Digitalised world of work and HR policies
In the summer of last year, the Federal Ministry of Labour and Social Affairs (BMAS) issued a new funding guideline, thereby expanding the range of advisory services for small and medium-sized enterprises (SMEs). The INQA Coaching programme is designed to support SMEs on their way to the digital future. With the help of the programme, SMEs can develop processes that are oriented towards the needs of employees and at the same time implement the challenge of digital transformation in a forward-looking way. Specially trained and certified INQA coaches are there to support you.
The programme aims to develop learning and development processes to innovate the digital transformation. For this purpose, existing advisory programmes from unternehmensWert:Mensch-Welt were relaunched and further developed, and always oriented towards practical use. The customised solutions from the programme period serve as a basis for SMEs for the future, and are also intended to support them in facing challenges such as demographic or ecological change.
What is INQA-Coaching?
Within the framework of the ESF-Plus funding period, INQA Coaching builds on the successful structures and procedures of the predecessor programme uWM, but focuses on the former programme branch uWM plus. The aim is to support small and medium-sized enterprises (SMEs) with an agile approach in the sustainable and participation-oriented management of HR policies and work organisation change requirements, thereby making them fit for the digital transformation.
To this end, SMEs can take advantage of an INQA initial consultation at a regional INQA advisory office in order to clarify the funding requirements and the specific company support needs and, if necessary, receive an INQA coaching cheque. This can only be redeemed with authorised INQA coaches.
For more information on the objectives, procedures and funding conditions of INQA coaching, please contact Elisabeth Hessedenz, INQA advisory office at saaris on 0681 9520-453 or at email@example.com.
Faster, more digital!
The reality of work is changing rapidly, even in small and medium-sized enterprises (SMEs). This is where INQA coaching comes to the rescue and helps to find customised solutions for specific company needs in terms of HR policies and work organisation to shape the digital transformation. The coaching is carried out using an agile method that enables management and employees to engage in a joint learning and development process. All companies with fewer than 250 members of staff can take part. Since micro-enterprises with one or more employees are also to be given the opportunity of coaching, the model is also adapted for this use.
Up to 80 percent of the advisory services can be covered by funding. The programme is funded by the European Social Fund (ESF) and the Federal Ministry of Labour and Social Affairs (BMAS).
What does the consultancy process look like?
The programme provides for a three-stage, participation-oriented consultancy process that is specifically geared to the needs of the participating businesses:
As part of the neutral and nationwide initial consultation, eligibility for funding is clarified and the concrete need for operational change is identified together with the companies. Depending on your needs, the IBS can issue a consultancy cheque for process consulting or refer you to another regional offer. Consultancy cheques can be awarded with a duration of the process consultancy of up to seven months.
The consultancy cheque enables companies to take advantage of further process consultancy together with their employees for a maximum of 12 counselling days. Process consultancy is carried out directly on site in the company by process counsellors authorised for the programme and with the participation of the company’s interest representation (if any) and the employees. It includes the analysis of the strengths and weaknesses of the company as well as the development of action goals and measures, which are then recorded in a binding company action plan. Subsequently, the change processes are initiated and accompanied.
Six months after the end of the process consultation, the initial advisory offices take stock of the implemented measures with the participation of the company representatives (if any) or individual employees. In this context, it is examined whether there is a need for further counselling and whether it is possible to refer to regional support services for the implementation of individual measures (e.g. from the health insurance funds, the chambers, the New Quality of Work Initiative or other state initiatives).