Thomas Regout International B.V. (Q4004072): Difference between revisions
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(Changed label, description and/or aliases in it, and other parts: Adding Italian translations) |
(Changed label, description and/or aliases in en, and other parts: Adding English translations) |
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Thomas Regout International B.V. | |||||||||||||||
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Thomas Regout has planned to carry out a trajectory in which its employees become more employable within and outside the organisation. To achieve this, TR is supported by external consultants to carry out a trajectory consisting of two phases. Phase 1 consists of improving the MT’s cohesion and identifying individual development opportunities for MT members so that they are equipped with the right skills to guide (middle framework) staff in the second phase of the trajectory. Individual intakes and group sessions will take place in which the MT will be interviewed under the guidance of the advisors. The second phase of the process consists of guiding all (middle) employees towards more self-management, ownership, safety, result orientation and chain thinking. The MT will play a role here to monitor behavioural adjustments and provide feedback where necessary (both positive and negative). The intended result of the trajectory is an increased awareness among employees about their qualities, which increases their sustainable employability. (English) | |||||||||||||||
| Property / summary: Thomas Regout has planned to carry out a trajectory in which its employees become more employable within and outside the organisation. To achieve this, TR is supported by external consultants to carry out a trajectory consisting of two phases. Phase 1 consists of improving the MT’s cohesion and identifying individual development opportunities for MT members so that they are equipped with the right skills to guide (middle framework) staff in the second phase of the trajectory. Individual intakes and group sessions will take place in which the MT will be interviewed under the guidance of the advisors. The second phase of the process consists of guiding all (middle) employees towards more self-management, ownership, safety, result orientation and chain thinking. The MT will play a role here to monitor behavioural adjustments and provide feedback where necessary (both positive and negative). The intended result of the trajectory is an increased awareness among employees about their qualities, which increases their sustainable employability. (English) / rank | |||||||||||||||
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| Property / summary: Thomas Regout has planned to carry out a trajectory in which its employees become more employable within and outside the organisation. To achieve this, TR is supported by external consultants to carry out a trajectory consisting of two phases. Phase 1 consists of improving the MT’s cohesion and identifying individual development opportunities for MT members so that they are equipped with the right skills to guide (middle framework) staff in the second phase of the trajectory. Individual intakes and group sessions will take place in which the MT will be interviewed under the guidance of the advisors. The second phase of the process consists of guiding all (middle) employees towards more self-management, ownership, safety, result orientation and chain thinking. The MT will play a role here to monitor behavioural adjustments and provide feedback where necessary (both positive and negative). The intended result of the trajectory is an increased awareness among employees about their qualities, which increases their sustainable employability. (English) / qualifier | |||||||||||||||
point in time: 16 January 2022
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Revision as of 09:41, 16 January 2022
Project Q4004072 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Thomas Regout International B.V. |
Project Q4004072 in Netherlands |
Statements
31 December 1999
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31 December 1999
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Thomas Regout International B.V.
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6219NR
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Thomas Regout heeft zich voorgenomen om een traject uit te voeren waarin haar medewerkers breder inzetbaar worden binnen en buiten de organisatie. Om dit te bereiken wordt TR ondersteund door externe adviseurs om een traject uit te voeren dat bestaat uit twee fases. Fase 1 bestaat uit het verbeteren van de cohesie van het MT, en het bepalen van individuele ontwikkelingsmogelijkheden van de MT-leden zodat zij uitgerust worden met de juiste vaardigheden om de (middenkader)medewerkers te begeleiden in de tweede fase van het traject. Er zullen individuele intakes plaatsvinden en groepssessies waarin het MT onder begeleiding van de adviseurs in gesprek zal gaan. De tweede fase van het traject bestaat uit het begeleiden van alle (middenkader)medewerkers naar meer zelfsturing, eigenaarschap, veiligheid, resultaatgerichtheid en ketendenken. Het MT zal hier een rol spelen om gedragsaanpassingen te monitoren en waar nodig feedback te geven (zowel positief als negatief). Het beoogde resultaat van het traject is een verhoogd bewustzijn onder medewerkers over hun kwaliteiten, wat hun duurzame inzetbaarheid verhoogt. (Dutch)
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Thomas Regout ha planeado llevar a cabo una trayectoria en la que sus empleados se vuelven más empleables dentro y fuera de la organización. Para ello, TR cuenta con el apoyo de consultores externos para llevar a cabo una trayectoria consistente en dos fases. La fase 1 consiste en mejorar la cohesión de la MT y en identificar oportunidades de desarrollo individuales para los miembros de las MT, de modo que estén equipados con las capacidades adecuadas para guiar al personal (marco intermedio) en la segunda fase de la trayectoria. Las tomas individuales y las sesiones grupales se llevarán a cabo en las que se entrevistará a la MT bajo la dirección de los asesores. La segunda fase del proceso consiste en orientar a todos los empleados (medios) hacia una mayor autogestión, propiedad, seguridad, orientación a los resultados y pensamiento en cadena. La MT desempeñará un papel en este ámbito para supervisar los ajustes de comportamiento y proporcionar retroalimentación cuando sea necesario (tanto positivo como negativo). El resultado previsto de la trayectoria es una mayor sensibilización de los empleados sobre sus cualidades, lo que aumenta su empleabilidad sostenible. (Spanish)
16 January 2022
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Thomas Regout ha pianificato di effettuare una traiettoria in cui i suoi dipendenti diventano più occupabili all'interno e all'esterno dell'organizzazione. A tal fine, TR è supportato da consulenti esterni per realizzare una traiettoria composta da due fasi. La fase 1 consiste nel migliorare la coesione della MT e nell'individuare le opportunità di sviluppo individuali per i membri della MT, in modo che siano dotati delle competenze adeguate per guidare il personale (quadro medio) nella seconda fase della traiettoria. Le singole assunzioni e le sessioni di gruppo si svolgeranno durante le quali il MT sarà intervistato sotto la guida dei consulenti. La seconda fase del processo consiste nel guidare tutti i dipendenti (mezzo) verso una maggiore autogestione, proprietà, sicurezza, orientamento ai risultati e pensiero a catena. L'MT svolgerà un ruolo al riguardo per monitorare gli aggiustamenti comportamentali e fornire, ove necessario, un feedback (sia positivo che negativo). Il risultato previsto della traiettoria è una maggiore consapevolezza dei dipendenti circa le loro qualità, che aumenta la loro occupabilità sostenibile. (Italian)
16 January 2022
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Thomas Regout has planned to carry out a trajectory in which its employees become more employable within and outside the organisation. To achieve this, TR is supported by external consultants to carry out a trajectory consisting of two phases. Phase 1 consists of improving the MT’s cohesion and identifying individual development opportunities for MT members so that they are equipped with the right skills to guide (middle framework) staff in the second phase of the trajectory. Individual intakes and group sessions will take place in which the MT will be interviewed under the guidance of the advisors. The second phase of the process consists of guiding all (middle) employees towards more self-management, ownership, safety, result orientation and chain thinking. The MT will play a role here to monitor behavioural adjustments and provide feedback where necessary (both positive and negative). The intended result of the trajectory is an increased awareness among employees about their qualities, which increases their sustainable employability. (English)
16 January 2022
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Identifiers
2018EUSF2011093
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