Introduction of flexible, family-friendly employment methods at Szarvas Cipó Kft. (Q3941394): Difference between revisions
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Our company was founded in 1994, its main activity since the founding of Bread; manufacture of fresh bakers’ wares. Our company is constantly developing dynamically, turnover and results are constantly increasing. The number of employees is increasing. Employment situation of the organisation: number of employees: 27, of which 26 are active and disadvantaged: Eight people. With the help of external consultants, we would like to develop a forward-looking resource strategy and personnel policy and develop flexible employment related systems. The direct aim of the project is to expand flexible forms of employment and adapt them to the company culture, thus achieving more efficient work and employee performance growth. The steps carried out within the framework of the project, for which costs are declared, the detailed descriptions and links of the cost items to the technical programme are set out in the textual justification of the budget. Labour law, financial, organizational development and human resources development advice related to the reorganisation of the job and the introduction of a flexible form of employment: • development and adaptation of organizational regulations and HR documents; • Consultancy for IT and ICT developments justified for HR activities and organizational development; • other legal, financial and labour counselling to help reconcile work-private life and appear as a condition for flexible restructuring. Trainings related to the restructuring of labour groups, the introduction of a flexible form of employment, as well as workshop workshops • managers • employee mentoring at work Flexible employment equipment, intangible assets The company currently works mainly in traditional forms of employment for 20 people, 6 people are flexible and part-time. The working hours are adapted to the service of the shops and the usual starting at the bakery in the morning, not set for hours. The creation of a family-friendly workplace would contribute to the retention of the workforce and would set the customary operation according to the legal framework, thus helping to operate more realisticly but efficiently. Supporting workers to cope with unexpected family and life situations due to fixed working patterns. The company’s management decided to introduce and expand flexible and informal working arrangements. In the current legislative environment, labour and personnel tasks and documentation require a more transparent and easier to manage system. We are trying to make jobs more realistic, cost-effective and more exploitable. The flexible forms of employment envisaged under the project are: —The form of employment of the managing director is transformed from the current 30-hour working schedule into an unbound form. —Workers with part-time and existing working time frameworks will be transformed into regular-time flexitime arrangements, as well as the working schedules of 7 non-disadvantaged workers who are restructured. —The current accountant and part-time administrator will be reorganised — 2 people. The mentoring function is performed by Ferenc Tóth Managing Director, he is the founding owner of the company, so his most authentic experiences in labour matters make him suitable for the performance of mentoring tasks and to facilitate the integration of the organisation of flexible forms of employment into the operation of the enterprise. In the project, IT (IT) and Information Communication (ICT) tools are purchased for teleworking in support of a reorganised, flexible form of employment and for the remote access of employees reorganised into an unbound work schedule, as well as an IT network. Purchases contribute to the introduction of a flexible form of employment, enabling work from home and making the company network available from home. The assets to be procured are included in the quotations, taking into account the TESOR list. As a result of the development, flexible working at home makes it possible, which makes workers more motivated and reduces stress in the workplace, which also contributes to the development of regular working hours. Taking into account the specificities of living for families and disadvantaged people is a determining factor in ensuring their livelihoods. Women, especially mothers with young children, can meet the expectations of work and family life through flexible forms of employment. The result of the project is 17 participants in the work-life reconciliation programme. The aim is to make work processes more efficient, to properly prepare job specifications and job descriptions, and to develop a future-oriented Labour and Personnel Policy. (English) | |||||||||||||||
