Description of the Project
The project ensures the continuity of the training process of our employees aimed at enhancing the qualifications of employees in VET and the development of key competencies. Selected employees undertake educational activities focused on legislation, IT and vocational education related to the company's business (production and sale of air-conditioning equipment). This project is designed for all groups of employees (manual workers, clerical employees, managers) with a target group consisting of 101 people. The project involves members of disadvantaged groups, but this project is not primarily targeting disadvantaged groups. Women make up 33% of the target group, employees under 25 years of age 6%, and employees over 50 years of age 2%. The project will increase the chances of our employees on the labour market and the competitiveness of the company.
Participants in educational activities were selected based on internal surveys in cooperation with all sections of the company. In Daikin Industries Czech Republic Ltd., monitoring and evaluation of the quality and results of the trainings are in progress. Instruments such as rating questionnaires filled in by course participants immediately after the course, evaluations of the courses by the lecturer, and action plans with a course fulfilment back-checks, which are evaluated once a year during the evaluation interview with the section manager.
Following the implementation of the project, follow-up training programs are planned, tailored to the level of qualification of project participants, especially internal lecturers, who should provide the widest range of trainings for our employees in the future.
The project focuses on general employee training - ALL COURSES ARE PART OF PROFESSIONAL EDUCATION.
Characteristics of the main objectives of the project:
- Ensuring the continuity of the employees' education process, which will lead to upgrading their qualification, the acquisition of new skills and the widening of their knowledge with a simultaneous increase in their value on the labour market,
- Development of practical skills and professional knowledge related to increasing the efficiency of the employees' work performance,
- Providing opportunities for career growth associated with obtaining higher qualification,
- Reducing the time needed for the employees to adapt to the company's environment linked to reducing the proportion of poor quality products,
- Talent identification and development,
- Educating lecturers who will continue with the follow-up training of the employees.
The target group of the Employee Training is the Future project consists 100% of Daikin Industries Czech Republic, Ltd. employees. In total, 101 people are involved in the project, of which 33% are women, 6% are under 25 and 2% are over 50. The project is not primarily aimed at employees from disadvantaged groups, because most of our employees are aged between 25 and 50 years.
The project is planned for the period from 1.5.2013 to 31.8.2014, in which the participants will increase their qualification in the field of vocational education and the development of key competences by completing educational activities focused on the issues of legislation, IT and vocational education related to the company's business.
The goal of the project is to ensure the continuation of educational activities in our company and to maintain the efficiency and standard of the educational process. Higher qualification of selected employees will also positively affect the company as a whole and its long-term economic stability. The implementation of the project will lead to increased competitiveness and specialised market participation.
Innovativeness of the project
The factors of innovativeness of the project against the established practice are mainly the following:
1. Product innovations
- Innovations of a comprehensive education system of employees at all levels, meeting the needs of employees in the follow-up education process.
2. Process innovation
- Innovation of materials for employee training.
- Evaluation system modification - creating a unified questionnaire that will serve to identify the training needs of each employee. This questionnaire will be filled out by managers once a year during the evaluation interview and will serve as a basis for specific changes in the education system in case of employee dissatisfaction.
- Creating talent management - managers and leaders, based on newly acquired knowledge of employee motivation, will create a plan setting the conditions for Talent Management inclusion. Based on the method remuneration = performance.
- Equal opportunities for men and women - Gender audit is about implementing family-friendly and gender-friendly policies in our business. The main idea will be that an effective HR policy will have to consider both business interests and employees' needs, and will seek to harmonize family and professional life.
The aim of the activity is to assess how our so-called pro-family measures are applied in our company and to evaluate the internal processes of management and development of equal opportunities for women and men, harmonizing family and working life and antidiscrimination, including suggestions for recommendations.
3. Innovation in context
- Within the project, a group of lecturers will be expanded to maintain the quality and level of the company's educational program. For existing lecturers, the level of lecturing and professional skills will be increased (11 persons), other lecturers (minimum 2 persons) will be trained.
- Increase of the share of education at the workplace (use of equipped company training room)
Sustainability of project activities after the end of OP HRE support:
Daikin Industries Ltd. puts great emphasis on supporting the training of both, current and potential future employees. This year we signed a cooperation agreement with West Bohemian University to create a training program for bachelor and diploma thesis writing. Our efforts are based on the long-term dimension of this strategy, as higher qualification is a contribution to the future of our employees and their competitiveness on the labour market.
