Professional, foreign language and competence development courses at RUAG Ammotec Hungary Zrt. (Q3941925): Difference between revisions
Jump to navigation
Jump to search
(Changed an Item: add summary) |
(Changed an Item: Adding English translations) |
||||||||||||||
| Property / summary | |||||||||||||||
In Sirok 1952 anti-personnel ammunition plants were established and since 2009 we have continued and continuously developed the tradition of production of ammunition, which started more than 65 years ago, as part of the international RUAG group. Our company is a market leader in the production of kiskaliber ammunition in Europe. The brands belonging to the company’s product range are extremely successful, which will ensure further market growth. We also play a significant role in Hungary, and we are a stable partner of the Hungarian defence agencies. The plant is located in Sirok, in the Liszkó Valley, one of the major and stable employers of the region. The region’s main employment centre is Eger and Hatvan, where several large companies have established their plants, so RUAG is struggling with reduced labour market opportunities. Therefore, retaining our employees is a priority in the company’s HR strategy. Of the company’s 340 employees, 125 were over 50 years of age, 29 completed only 8 primary schools and 5 were disabled. At present, we have 80 employees in locksmith jobs, more than 30 % of them perform their tasks without an OKJ qualification. An important element of our training plan is that 27 locksmiths acquire the professional qualifications of industrial mechanical engineers, thereby increasing the level of knowledge required for the efficient operation of production machines. In order to modernise the material handling process needed to serve the production machines, 27 people are trained as forklifting machine handlers, 15 of which are employees and 12 outlying actors from disadvantaged backgrounds. Digital competences vary, office staff constantly use IT tools and systems, managers and middle managers in production and quality control areas perform their work connected to the company’s network system. In order to increase the efficiency of production work, the SAP corporate management system is implemented in an increasing number of work areas of the company, so from production planning, order, development, production to delivery, all relevant information is available in real time within a network. A strong level of proficiency in English and digital competences is essential for our company’s management and middle management secretarial staff. Nearly 10 % of our employees are under 25 years of age and 37 % are over 50 years old, so modernising production is a challenge for them. The introduction of digitised, controlled machines in the workflow is only possible for them and for those with low educational attainment only with significant preventive preparatory training. An assessment of the needs of those working in production shows that they want to develop their professional competences, acquire professional qualifications and familiarise themselves with innovative new technologies, which is a prerequisite for strengthening digitised production aimed at increasing efficiency and productivity. In cooperation with the county employment pacts, the company, as a partner of the Pact, aims to strengthen their stay in training and their employment by participating in training that increases their chances of getting a job. The company does not wish to employ external actors after the project is completed, but keeps it on the register if a position opens. Course of the project: Pre-knowledge measurement in accordance with Act LXXVII of 2013 on adult education (hereinafter: Fktv.) is carried out at our company in the framework of the tender on the basis of the interpretative provisions contained in Section 2 of the Fktv. The assessment of the ex-ante knowledge level allows for the inclusion of unverifiable knowledge on a paper basis and a demonstration of knowledge acquired through non-formal education. The purpose of the application is: 1. Identify the applicant’s (if applicable) knowledge, skills and competences in a given field. 2. Choosing the most appropriate training for the student’s level of knowledge and reducing the cost, energy and time of the individual and society. Knowledge measurement process: • Determination of the measurement target • Determination of the subject of the survey • Systematisation and selection of knowledge material • Compilation of tasks • Preparation of evaluation guides • Overview, testing The detailed schedules are listed in the recorded data tables. Measurement of effectiveness: We intend to measure the effectiveness of the training plan and the effectiveness of its implementation in the following areas: the data will be examined from the calendar year after implementation until the end of the maintenance period. The satisfaction measurement questionnaires are completed once a year by the competent authorities (employees, managers) as set out in the quality assurance system. This includes disincentives affecting the worker’s work activities, and the need for possible improvement of knowledge. Both main areas will be evaluated. (English) | |||||||||||||||