| Property / summary: Our company was founded in 1994, its main activity since the founding of Bread; manufacture of fresh bakers’ wares. Our company is constantly developing dynamically, turnover and results are constantly increasing. The number of employees is increasing. Employment situation of the organisation: number of employees: 27, of which 26 are active and disadvantaged: Eight people. With the help of external consultants, we would like to develop a forward-looking resource strategy and personnel policy and develop flexible employment related systems. The direct aim of the project is to expand flexible forms of employment and adapt them to the company culture, thus achieving more efficient work and employee performance growth. The steps carried out within the framework of the project, for which costs are declared, the detailed descriptions and links of the cost items to the technical programme are set out in the textual justification of the budget. Labour law, financial, organizational development and human resources development advice related to the reorganisation of the job and the introduction of a flexible form of employment: • development and adaptation of organizational regulations and HR documents; • Consultancy for IT and ICT developments justified for HR activities and organizational development; • other legal, financial and labour counselling to help reconcile work-private life and appear as a condition for flexible restructuring. Trainings related to the restructuring of labour groups, the introduction of a flexible form of employment, as well as workshop workshops • managers • employee mentoring at work Flexible employment equipment, intangible assets The company currently works mainly in traditional forms of employment for 20 people, 6 people are flexible and part-time. The working hours are adapted to the service of the shops and the usual starting at the bakery in the morning, not set for hours. The creation of a family-friendly workplace would contribute to the retention of the workforce and would set the customary operation according to the legal framework, thus helping to operate more realisticly but efficiently. Supporting workers to cope with unexpected family and life situations due to fixed working patterns. The company’s management decided to introduce and expand flexible and informal working arrangements. In the current legislative environment, labour and personnel tasks and documentation require a more transparent and easier to manage system. We are trying to make jobs more realistic, cost-effective and more exploitable. The flexible forms of employment envisaged under the project are: —The form of employment of the managing director is transformed from the current 30-hour working schedule into an unbound form. —Workers with part-time and existing working time frameworks will be transformed into regular-time flexitime arrangements, as well as the working schedules of 7 non-disadvantaged workers who are restructured. —The current accountant and part-time administrator will be reorganised — 2 people. The mentoring function is performed by Ferenc Tóth Managing Director, he is the founding owner of the company, so his most authentic experiences in labour matters make him suitable for the performance of mentoring tasks and to facilitate the integration of the organisation of flexible forms of employment into the operation of the enterprise. In the project, IT (IT) and Information Communication (ICT) tools are purchased for teleworking in support of a reorganised, flexible form of employment and for the remote access of employees reorganised into an unbound work schedule, as well as an IT network. Purchases contribute to the introduction of a flexible form of employment, enabling work from home and making the company network available from home. The assets to be procured are included in the quotations, taking into account the TESOR list. As a result of the development, flexible working at home makes it possible, which makes workers more motivated and reduces stress in the workplace, which also contributes to the development of regular working hours. Taking into account the specificities of living for families and disadvantaged people is a determining factor in ensuring their livelihoods. Women, especially mothers with young children, can meet the expectations of work and family life through flexible forms of employment. The result of the project is 17 participants in the work-life reconciliation programme. The aim is to make work processes more efficient, to properly prepare job specifications and job descriptions, and to develop a future-oriented Labour and Personnel Policy. (English) / rank | |||||||||||||||