The main goal of this project is to maintain and improve the existing level of company system education.
One of the company's long-term development goals is to create the broadest base of internal lecturers in order to be able to educate our employees independently of external or internal conditions (e.g. lack of financial resources).
Upon completion of the project implementation, further educational activities will be covered by the Company's own resources.
Ing. Ivona Malafova, Project Manager, email@example.com, Telephone: 378 773 270
Call for tenders
Contracting authority: Daikin Industries Czech Republic Ltd.
Title of the public contract: "Implementation of soft skills courses, quality courses and efficiency increase, economic-legal skills, IT skills, vocational skills."
Type of contract: Services
Type of procedure: Simplified below the threshold procedure
Object of the public contract: The object of the public procurement is the provision of soft skills courses, economical legal skills, IT skills, vocational skills for selected employees of Daikin Industries Czech Republic, Ltd.
The contract is divided into 3 parts, each tenderer may bid for one, two or more parts of the contract, each part of the contract being assessed and evaluated separately.
Estimated value in CZK excluding VAT: CZK 2,134,290
Main place of performance: Place of performance of a public contract is specified for each of the courses in the tender dossier.
Date of commencement of proceedings: 3 June 2013
Date of publication of the contract: 3 June 2013
Deadline for submission of tenders (date): 17 June 2013
Time limit for submission of tenders (time): 15:00:00
Publication on other websites: www.profilzadavatele.cz, www.esfcr.cz
Public procurement files:
Call with attachments Daikin
Annex 2 to the call for proposals in word format on 3 June 2013
Annex 3 to the call for proposals in word format on 3 June 2013
Annex 4 to the call for proposals in word format on 3 June 2013
Annex 5 to the call for proposals in word format on 3 June 2013
Annex 6 to the call for proposals in word format on 3 June 2013
Annex 7 to the call for proposals in word format 3. 6. 2013
Pilsen's Daikin has undergone a gender audit
One of the most important employers of Pilsen region, Daikin Industries Czech Republic air conditioner maker, underwent a gender audit. Audit that focused on the observance of equal opportunities in the company was carried out by a public benefit organization called Osvetova beseda, whose auditing team did not find any signs of discrimination in the company.
All procedures used in recruiting and selecting people, layoffs, remuneration or career development are fully in line with Daikin's principles of equal opportunities - there are no gender factors in the company that are an obstacle to, or vice versa, the benefit of individuals. The audit revealed the occasional use of gender-incorrect language in job advertisements, but this insufficiency was immediately taken care of. The main recommendation resulting from the audit is the extension of flexible employment contracts in the administration. About 77% of survey respondents were interested in some of the forms of alternative work contract. Parents of small children would also welcome a company kindergarten.
"With the very intention of conducting a gender audit, and then willing to cooperate and listen to the comments, the representatives of the company made it clear that they are aware of the importance of respecting the principle of equal opportunities. People working in this company appreciate their employer, among other things, for not letting any of their permanent employees off at the time of the economic crisis and for paying 90% of wages including the bonuses at the time of production outages, "said Zuzana Labudova, the head of the audit team.
"During the audit, we have obtained important information to help us solve some personnel issues. We will continue to work with the results of the audit because we are aware of the importance of this issue, "said Daikin gender expert Alexandra Ruzkova.
The audit took place in autumn. First, all procedures and key documents relating to human resource work have been reviewed. Subsequently a questionnaire survey was carried out, in which about two hundred employees were involved in the internal operation of the company. Thereafter, focus groups with people from all levels of the corporate structure took place. Gender diverse groups of people of different ages, nationalities, and both sexes discussed with the auditor how they work in Daikin and whether they can fully develop their potential without gender barriers. Finally, women on maternity and parental leave were questioned.
The recruitment process in Daikin is set in a way that it does not reduce the chances of potential candidates for jobs, and to avoid any prejudice. In the questionnaire survey, 80% of the employees expressed themselves in the sense that they felt nervous but pleasant at the interview. When recruiting, applicants are not asked incorrect questions about, for example, the number of children or their guardianship at the time of illness. Also dismissal of employees is entirely correct, involuntary departures are quite extraordinary. People working in Daikin appreciate the company for being a stable employer, providing their employees with loyalty bonuses (bonuses after three, five and ten years of continuous employment) or 100% attendance. In Czech conditions, bonuses related to the personal life of employees are unique, i.e. bonuses for marriage, childbirth or retirement.
