Kindergarten Haarlem (Q4009360): Difference between revisions
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Sustainable Employability Kinderopvang Haarlem (KOH) Kinderopvang Haarlem has taken several initiatives in recent years to increase the sustainable employability of employees and reduce absenteeism, but it has not led to the intended results, such as reducing absenteeism. Objective Sustainable employability The objectives are: — Encourage workers towards healthier lifestyles and reduce work stress and absenteeism. — Ensure a positive learning culture for employees — to move and support workers in their individual ambitions and personal entrepreneurship. Approach In consultation with Kinderopvang Haarlem, the approach will mainly focus on supporting and training managers to appeal to their employees on their own responsibility and to support growth and development. The basic principles here are: — make full use of initiatives already taken and existing HR tools. — embed as much as possible in daily work. — development of plan and training in collaboration with the organisation — tailor-made Result Leaders see sustainable employability as part of integral leadership. They are aware of their exemplary role and are equipped to conduct a continuous and constructive dialogue with their employees on their sustainable employability and to address their own responsibility. A spin-off of this trajectory is also the creation of a link between the executives, so that they will continue to learn from each other and be each other’s sparring partner. (English) | |||||||||||||||
| Property / summary: Sustainable Employability Kinderopvang Haarlem (KOH) Kinderopvang Haarlem has taken several initiatives in recent years to increase the sustainable employability of employees and reduce absenteeism, but it has not led to the intended results, such as reducing absenteeism. Objective Sustainable employability The objectives are: — Encourage workers towards healthier lifestyles and reduce work stress and absenteeism. — Ensure a positive learning culture for employees — to move and support workers in their individual ambitions and personal entrepreneurship. Approach In consultation with Kinderopvang Haarlem, the approach will mainly focus on supporting and training managers to appeal to their employees on their own responsibility and to support growth and development. The basic principles here are: — make full use of initiatives already taken and existing HR tools. — embed as much as possible in daily work. — development of plan and training in collaboration with the organisation — tailor-made Result Leaders see sustainable employability as part of integral leadership. They are aware of their exemplary role and are equipped to conduct a continuous and constructive dialogue with their employees on their sustainable employability and to address their own responsibility. A spin-off of this trajectory is also the creation of a link between the executives, so that they will continue to learn from each other and be each other’s sparring partner. (English) / rank | |||||||||||||||
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| Property / summary: Sustainable Employability Kinderopvang Haarlem (KOH) Kinderopvang Haarlem has taken several initiatives in recent years to increase the sustainable employability of employees and reduce absenteeism, but it has not led to the intended results, such as reducing absenteeism. Objective Sustainable employability The objectives are: — Encourage workers towards healthier lifestyles and reduce work stress and absenteeism. — Ensure a positive learning culture for employees — to move and support workers in their individual ambitions and personal entrepreneurship. Approach In consultation with Kinderopvang Haarlem, the approach will mainly focus on supporting and training managers to appeal to their employees on their own responsibility and to support growth and development. The basic principles here are: — make full use of initiatives already taken and existing HR tools. — embed as much as possible in daily work. — development of plan and training in collaboration with the organisation — tailor-made Result Leaders see sustainable employability as part of integral leadership. They are aware of their exemplary role and are equipped to conduct a continuous and constructive dialogue with their employees on their sustainable employability and to address their own responsibility. A spin-off of this trajectory is also the creation of a link between the executives, so that they will continue to learn from each other and be each other’s sparring partner. (English) / qualifier | |||||||||||||||
point in time: 25 January 2022
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Revision as of 19:38, 25 January 2022
Project Q4009360 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Kindergarten Haarlem |
Project Q4009360 in Netherlands |
Statements
20,000.0 Euro
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40,000.0 Euro
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50.0 percent
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25 March 2017
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25 March 2018
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Kinderopvang Haarlem
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52°22'28.45"N, 4°38'40.96"E
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2033EC
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Duurzame Inzetbaarheid Kinderopvang Haarlem (KOH) Kinderopvang Haarlem heeft de afgelopen jaren diverse initiatieven genomen om de duurzame inzetbaarheid van medewerkers te vergroten en het verzuim terug te dringen, het heeft echter niet geleid tot de beoogde resultaten, zoals het terugdringen van het ziekteverzuim. Doelstelling Duurzame inzetbaarheid De doelstellingen zijn: - werknemers te stimuleren tot een gezondere levensstijl en het terugdringen van werkstress en verzuim. - zorgen voor een positieve leercultuur voor werknemers - werknemers in beweging te brengen en te ondersteunen in hun individuele ambities en persoonlijk ondernemerschap. Aanpak In overleg met Kinderopvang Haarlem zal de aanpak zich voornamelijk richten op het ondersteunen en trainen van leidinggevenden om hun medewerkers aan te spreken op hun eigen verantwoordelijkheid en te ondersteunen in groei en ontwikkeling. Uitgangspunten hierbij zijn: - optimaal gebruik maken van reeds genomen initiatieven en bestaand HR instrumentarium. - zoveel mogelijk inbedden in dagelijkse werkzaamheden. - ontwikkeling van plan en trainingen in samenwerking met de organisatie - maatwerk Resultaat Leidinggevenden zien duurzame inzetbaarheid als onderdeel van integraal leiderschap. Ze zijn bewust van hun voorbeeldfunctie en toegerust om een continue en constructieve dialoog met hun medewerkers te voeren over hun duurzame inzetbaarheid en aan te spreken op hun eigen verantwoordelijkheid. Een spin-off van dit traject is ook het creëren van een band tussen de leidinggevenden onderling, zodat zij blijvend van elkaar blijven leren en elkaars sparring partner zullen zijn. (Dutch)
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Sustainable Employability Kinderopvang Haarlem (KOH) Kinderopvang Haarlem has taken several initiatives in recent years to increase the sustainable employability of employees and reduce absenteeism, but it has not led to the intended results, such as reducing absenteeism. Objective Sustainable employability The objectives are: — Encourage workers towards healthier lifestyles and reduce work stress and absenteeism. — Ensure a positive learning culture for employees — to move and support workers in their individual ambitions and personal entrepreneurship. Approach In consultation with Kinderopvang Haarlem, the approach will mainly focus on supporting and training managers to appeal to their employees on their own responsibility and to support growth and development. The basic principles here are: — make full use of initiatives already taken and existing HR tools. — embed as much as possible in daily work. — development of plan and training in collaboration with the organisation — tailor-made Result Leaders see sustainable employability as part of integral leadership. They are aware of their exemplary role and are equipped to conduct a continuous and constructive dialogue with their employees on their sustainable employability and to address their own responsibility. A spin-off of this trajectory is also the creation of a link between the executives, so that they will continue to learn from each other and be each other’s sparring partner. (English)
25 January 2022
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Identifiers
2016EUSF2012544
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