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| Property / summary: Our company was founded in 1994, its main activity since the founding of Bread; manufacture of fresh bakers’ wares. Our company is constantly developing dynamically, turnover and results are constantly increasing. The number of employees is increasing. Employment situation of the organisation: number of employees: 27, of which 26 are active and disadvantaged: Eight people. With the help of external consultants, we would like to develop a forward-looking resource strategy and personnel policy and develop flexible employment related systems. The direct aim of the project is to expand flexible forms of employment and adapt them to the company culture, thus achieving more efficient work and employee performance growth. The steps carried out within the framework of the project, for which costs are declared, the detailed descriptions and links of the cost items to the technical programme are set out in the textual justification of the budget. Labour law, financial, organizational development and human resources development advice related to the reorganisation of the job and the introduction of a flexible form of employment: • development and adaptation of organizational regulations and HR documents; • Consultancy for IT and ICT developments justified for HR activities and organizational development; • other legal, financial and labour counselling to help reconcile work-private life and appear as a condition for flexible restructuring. Trainings related to the restructuring of labour groups, the introduction of a flexible form of employment, as well as workshop workshops • managers • employee mentoring at work Flexible employment equipment, intangible assets The company currently works mainly in traditional forms of employment for 20 people, 6 people are flexible and part-time. The working hours are adapted to the service of the shops and the usual starting at the bakery in the morning, not set for hours. The creation of a family-friendly workplace would contribute to the retention of the workforce and would set the customary operation according to the legal framework, thus helping to operate more realisticly but efficiently. Supporting workers to cope with unexpected family and life situations due to fixed working patterns. The company’s management decided to introduce and expand flexible and informal working arrangements. In the current legislative environment, labour and personnel tasks and documentation require a more transparent and easier to manage system. We are trying to make jobs more realistic, cost-effective and more exploitable. The flexible forms of employment envisaged under the project are: —The form of employment of the managing director is transformed from the current 30-hour working schedule into an unbound form. —Workers with part-time and existing working time frameworks will be transformed into regular-time flexitime arrangements, as well as the working schedules of 7 non-disadvantaged workers who are restructured. —The current accountant and part-time administrator will be reorganised — 2 people. The mentoring function is performed by Ferenc Tóth Managing Director, he is the founding owner of the company, so his most authentic experiences in labour matters make him suitable for the performance of mentoring tasks and to facilitate the integration of the organisation of flexible forms of employment into the operation of the enterprise. In the project, IT (IT) and Information Communication (ICT) tools are purchased for teleworking in support of a reorganised, flexible form of employment and for the remote access of employees reorganised into an unbound work schedule, as well as an IT network. Purchases contribute to the introduction of a flexible form of employment, enabling work from home and making the company network available from home. The assets to be procured are included in the quotations, taking into account the TESOR list. As a result of the development, flexible working at home makes it possible, which makes workers more motivated and reduces stress in the workplace, which also contributes to the development of regular working hours. Taking into account the specificities of living for families and disadvantaged people is a determining factor in ensuring their livelihoods. Women, especially mothers with young children, can meet the expectations of work and family life through flexible forms of employment. The result of the project is 17 participants in the work-life reconciliation programme. The aim is to make work processes more efficient, to properly prepare job specifications and job descriptions, and to develop a future-oriented Labour and Personnel Policy. (English) / qualifier | |||||||||||||||
point in time: 9 February 2022
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Revision as of 07:35, 9 February 2022
Project Q3941394 in Hungary
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Introduction of flexible, family-friendly employment methods at Szarvas Cipó Kft. |
Project Q3941394 in Hungary |
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14,953,543 forint
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17,387,840.698 forint
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85.999993 percent
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1 March 2017
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12 November 2017
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"SZARVAS-CIPÓ" Sütőipari Termelő és Kereskedelmi Korlátolt Felelősségű Társaság