| Property / summary: In Sirok 1952 anti-personnel ammunition plants were established and since 2009 we have continued and continuously developed the tradition of production of ammunition, which started more than 65 years ago, as part of the international RUAG group. Our company is a market leader in the production of kiskaliber ammunition in Europe. The brands belonging to the company’s product range are extremely successful, which will ensure further market growth. We also play a significant role in Hungary, and we are a stable partner of the Hungarian defence agencies. The plant is located in Sirok, in the Liszkó Valley, one of the major and stable employers of the region. The region’s main employment centre is Eger and Hatvan, where several large companies have established their plants, so RUAG is struggling with reduced labour market opportunities. Therefore, retaining our employees is a priority in the company’s HR strategy. Of the company’s 340 employees, 125 were over 50 years of age, 29 completed only 8 primary schools and 5 were disabled. At present, we have 80 employees in locksmith jobs, more than 30 % of them perform their tasks without an OKJ qualification. An important element of our training plan is that 27 locksmiths acquire the professional qualifications of industrial mechanical engineers, thereby increasing the level of knowledge required for the efficient operation of production machines. In order to modernise the material handling process needed to serve the production machines, 27 people are trained as forklifting machine handlers, 15 of which are employees and 12 outlying actors from disadvantaged backgrounds. Digital competences vary, office staff constantly use IT tools and systems, managers and middle managers in production and quality control areas perform their work connected to the company’s network system. In order to increase the efficiency of production work, the SAP corporate management system is implemented in an increasing number of work areas of the company, so from production planning, order, development, production to delivery, all relevant information is available in real time within a network. A strong level of proficiency in English and digital competences is essential for our company’s management and middle management secretarial staff. Nearly 10 % of our employees are under 25 years of age and 37 % are over 50 years old, so modernising production is a challenge for them. The introduction of digitised, controlled machines in the workflow is only possible for them and for those with low educational attainment only with significant preventive preparatory training. An assessment of the needs of those working in production shows that they want to develop their professional competences, acquire professional qualifications and familiarise themselves with innovative new technologies, which is a prerequisite for strengthening digitised production aimed at increasing efficiency and productivity. In cooperation with the county employment pacts, the company, as a partner of the Pact, aims to strengthen their stay in training and their employment by participating in training that increases their chances of getting a job. The company does not wish to employ external actors after the project is completed, but keeps it on the register if a position opens. Course of the project: Pre-knowledge measurement in accordance with Act LXXVII of 2013 on adult education (hereinafter: Fktv.) is carried out at our company in the framework of the tender on the basis of the interpretative provisions contained in Section 2 of the Fktv. The assessment of the ex-ante knowledge level allows for the inclusion of unverifiable knowledge on a paper basis and a demonstration of knowledge acquired through non-formal education. The purpose of the application is: 1. Identify the applicant’s (if applicable) knowledge, skills and competences in a given field. 2. Choosing the most appropriate training for the student’s level of knowledge and reducing the cost, energy and time of the individual and society. Knowledge measurement process: • Determination of the measurement target • Determination of the subject of the survey • Systematisation and selection of knowledge material • Compilation of tasks • Preparation of evaluation guides • Overview, testing The detailed schedules are listed in the recorded data tables. Measurement of effectiveness: We intend to measure the effectiveness of the training plan and the effectiveness of its implementation in the following areas: the data will be examined from the calendar year after implementation until the end of the maintenance period. The satisfaction measurement questionnaires are completed once a year by the competent authorities (employees, managers) as set out in the quality assurance system. This includes disincentives affecting the worker’s work activities, and the need for possible improvement of knowledge. Both main areas will be evaluated. (English) / rank | |||||||||||||||
Normal rank | |||||||||||||||
