The project was launched in 2017. Within the framework of the project, a tobacco ban was put into force and those employees who express their willingness to quit smoking have the opportunity to receive the support of professional doctors and psychologists as well as medical treatment.
The goal of the project is to develop a flexible work schedule practice with a planning process focused on management and the compatibility of the individual, the company and the client’s needs, allowing a maximization of employee working potential through the successful combination of employee personal and career needs.
Employment for people over the age of 30 years and without an education or work experience is a severe problem in Georgia. According to a number of studies, the employment rate in this particular social category is quite low.
GROSS ENERGY GROUP’S EMPLOYEE DEVELOPMENT AND PROFESSIONAL DEVELOPMENT
The goal of the project is employee training/development; for this purpose, a three-step plan was elaborated: identification of strengths and weaknesses, problem analysis and outlining ways for their solution.
The aim of the project is to introduce a strong instrument of non-material motivation for the professional development of employees. Namely, the project concerns those employees who want to share their knowledge with colleagues.
The purpose of the Mercury Tbilisi Old City Hotel’s People Policy document is to create a comfortable environment for employees and promote their career growth. The hotel is owned by the French company, Accor.
The aim of the Light the Idea project is to identify creative and motivated employees across the holding and provide them with the opportunity to demonstrate their skills and take part in the elaboration and development of new projects.
The purpose of this system of personnel development, created especially for employees of Palitra Media Holding, is to allow employees to personally plan and develop their education and development steps within the organization.
TBC Employees for TBC Employees is a special foundation established in 2009. TBC Bank employees transfer 1-2% of their wages monthly to the fund and collect money that can be used for employees and their immediate family members (spouse, children and siblings) in the case of complicated medical problems or the death of a family member abroad. The transfer of money to the foundation is voluntary.
The TBC Club for Employees with Large Families was established in 2013 with the initiative of TBC management. The goal of the club is to facilitate the settlement of demographic problems in the country through creating a comfortable environment and pleasant working conditions for employees.
This project has been implemented since 2016. It seeks to introduce corporate values into the organization, aiming to create a culture which is open to change and one which is customer and employee oriented.
EQUAL OPPORTUNITIES AND INCLUSION IN THE WORKPLACE
The project has been promoting the employment of disabled persons and their integration into both the work and social environment since 2017. The company has engaged in this employment program within the framework of the Advocacy and Lobbying of Equal Opportunities for Education and Employment of Persons with Disabilities project.
As a result of an organizational health survey, it was found out that there is an imbalance between the work life and the personal life of employees. Consequently, the project aims to achieve a balance between the two while also increase productivity, job satisfaction and motivation.
Within the framework of the PepsiCo strategy, the Performance with Purpose employee welfare survey is conducted annually. The surveys for 2015-2016 have revealed that it is necessary to focus on the health and welfare of employees.