Sándor Fasimon
Managing Director
MOL Plc.
The company’s culture has been focusing heavily on controlling areas and the generalization of flexible forms of work represents a radical change. The Flexiwork program aims to enhance creativity and productivity, support equality and diversity and maintain a sustainable work-life balance.
Flexiwork program
Industry: Energy
Date: 2015-2017
Employment
Solutions of the macro-sustainability challenges
Encourage life-long learning and adult education and training, especially for developing the ability to adapt and build resilience in a rapidly-changing environment, and promote leadership skills
Further targets:
What´s the solution?
Many companies of the MOL group provide the opportunity of flexible employment in some scope of activities as far as the applicable legal and business framework allows it. The purpose of these program is to enhance creativity and productivity, to strengthen the equality and diversity and to maintain a sustainable work-life balance.
A flexible workplace, which occasionally provides home-office is more effective and it can ensure a more concentrated focus, a possibility for an external outlook and the collection of benchmarks, moreover it helps in meeting the deadlines.
The commitment survey made at the MOL Nyrt. harmonizes with the altered market demands, the (keeping and appealing young workforce, and other market participants, that are committed in flexible working hours) and the initiative was based on these needs.
Introducing the flexible working methods mostly required human resources: communication with the partners, ensuring legal conditions and data protection, IT support, communication with the employees and leaders etc.
The biggest challenges of this project are the approval and support of the leaders in a basically controll-focused corporate culture.
It is our aim to spread this program among the whole MOL Group in the future.
Business connection
The business benefit on one hand is the more optimal resource allocation, moreover improving of the employer branding by increasing the employee commitment and attracting and retaining individuals. Flexible working hours can be adjusted to the employee’s demands, and they contribute to the effectiveness and punctuality when talking about the deadlines.
The corporate culture had been strongly controll-focused in the previous years, and the dissemination of the flexible methods represent a radical change for the company.
Results
The impacts of flexible employment can only be measured in the long run by increased employee productivity and commitment, the decrease of turnover rate and the rise of the external job applications.
The impact on the efficiency and commitment can be objectively measured by comparing the results of employees dealing with flexible and non-flexible methods.