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46°51'43.70"N, 20°33'7.74"E
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Cégünk 1994-ben alakult, fő tevékenysége az alapítás óta Kenyér; friss pékáru gyártása. Vállalkozásunk a folyamatosan dinamikusan fejlődik, az árbevétel és az eredmény folyamatosan növekvő tendenciát mutat. Az alkalmazottak száma nő. A szervezet foglalkoztatási helyzete: foglalkoztatotti létszám: 27 fő, ebből aktív 26 fő és hátrányos helyzetű: 8 fő. A cég jövőbeni fenntartására és a humánerőforrás biztosítására, külső tanácsadók segítségével szeretnénk egy jövőbe mutató erőforrás stratégiát és személyügyi politikát kidolgoztatni, valamint a rugalmas foglalkoztatás kapcsolódó rendszereket kialakítani. A projekt közvetlen célja a rugalmas foglalkoztatási formák bővítése, adaptálása a vállalkozás vállalati kultúrájába, és így a hatékonyabb munkavégzés és munkavállalói teljesítménynövekedés elérése. A projekt keretében megvalósuló lépések, melyekhez költségek kerülnek elszámolásra, a költségtételek részletes leírásait és kapcsolódásait a szakmai programhoz a költségvetés szöveges indoklása tartalmazza. Munkakör átszervezéséhez, rugalmas foglalkoztatási forma bevezetéséhez kapcsolódó munkajogi, pénzügyi, szervezetfejlesztési és humán erőforrás-fejlesztési tanácsadás: • szervezeti szabályzatok és HR dokumentumok kialakítása, átalakítása; • HR-tevékenységhez, szervezeti fejlesztéshez alátámasztottan indokolt IT, IKT fejlesztésekhez tanácsadás; • munka-magánélet összehangolását segítő és a rugalmas átszervezés feltételeként megjelenő egyéb jogi, pénzügyi, munkaügyi tanácsadás Munkakörök átalakításához, rugalmas foglalkoztatási forma bevezetéséhez kapcsolódó képzések, valamint műhelymunkák (workshop) • vezetői • munkavállalói Munkahelyi mentor foglalkoztatása Rugalmas foglalkoztatáshoz szükséges eszközök, immateriális javak beszerzése A vállalkozásnál jelenleg főként hagyományos foglalkoztatási formában történik a munkavégzés 20 fő esetén, 6 fő rugalmas illetve részmunkaidős. A munkaidő igazodik a boltok kiszolgálásához, illetve a pékségnél szokásos hajnali kezdéshez, nincs órára beszabályozva. A családbarát munkahely kialakítása hozzájárulna a munkaerő megtartásához, valamint a szokásjog szerinti működést jogszabályi keretek szerint rögzítené, ezzel a segítve az életszerűbb, de hatékony működést. Támogatva a munkavállalókat, hogy a kötött munkarend miatt könnyebben tudják megoldani a váratlan családi- és élethelyzeteiket. A cég vezetése a rugalmas és kötetlenebb munkarend bevezetése, illetve kibővítése mellett döntött. A munkaügyi és személyügyi feladatok és dokumentációk a jelenlegi jogszabályi környezetben egy átláthatóbb és könnyebben kezelhető rendszert kívánnak meg. A munkaköröket életszerűbbé, költséghatékonyabbá és jobban kihasználhatóvá próbáljuk tenni. A projekt keretében bevezetni tervezett rugalmas foglalkoztatási formák a következők: -Az ügyvezető foglalkoztatási formája a jelenlegi 30 órás munkaidőkeretes munkarendből kötetlen formába kerül átalakításra. -Részmunkaidős és már meglévő munkaidőkeretes 5 fő, illetve a további 3 hátránnyal élő munkavállaló törzsidős rugalmas munkaidőkeretes formába kerül átalakításra, ahogy az átszervezésre kerülő nem hátránnyal élő 7 fő dolgozó munkarendje is. -Távmunkába kerül átszervezésre a jelenlegi 8 ó-ban foglalkoztatott könyvelő és a részmunkaidős adminisztrátor is - 2 fő. A mentori feladatot Tóth Ferenc ügyvezető látja el, ő a vállalkozás alapító tulajdonosa, így a munkaügyi kérdésekben a legautentikusabb Tapasztalatai alkalmassá teszik a mentori feladatok ellátására, a rugalmas foglalkoztatási forma szervezésének a vállalkozás működésébe való beillesztésének elősegítésére. A projektben informatikai (IT) és infókommunikációs (IKT) eszközök beszerzése történik az átszervezett, rugalmas foglalkoztatási formát támogató távmunka végzéséhez és a kötetlen munkarendbe átszervezésre kerülő munkavállalók távelérésének érdekében, valamint informatikai hálózat kerül kiépítésre. A beszerzések hozzájárulnak a rugalmas foglalkoztatási forma bevezetéséhez, általuk lehetővé válik az otthonról történő munkavégzés, illetve otthonról elérhetővé válik a vállalati hálózat. A beszerzendő eszközöket az árajánlatok tartalmazzák, figyelembe véve a TESZOR listát. A fejlesztés hatására lehetővé válik a rugalmas, így az otthoni munkavégzés, ami motiváltabbá teszi a dolgozókat, csökkenti a munkahelyi stresszt, ehhez a törzsidő kialakítása is hozzájárul. Meghatározó tényező a családos és hátrányos helyzetűek számára a megélhetés biztosítása során az életviteli sajátosságok figyelembevétele. A nők, főként a kisgyermekes anyák a rugalmas foglalkoztatási formák alkalmazásával könnyebben meg tudnak felelni a munka és a családi élet elvárásainak. A projekt eredménye a munka és magánélet összehangolását segítő programban részvevők száma 17 fő. A munkafolyamatok hatékonyabb működése, a munkaköri specifikációk és a munkaköri leírások megfelelő elkészítése, egy jövőbe mutató Munkaerőgazdálkodási-és személyügyi politika kidolgozása a cél. (Hungarian)