To improve corporate practices, the Audit team has recommended keeping target-oriented and systematic recruitment and job-leaving employee’s gender statistics, widening gender awareness among employees, and especially to expanding flexible working time contracts.
Mgr. Zuzana Labudova
606 472 428
As part of the ESF project "Employee Training is the Future", Gender audit was held at the end of September and beginning of October 2013, which focused on equal opportunities for employees in the company. During the audit, a questionnaire survey, an analysis of internal documents, group interviews with selected employees, an interview with HR recruitment specialist, and telephone interviews with mothers on maternity and parental leave were conducted.
The final report on the overall survey is at an early stage, yet some results are already clear. Satisfactory information for the company can be the overall impression of the gender specialist Mgr. Zuzana Labudova, who conducted all the inquiries, meaning that, from the point of view of equal opportunities, the company is managed correctly, except some minor discrepancies, and even the employees do not necessarily think the opposite – nobody felt there were obstacles in career growth for either women or men. Yet, thanks to this research, ideas have emerged concerning, among others, the harmonisation of work and family life, which affect the motivation and satisfaction of employees.
Based on the final report by Mgr. Zuzana Labudova, both the positives resulting from it and the problems with which it is possible to work on their elimination, will be discussed. The output of the entire audit is an action plan that will lead to keeping the positives and fixing the shortcomings of the company. A complete gender audit report is scheduled for the end of the year.
This way, we thank all those who participated in the surveys by filling in the questionnaires, participating in discussions and phone conversations, or just by sharing their ideas during the investigation, which helped to improve the audit organization.
Welcome meeting of training participants
On September 18, 2013, a welcome meeting of all participants of the "Employee Training is the Future" project courses took place in the General Office building. The meeting was also attended by Mr Fujii, who gave a welcome speech and stressed the importance of training and practical courses for employees.
Then Ivona Malafova, Project Manager, did her presentation, explaining to the participants the essence of the project and outlining the approximate timetable of the courses for individual departments.
At the end, all participants received bags with promotional materials as gifts.
New training room
A new training room was set up at DICz, located at Parts Center under number 136. From the ESF grant, a flipchart, projector, board, and bulletin boards were provided. The room was furnished with support from GA department. The room will primarily serve for the ESF grant purposes, but some HR training will also be held here.
Employee Training is the Future - project status as of 31 January 2014
The project of the ESFCR support program for the continuation of the educational process of our employees has been running in our company since 5/2013. As part of the organization and management of the project, the implementation team (project manager, project assistant and gender expert / training expert) ensured a smooth project organization. At this stage of the project the implementation of individual key activities of the project was ensured - professional training for selected employees of individual sections, Equal Opportunities for Men and Women and Innovation of the Educational System. The project will continue until 8/2014.
Vocational training for selected employees of individual sections
The aim of these key activities is to improve the education and competencies of employees for the given professional field (specified for the needs of the individual sections), both in terms of their educational needs and their potential for development in the workplace, in line with improving the quality of management. In the monitored period, 64 persons (41 men, 23 women) were trained at least once in the total number of 101 persons involved. The timetable for the trainings was adjusted according to the participants' needs. Out of a total of 82 courses, 25 were already completed (training started on 10/2013).
Equal opportunities for men and women
The aim of the activity is to make the management aware of the situation of equal opportunities for men and women in the company and to spread awareness of the issue. The whole analysis led to the situation mapping and to the creation of an action plan to remove the mistakes the company committed. Based on the experience gained through the audit, it is possible to address the topic in the future, both in the context of remedial measures and the possibility of further training incorporated in the company education system.
In the following period, action plan of the gender audit will be presented to company's management. Following the approval of the steps in the plan, the implementation team will work with other company employees to address the shortcomings, which is the goal of the action plan. In addition, a study paper on Equal Opportunities in the Company will be prepared, available to all company employees in the HR library. This brochure will be used as study material for training in this area.
