ur company has been certified to ISO 9001:2008.
ISO certificates 9001 are part of 9000 standards family. This type standards are applied at enterprises all over the world to make quality management system more effective.
The quality control system itself was developed by Technical Committee TC 176 of International Organization for Standardization (ISO). It was initially based on preliminary workings of British Standards Institution.
Standards of 9000 series are of international type, companies of various kinds are regulated according to their requirements in more than 90 countries of the world.
ISO cretificate receit is not obligatory for enterprises, however, its availability provides the company with a certain level of customers’ confidence and adds credibility.
The specific feature of the certificate is that the system built based on it will not be solid, but has some running processes aimed at constant improvement.
It is worth doing?
eaching compromise between employers and employees is a key task for any enterprise.
Since there are no rules to solve the issue, different enterprises try to solve this issue differently. Let's have a look at ISS Art company as an example.
IT-sphere is a very specific in this sense – there is an acute shortage of human resources in it.
Another peculiar feature of this industry is that developers are very independent, they do not need particular environment, therefore, they can work wherever they want. It is quite obvious that these professionals are rather spoilt.
Ivan Orekhov, the CEO of ISS Art, LLC, decided that the best way to tackle the above mentioned problems is to grow employees in-house. The idea gradually grew into a well-built internship system: several times a year students from technical institutes and universities are invited to participate in three-month internship programmes. Here they acquire practical experience. Internees do not create commercial programs, but they produce some useful products.
The introduced system has worked well, and one may imagine that a student receiving such a valuable experience should be grateful, but in fact, lots of them very soon become so self-sure thinking themselves to be professionals with high ambitions. Young people aged 20-25 years old are a new generation that has grown in a new reality, they differ greatly even from those who are 30 plus today. They just want to live fast and are no longer inspired with what used to be a motivation for older people. Slogans are a useless instrument, the company should have its own corporate values to help build a stable business, and people who come to work in the company should share and follow the values.
On the other hand, the relationship between the employer and employees should be regulated with the help of one instrument, which is a remuneration system. The way to increase salaries merely counting the inflation is a destructive way for the company. Increasing salaries simultaneously for all the employees did not work either. Task complexity levels for various specialists (managers, analysts, developers) differ greatly.
It was finally decided to involve employees themselves in the creation of the salary system. There was an attempt to develop a system that would evaluate all the details of the employees' activity within the company (their experience, qualification, etc.) but it turned out to be too complicated and finally failed without even been introduced.
Another try was made some time later, this time professional consultants were invited and Ivan Orekhov did not take part in the system development any more. The consultants were to help employees think laterally, realise the company's perspectives as well as their own ones and find ways of combining those, which is generally speaking a key task in any business. A functioning system was soon introduced. It looked like an individual rating system where certain qualification levels were defined, going up from level to level depended on the quantity of points accumulated by an employee. The points are gained by employees for performing everyday duties and extra responsibilities, such as organizing seminars or other events. The system is supposed to benefit everyone in the company due to its fairness. Simultaneously with the creation of the remuneration system employees underwent a comprehensive diagnostics to have their motivation, inclination and abilities revealed. The entire campaign turned out to be a game, a business game in fact. It meets the requirements and mentality of the young people who make the majority in the company, so it inspired them and made involved. The system obviously will further develop and improve, however, one thing is clear: a wise management system requires lots of efforts and expenses, but it is worth doing.
n 21 March in Omsk regional business incubator there took place a road-show of competent experts and mentors of investments and innovations market within Russian StartUp Tour programme.
It was the first event of such kind organised in Omsk. Another novelty was the live webcast maintained by ISS Art Media.
The event was opened by presidential advisor at Skolkovo foundation Pekka Viljakainen with a speech “It is difficult to be an entrepreneur, but not dangerous”.
Pekka Viljakainen has his own exemplary entrepreneur experience. He started his own business at the age of 13 to realise his own business potential and rejected the opportunity to take part in his family business.
As Mr. Viljakainen stated “Russia is a promising country, which is not because of oil or gas, but because of talented young people. It is them who will represent the country’s new identity.
Numerous representatives of major companies and public organizations came to take part in the event.
The programme was full of events, it included separate thematic blocks, such as “promotion”, “education”, “financing” aimed at sharing practical experience with young start-ups, allow them to know which mechanisms were intended by the government and other profile organisations to support innovative free enterprise.
Apart from the good opportunity for inofficial communication with competent experts of Russian development institutions, the guests were enabled to present their own projects. Ivan Orekhov presented the virtual science park ITRUST which is aimed at good environment creation and market entities interaction.
Execution of the project will enable solving the problem of mutual distrust of market entities and will redefine economic interaction, it will also increase effectiveness of enterprises.
Trade Forum of Siberia
msk Trade Forum took place on 20-21 March.
The participants of the Forum drafted proposals to develop trade and consumer market. The discussion took place in several places simultineously.
Ivan Orekhov took place in the section “Issues of corporate management development in distribution services”.
He spoke about opportunities of ITRUST project. The project is aimed at creation of favourable development environment and interaction of entities in various spheres incliding trade. The realization of this project will allow solving the problem of mutual mistrust of market entities and bring their interaction to a totally new level.
Ivan Orekhov’s speech was published in the collection devoted to II Trade Forum of Siberia.
On the second day Trade Forum representatives of the City’s Mayor Office, the Governor of Omks Region, Victor Nazarov, public servants of regional ministries and the authorized representative of the President in Omsk region who arrived to welcome organizers and participants of the event could attend master-classes.
The work of the Forum was completed with a plenary session where a resolution of the II Trade Forum and a number of strategic documents were carried out.
Initiatives touched issues of competition development, manufacturers’ partnership and trade enterprises, measures of consumers’ rights protection.