time, complemented by occasional teleworking for some employees), with which we want to eliminate the problems currently existing in our company, such as labour shortages, problems in the organisational structure and the lack of balance between work and private life. 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 managers participate in leadership development, coaching and benchmarking training, which allow 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 7 months. Currently, 2 of our employees are employed full-time, 19 with weekly or monthly working hours. Labour shortages, a lack of work-life balance, rethinking management levels and reorganising the organisational structure are a problem for us, to which the restructuring of jobs and the introduction of different flexible types of employment can be a solution. The position of the working mentor is carried out by István Csapó, managing director, and his/her education: he’s a qualified host. Our mentor has several years of 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 company’s operations, to support employees’ employment and inclusion. We purchase 5 workstations, one desktop with one server function, one router, 2 printers, 4 smartphones. The design of workstations, the purchase of smartphones and software development greatly contribute to the reconciliation of work and private life, making work flexible in space, creating 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 22 employees, 11 of whom are involved in the restructuring into flexible employment, which is 50 % of the employees. Their company plans to reorganise 3 disadvantaged workers into flexible forms of employment during the project. (English)
9 February 2022
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Hajdúszoboszló, Hajdú-Bihar
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Identifiers
GINOP-5.3.2-16-2016-00453
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