Innovation of the education system
The goal of this key activity is to improve employees' satisfaction, both in terms of their educational needs and their potential for job development, as well as increasing the sense of inclusion when employees are on maternity or parental leave. The main effort is to reduce fluctuation and increase loyalty to the company.
Within this activity, questionnaires from completed trainings are collected. Based on them, the implementation team can evaluate the effectiveness and success of the project and the contribution of individual training. The gender expert and training methodologist work on creating a questionnaire identifying the individual educational needs of employees, which will influence the planning of the annual education plan in the future. Also the first training of new lecturers, which will join the existing team (Lecturer Skills II.), took place in January, and as part of the Gender Audit that took place from September to November, the team has received valuable materials for the inclusion of employees on maternity and parental leave in company activities. Innovation of the education system (the possibility of extending the Basic education system to equal opportunities topic, communication issues) and the possibility of increasing the awareness of employees on maternity and parental leave were included in an action plan based on gender audit. Part of the activity is also the creation of a talent management concept that will help to develop employees who have gained more experience and have more potential than their current position in the future. At the end of the project, steps will also be taken to involve employees on maternity and parental leave more closely in company activities.
Employee Training is the Future - the end of the project as of August 31, 2014
The project of the support program financed under the ESFR (European Social Fund of the Czech Republic) to ensure the continuity of the educational process of our employees took place in our company from 5/2013 to 8/2014. As part of the organization and management of the project, the three-member implementation team ensured a smooth organization of the project. Gradually, the individual key activities of the three areas of the project - Vocational Training for Selected Employees of Individual Sections, Equal Opportunities for Men and Women and Innovation of the Education System were implemented. The project ended on 31/8/2014. The objectives of the project were fulfilled; the management of the company was regularly informed about the course of the project and unambiguously supported further continuation of the educational activities of the company.
Vocational training for selected employees of individual sections
The aim of these key activities was to improve the education and competencies for the given professional area of employees (specified for the needs of individual sections), both in terms of their educational needs and their potential for development in the workplace, in line with the improvement of the quality of management. A total of 102 people were trained (71 men, 31 women, some participated in more training courses). The timetable for the training was adjusted according to the participants' needs. A total of 82 professional courses for manufacturing, purchasing, HR, accountancy, IT, maintenance, design and training were also carried out for managers within the management academy and existing and new internal lecturers. The Training Room 136 (in the Parts Center), which was created and equipped using the grant funds, remains available for internal training and is already widely used.
Equal opportunities for men and women
The aim of the activity was to obtain information for management on the situation of equal opportunities for men and women in the company and to spread awareness of gender issues. The whole analysis through an independent audit has led to situation mapping and the creation of an action plan to remove the mistakes the company has made. Since the audit did not reveal any serious problems in the company, the action plan is more formal in nature and seeks to raise the level of conditions for this issue among employees.
The action plan has been largely fulfilled (for example, introducing flexible working hours), and more intense steps and interventions in the organization are planned (e.g. increasing staff motivation, training in the subject, etc.). Based on the audit, a handbook for a possible future lecturer on the subject of Equal Opportunities and improvement of communication at different levels (between colleagues, men and women, senior staff and subordinates) was prepared.
In connection with the requirement to increase employee motivation, an independent survey was launched in October this year, the results of which will also be compared with other companies in the region.
Innovation of the education system
The goal of the entire key activity was to improve employee satisfaction both in terms of their educational needs and their potential for development at work, and to increase the sense of inclusion for employees on maternity (ML) or parental leave (PL). The main effort is to reduce fluctuation and increase loyalty to the company.
Within this activity, questionnaires were collected from completed trainings. Based on them, the implementation team evaluated the effectiveness and success of the project and the contribution of individual trainings. The lessons learned are used in the creation of a questionnaire identifying the individual educational needs of employees, which in the future will influence the preparation of the annual educational plan.
As part of this activity, new lecturers who joined the existing team have also been trained.
Innovation of the education system (the possibility of extending the Basic Education Matrix to equal opportunities topic, communication issues) and the possibility of increased awareness of employees on maternity or parental leave were included in an action plan based also on gender audit.
The creation of the talent management concept was also a part of the activity, which, in the future, will help to develop employees who have gained more experience and have more potential than their current position can offer.