LedKoning B.V. (Q4000387): Difference between revisions
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(Changed an Item: Edited by the infer coords bot - inferring coordiantes from postal codes) |
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LedKoning B.V. is a fast-growing and dynamic company selling led strips and adjacent product categories, mainly online. There are now 8 people working on customer service, administration and (online) marketing. In order for LedKoning to grow sustainably, it is now important that the entrepreneur’s sphere of influence is reduced and the employees are more involved in growth and development. That is why a core team of employees has been formed, but they still have to grow in this new role. There is a need to create space for a learning culture, in which both individually and in collaboration, core team members can develop on non-company-specific knowledge and skills. This culture must also be (more) noticeable in their working and responsibilities for employees outside the core team. The objective of this project is, on the one hand, to develop an implementation plan, based on the advice of the advisor David Vethaak, and, on the other hand, to implement it. The main (end) goal here is that the employees are given a good role in the growth and development of the organisation and thus ensure sustainable employability (motivation and involvement of employees). (English) | |||||||||||||||
| Property / summary: LedKoning B.V. is a fast-growing and dynamic company selling led strips and adjacent product categories, mainly online. There are now 8 people working on customer service, administration and (online) marketing. In order for LedKoning to grow sustainably, it is now important that the entrepreneur’s sphere of influence is reduced and the employees are more involved in growth and development. That is why a core team of employees has been formed, but they still have to grow in this new role. There is a need to create space for a learning culture, in which both individually and in collaboration, core team members can develop on non-company-specific knowledge and skills. This culture must also be (more) noticeable in their working and responsibilities for employees outside the core team. The objective of this project is, on the one hand, to develop an implementation plan, based on the advice of the advisor David Vethaak, and, on the other hand, to implement it. The main (end) goal here is that the employees are given a good role in the growth and development of the organisation and thus ensure sustainable employability (motivation and involvement of employees). (English) / rank | |||||||||||||||
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| Property / summary: LedKoning B.V. is a fast-growing and dynamic company selling led strips and adjacent product categories, mainly online. There are now 8 people working on customer service, administration and (online) marketing. In order for LedKoning to grow sustainably, it is now important that the entrepreneur’s sphere of influence is reduced and the employees are more involved in growth and development. That is why a core team of employees has been formed, but they still have to grow in this new role. There is a need to create space for a learning culture, in which both individually and in collaboration, core team members can develop on non-company-specific knowledge and skills. This culture must also be (more) noticeable in their working and responsibilities for employees outside the core team. The objective of this project is, on the one hand, to develop an implementation plan, based on the advice of the advisor David Vethaak, and, on the other hand, to implement it. The main (end) goal here is that the employees are given a good role in the growth and development of the organisation and thus ensure sustainable employability (motivation and involvement of employees). (English) / qualifier | |||||||||||||||
point in time: 25 January 2022
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Revision as of 18:42, 25 January 2022
Project Q4000387 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | LedKoning B.V. |
Project Q4000387 in Netherlands |
Statements
25,000.0 Euro
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50,000.0 Euro
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50.0 percent
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9 January 2019
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9 January 2020
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LedKoning B.V.
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51°42'12.64"N, 5°16'4.26"E
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5222AX
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LedKoning B.V. is een snelgroeiend en dynamisch bedrijf waarbij, voornamelijk online, ledstrips en aangrenzende productcategorieën worden verkocht. Er werken inmiddels 8 mensen, verdeeld over de klantenservice, administratie en (online) marketing. Om LedKoning duurzaam verder te laten groeien is het nu belangrijk dat de invloedssfeer van de ondernemer wordt verkleind en de medewerkers meer worden betrokken in de groei en ontwikkeling. Daarom is er een kernteam geformeerd van medewerkers, die echter nog moeten groeien in deze nieuwe rol. Er moet ruimte worden gecreëerd voor een leercultuur, waarin zowel individueel als in samenwerking, de kernteamleden zich kunnen ontwikkelen op niet- bedrijfsspecifieke kennis en vaardigheden. Die cultuur moet ook voor de medewerkers buiten het kernteam om, zelf dagelijks (meer) merkbaar zijn in hun werkzaam- en verantwoordelijkheden. Dit project heeft als doelstelling om enerzijds, a.d.h.v. het advies van de adviseur David Vethaak, een implementatieplan te ontwikkelen en anderzijds om deze te implementeren. Het belangrijkste (eind)doel hierin is dat de medewerkers een goede rol in de groei en ontwikkeling van de organisatie krijgen en pakken en daarmee de duurzame inzetbaarheid (motivatie en betrokkenheid van de medewerkers) wordt gewaarborgd. (Dutch)
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LedKoning B.V. is a fast-growing and dynamic company selling led strips and adjacent product categories, mainly online. There are now 8 people working on customer service, administration and (online) marketing. In order for LedKoning to grow sustainably, it is now important that the entrepreneur’s sphere of influence is reduced and the employees are more involved in growth and development. That is why a core team of employees has been formed, but they still have to grow in this new role. There is a need to create space for a learning culture, in which both individually and in collaboration, core team members can develop on non-company-specific knowledge and skills. This culture must also be (more) noticeable in their working and responsibilities for employees outside the core team. The objective of this project is, on the one hand, to develop an implementation plan, based on the advice of the advisor David Vethaak, and, on the other hand, to implement it. The main (end) goal here is that the employees are given a good role in the growth and development of the organisation and thus ensure sustainable employability (motivation and involvement of employees). (English)
25 January 2022
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Identifiers
2018EUSF2013015
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