| Property / summary: In Sirok 1952 anti-personnel ammunition plants were established and since 2009 we have continued and continuously developed the tradition of production of ammunition, which started more than 65 years ago, as part of the international RUAG group. Our company is a market leader in the production of kiskaliber ammunition in Europe. The brands belonging to the company’s product range are extremely successful, which will ensure further market growth. We also play a significant role in Hungary, and we are a stable partner of the Hungarian defence agencies. The plant is located in Sirok, in the Liszkó Valley, one of the major and stable employers of the region. The region’s main employment centre is Eger and Hatvan, where several large companies have established their plants, so RUAG is struggling with reduced labour market opportunities. Therefore, retaining our employees is a priority in the company’s HR strategy. Of the company’s 340 employees, 125 were over 50 years of age, 29 completed only 8 primary schools and 5 were disabled. At present, we have 80 employees in locksmith jobs, more than 30 % of them perform their tasks without an OKJ qualification. An important element of our training plan is that 27 locksmiths acquire the professional qualifications of industrial mechanical engineers, thereby increasing the level of knowledge required for the efficient operation of production machines. In order to modernise the material handling process needed to serve the production machines, 27 people are trained as forklifting machine handlers, 15 of which are employees and 12 outlying actors from disadvantaged backgrounds. Digital competences vary, office staff constantly use IT tools and systems, managers and middle managers in production and quality control areas perform their work connected to the company’s network system. In order to increase the efficiency of production work, the SAP corporate management system is implemented in an increasing number of work areas of the company, so from production planning, order, development, production to delivery, all relevant information is available in real time within a network. A strong level of proficiency in English and digital competences is essential for our company’s management and middle management secretarial staff. Nearly 10 % of our employees are under 25 years of age and 37 % are over 50 years old, so modernising production is a challenge for them. The introduction of digitised, controlled machines in the workflow is only possible for them and for those with low educational attainment only with significant preventive preparatory training. An assessment of the needs of those working in production shows that they want to develop their professional competences, acquire professional qualifications and familiarise themselves with innovative new technologies, which is a prerequisite for strengthening digitised production aimed at increasing efficiency and productivity. In cooperation with the county employment pacts, the company, as a partner of the Pact, aims to strengthen their stay in training and their employment by participating in training that increases their chances of getting a job. The company does not wish to employ external actors after the project is completed, but keeps it on the register if a position opens. Course of the project: Pre-knowledge measurement in accordance with Act LXXVII of 2013 on adult education (hereinafter: Fktv.) is carried out at our company in the framework of the tender on the basis of the interpretative provisions contained in Section 2 of the Fktv. The assessment of the ex-ante knowledge level allows for the inclusion of unverifiable knowledge on a paper basis and a demonstration of knowledge acquired through non-formal education. The purpose of the application is: 1. Identify the applicant’s (if applicable) knowledge, skills and competences in a given field. 2. Choosing the most appropriate training for the student’s level of knowledge and reducing the cost, energy and time of the individual and society. Knowledge measurement process: • Determination of the measurement target • Determination of the subject of the survey • Systematisation and selection of knowledge material • Compilation of tasks • Preparation of evaluation guides • Overview, testing The detailed schedules are listed in the recorded data tables. Measurement of effectiveness: We intend to measure the effectiveness of the training plan and the effectiveness of its implementation in the following areas: the data will be examined from the calendar year after implementation until the end of the maintenance period. The satisfaction measurement questionnaires are completed once a year by the competent authorities (employees, managers) as set out in the quality assurance system. This includes disincentives affecting the worker’s work activities, and the need for possible improvement of knowledge. Both main areas will be evaluated. (English) / qualifier | |||||||||||||||
point in time: 9 February 2022
| |||||||||||||||
Revision as of 10:14, 9 February 2022
Project Q3941925 in Hungary
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Professional, foreign language and competence development courses at RUAG Ammotec Hungary Zrt. |
