The success of an organization depends always more on the ability to manage change by inspiring and motivating people. IOCAP supports the customer in creating employee engagement and empowerment at all levels: from top management to operational staff. This means to help customers in systematically and organizationally activating the tools they may already know but that – in the vortex of change itself – tend to forget or abandon even during the implementation process.
A format that allows the implementation of the corporate strategy into everyday life, the inclusion of strategic goals in high impact activities and actions, the involvement of everyone at every level for the “Common cause “. Business goals and the consistent strategy to reach them are often imposed from the top management. Alright. But then it is hard to achieve goals and to apply the strategy. Such failures though do not depend on wrong goals or poor strategy – well, sometimes yes they do. What is often missing is the link between objectives, strategy and employees’ daily professional tasks. Strategy Deployment encourages everyone to be responsible, committed and to significantly and tangibly contribute to the success of the organization.
Analysis and improvement of processes
In every organizational process – whether it is about invoicing or developing a product – it is important to be clear, eliminate what is not needed, assure that all employees are aware of the value their actions bring to the process and therefore to the customer – the recipient of the output of the process itself.
In other words, it is necessary to analyze and improve the operating processes of the organization.
With the DMAIC methodology – Define, Measure, Analyze, Implement, Check – the employees of a specific process are involved and participate in finding ways to ease the process so to make it faster and more responsive to the customers’ expectations.
HR STRATEGY AND MANAGEMENT
In the absence of an HR department and a structured human resource management and development policy, it is possible to agree on an intervention to be carried out in the company in order to both define and deploy HR policies, and to substitute the HR roles for a specific period of time. It is fundamental to give coherence to HR actions in general and it can be crucial to have temporary roles that can ensure the implementation of change processes, organizational development and the spread of HR logics.
Is it possible to achieve greater efficiency on labor costs and at the same time realizing motivating initiatives that generate value for the employees? Yes, with a good business welfare. This is Iocap-Ingest’s goal. Based on our specialized skills in human resources and in the areas of compensation and tax, our approach to corporate welfare looks at the concrete needs of businesses. It analyses the Comp & Ben system to find out the budget to be invested in welfare while achieving savings and efficiency on labor costs. It is about discovering– as provided for by the Italian law ex. Art 51 / Art. 100 TUIR – the high impact goods or services that best satisfy the employee daily needs and desires. It is about supporting the company in the communication and involvement of employees and trade unions into the welfare initiative. This action applies to all employees or homogeneous categories of employees that have the same contractual aspects or belong to the same organizational unit. Iocap supports the company in making corporate welfare a win-win initiative that achieves cost efficiency while creating an organizational environment more focused on employees. This will lead to greater productivity, better corporate image and less absenteeism.