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Our company was founded in 1994, its main activity since the founding of Bread; manufacture of fresh bakers’ wares. Our company is constantly developing dynamically, turnover and results are constantly increasing. The number of employees is increasing. Employment situation of the organisation: number of employees: 27, of which 26 are active and disadvantaged: Eight people. With the help of external consultants, we would like to develop a forward-looking resource strategy and personnel policy and develop flexible employment related systems. The direct aim of the project is to expand flexible forms of employment and adapt them to the company culture, thus achieving more efficient work and employee performance growth. The steps carried out within the framework of the project, for which costs are declared, the detailed descriptions and links of the cost items to the technical programme are set out in the textual justification of the budget. Labour law, financial, organizational development and human resources development advice related to the reorganisation of the job and the introduction of a flexible form of employment: • development and adaptation of organizational regulations and HR documents; • Consultancy for IT and ICT developments justified for HR activities and organizational development; • other legal, financial and labour counselling to help reconcile work-private life and appear as a condition for flexible restructuring. Trainings related to the restructuring of labour groups, the introduction of a flexible form of employment, as well as workshop workshops • managers • employee mentoring at work Flexible employment equipment, intangible assets The company currently works mainly in traditional forms of employment for 20 people, 6 people are flexible and part-time. The working hours are adapted to the service of the shops and the usual starting at the bakery in the morning, not set for hours. The creation of a family-friendly workplace would contribute to the retention of the workforce and would set the customary operation according to the legal framework, thus helping to operate more realisticly but efficiently. Supporting workers to cope with unexpected family and life situations due to fixed working patterns. The company’s management decided to introduce and expand flexible and informal working arrangements. In the current legislative environment, labour and personnel tasks and documentation require a more transparent and easier to manage system. We are trying to make jobs more realistic, cost-effective and more exploitable. The flexible forms of employment envisaged under the project are: —The form of employment of the managing director is transformed from the current 30-hour working schedule into an unbound form. —Workers with part-time and existing working time frameworks will be transformed into regular-time flexitime arrangements, as well as the working schedules of 7 non-disadvantaged workers who are restructured. —The current accountant and part-time administrator will be reorganised — 2 people. The mentoring function is performed by Ferenc Tóth Managing Director, he is the founding owner of the company, so his most authentic experiences in labour matters make him suitable for the performance of mentoring tasks and to facilitate the integration of the organisation of flexible forms of employment into the operation of the enterprise. In the project, IT (IT) and Information Communication (ICT) tools are purchased for teleworking in support of a reorganised, flexible form of employment and for the remote access of employees reorganised into an unbound work schedule, as well as an IT network. Purchases contribute to the introduction of a flexible form of employment, enabling work from home and making the company network available from home. The assets to be procured are included in the quotations, taking into account the TESOR list. As a result of the development, flexible working at home makes it possible, which makes workers more motivated and reduces stress in the workplace, which also contributes to the development of regular working hours. Taking into account the specificities of living for families and disadvantaged people is a determining factor in ensuring their livelihoods. Women, especially mothers with young children, can meet the expectations of work and family life through flexible forms of employment. The result of the project is 17 participants in the work-life reconciliation programme. The aim is to make work processes more efficient, to properly prepare job specifications and job descriptions, and to develop a future-oriented Labour and Personnel Policy. (English)
9 February 2022
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Szarvas, Békés
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Identifiers
GINOP-5.3.2-16-2016-00157
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