Project Q3941925 in Hungary |
Statements
51,404,484 forint
0 references
57,757,847.191 forint
0 references
88.999999 percent
0 references
16 November 2018
0 references
31 May 2021
0 references
RUAG Ammotec Magyarországi Zártkörűen Működő Részvénytársaság
0 references
47°56'2.65"N, 20°11'42.50"E
0 references
Sirokban 1952 alapítottak gyalogsági lőszerüzemet, és 2009-től a nemzetközi RUAG cégcsoport tagjaként folytatjuk és folyamatosan fejlesztjük a több mint 65 éve megkezdett lőszergyártás hagyományát. Vállalatunk piacvezető pozíciót tölt be Európában a kiskaliberű lőszerek gyártásában. A cég termékpalettájához tartozó márkák rendkívül sikeresek, ami biztosítja számunkra a további piaci növekedést. Magyarországon is jelentős szerepet töltünk be, stabil partnere vagyunk a magyar védelmi szerveknek. Az üzem Sirokban, a Liszkó völgyben található, a környék egyik jelentős és stabil foglalkoztatójának számít. A térség fő foglalkoztatási központja Eger és Hatvan, ahol több nagyvállalat is üzemet létesített, így a RUAG beszűkült munkaerőpiaci lehetőségekkel küzd. Ezekből adódóan munkavállalóink megtartása kiemelt fontosságú a vállalat HR stratégiájában. A vállalat 340 foglalkoztatottjából 125-en 50 év felettiek, 29-en csak a 8 általános iskolai osztályt végezték el, 5-en pedig megváltozott munkaképességűek. Jelenleg 80 lakatos munkakörben foglalkoztatott munkavállalónk van, több mint 30%-uk OKJ-s szakképesítés nélkül látja el munkafeladatait. A képzési tervünk fontos eleme, hogy 27 lakatos munkakörben dolgozó megszerezze az ipari gépész szakképzettséget, amivel a gyártógépek hatékony működtetéséhez szükséges tudásszintet emeljük. A gyártógépek kiszolgálásához szükséges anyagmozgatási folyamat korszerűsítéséhez 27 főt képzünk ki targonca-emelőgépkezelő szakmunkásnak, melyből 15 munkavállaló, és 12 pedig hátrányos helyzetű külsős szereplő. A digitális kompetenciák eltérőek, az irodai dolgozók folyamatosan használják az informatikai eszközöket és rendszereket, a termelési és minőségellenőrzési területeken a vezetők és középvezetők a vállalat hálózati rendszerébe csatlakoztatva végzik a munkájukat. A termelési munka hatékonyságának növelés érdekében az SAP vállalatirányítási rendszert a vállalat egyre több munkaterületén bevezetjük, így a termelés tervezésétől, a megrendelésen, fejlesztésen, gyártáson keresztül a kiszállításig minden releváns információ valós idejűen elérhető egy hálózaton belül. Vállalatunk vezetői, középvezetői titkársági alkalmazottai számára elengedhetetlen az angol nyelvtudás és a digitális kompetenciák erős szintű elsajátítása. Dolgozóink közel 10%-a 25 év alatti, míg 37%-a 50 év feletti, így a termelés modernizációja nekik nagy kihívást jelent. A digitalizált, vezérelt gépek bevezetése a munkafolyamatba számukra és az alacsony iskolai végzettséggel rendelkezőknek csak jelentős megelőző felkészítő képzéssel lehetséges. A termelésben dolgozók igényeinek felmérése azt mutatja, hogy szeretnék szakmai kompetenciáikat fejleszteni, szakképesítést szerezni és az innovatív új technológiákkal megismerkedni, ami előfeltétele a hatékonyság és termelékenység növelését célzó digitalizált gyártás erősítésének. A megyei foglalkoztatási paktumokkal együttműködve, a paktum partnereként a cég biztosítani képes 12 fő (10%) külsős hátrányos helyzetű bevonását a képzésbe, számukra elhelyezkedési esélyt növelő tréningen való részvétellel kívánja erősíteni képzésben maradásukat, munkavállalásukat. A külsős szereplőket a cég a projekt befejezését követően foglalkoztatni nem kívánja, de lajstromban tartja, amennyiben pozíció nyílik, értesíti őket. A projekt menete: Az előzetes tudásmérés a felnőttképzésről szóló 2013. évi LXXVII. törvény (továbbiakban: Fktv.) 2. §-ban található értelmező rendelkezés alapján kerül lefolytatásra cégünknél a pályázat keretében. Az előzetes tudásszint felmérése a „papír alapon” nem igazolható tudás beszámítását teszi lehetővé, a nem formális oktatás során szerzett ismereteket igazolja. Alkalmazásának célja: 1. Annak megállapítása, hogy a jelentkezőnek (adott esetben a munkavállalónak) egy adott szakterületen belül milyen meglévő ismeretei, készségei, kompetenciái vannak. 2. A tanuló tudásszintjének legmegfelelőbb képzés kiválasztása, illetve az egyéni és társadalmi költség-, energia- és időráfordítás csökkentése. Tudásmérés folyamata: • Mérési cél meghatározása • A felmérés tárgyának meghatározása • Ismeretanyag rendszerezése, kiválasztása • Feladatok összeállítása • Értékelési útmutató elkészítése • Áttekintés, kipróbálás A részletes ütemezést képzések felsorolását a rögzített adattáblák tartalmazzák. Eredményesség mérése: A képzési tervben foglaltak hatékonyságát, a megvalósítás eredményességét az alábbi területeket vizsgálva kívánjuk mérni: - munkavállalói elégedettségi kérdőív eredménye - vezetői elégedettségi kérdőív eredménye Az adatok vizsgálatára a megvalósítást követő naptári évtől a fenntartási időszak végéig kerül sor. Az elégedettségmérő kérdőíveket a minőségbiztosítási rendszerben foglaltak szerint évente egy alkalommal töltik ki az illetékesek (munkavállalók, vezetők). Ez magába foglalja a munkavállaló munkatevékenységét érintő hátráltató tényezőket, esetleges ismeretbővítés szükségességét is. Mindkét fő területet kiértékelésre kerül. (Hungarian)
0 references
In Sirok 1952 anti-personnel ammunition plants were established and since 2009 we have continued and continuously developed the tradition of production of ammunition, which started more than 65 years ago, as part of the international RUAG group. Our company is a market leader in the production of kiskaliber ammunition in Europe. The brands belonging to the company’s product range are extremely successful, which will ensure further market growth. We also play a significant role in Hungary, and we are a stable partner of the Hungarian defence agencies. The plant is located in Sirok, in the Liszkó Valley, one of the major and stable employers of the region. The region’s main employment centre is Eger and Hatvan, where several large companies have established their plants, so RUAG is struggling with reduced labour market opportunities. Therefore, retaining our employees is a priority in the company’s HR strategy. Of the company’s 340 employees, 125 were over 50 years of age, 29 completed only 8 primary schools and 5 were disabled. At present, we have 80 employees in locksmith jobs, more than 30 % of them perform their tasks without an OKJ qualification. An important element of our training plan is that 27 locksmiths acquire the professional qualifications of industrial mechanical engineers, thereby increasing the level of knowledge required for the efficient operation of production machines. In order to modernise the material handling process needed to serve the production machines, 27 people are trained as forklifting machine handlers, 15 of which are employees and 12 outlying actors from disadvantaged backgrounds. Digital competences vary, office staff constantly use IT tools and systems, managers and middle managers in production and quality control areas perform their work connected to the company’s network system. In order to increase the efficiency of production work, the SAP corporate management system is implemented in an increasing number of work areas of the company, so from production planning, order, development, production to delivery, all relevant information is available in real time within a network. A strong level of proficiency in English and digital competences is essential for our company’s management and middle management secretarial staff. Nearly 10 % of our employees are under 25 years of age and 37 % are over 50 years old, so modernising production is a challenge for them. The introduction of digitised, controlled machines in the workflow is only possible for them and for those with low educational attainment only with significant preventive preparatory training. An assessment of the needs of those working in production shows that they want to develop their professional competences, acquire professional qualifications and familiarise themselves with innovative new technologies, which is a prerequisite for strengthening digitised production aimed at increasing efficiency and productivity. In cooperation with the county employment pacts, the company, as a partner of the Pact, aims to strengthen their stay in training and their employment by participating in training that increases their chances of getting a job. The company does not wish to employ external actors after the project is completed, but keeps it on the register if a position opens. Course of the project: Pre-knowledge measurement in accordance with Act LXXVII of 2013 on adult education (hereinafter: Fktv.) is carried out at our company in the framework of the tender on the basis of the interpretative provisions contained in Section 2 of the Fktv. The assessment of the ex-ante knowledge level allows for the inclusion of unverifiable knowledge on a paper basis and a demonstration of knowledge acquired through non-formal education. The purpose of the application is: 1. Identify the applicant’s (if applicable) knowledge, skills and competences in a given field. 2. Choosing the most appropriate training for the student’s level of knowledge and reducing the cost, energy and time of the individual and society. Knowledge measurement process: • Determination of the measurement target • Determination of the subject of the survey • Systematisation and selection of knowledge material • Compilation of tasks • Preparation of evaluation guides • Overview, testing The detailed schedules are listed in the recorded data tables. Measurement of effectiveness: We intend to measure the effectiveness of the training plan and the effectiveness of its implementation in the following areas: the data will be examined from the calendar year after implementation until the end of the maintenance period. The satisfaction measurement questionnaires are completed once a year by the competent authorities (employees, managers) as set out in the quality assurance system. This includes disincentives affecting the worker’s work activities, and the need for possible improvement of knowledge. Both main areas will be evaluated. (English)
9 February 2022
0 references
Sirok, Heves
0 references
Identifiers
GINOP-6.1.5-17-2018-00054
0 references