Implant Centre Martinko - MAMFORCE GROW Standard

Industry Dental Tourism

Employees 59

Implant Centre Martinko – MAMFORCE standard in GROW category

Implant Centre Martinko Group, (ICM Group) is one of the pioneers of dental tourism in Croatia. From the very start, they have focused on clients from Europe, mostly from Italy and Croatia, but also from around the world. The team consists of some twenty dentists, and thirty experts of other professional profiles. Over 70% of them are women. The company has dental offices in Milano, Trieste, and in Zagreb, where the most complex dental interventions are performed.

Website

Industry Dental Tourism

Employees 59

Challenges

Strengthen internal communication
Improve the company’s reputation as an employer
To attract talent for positions that are difficult to fill
Build equal and equal working conditions for all employees
Encourage employee engagement and turn them into company ambassadors

Just as patient care is important to us, the satisfaction of our employees is also important to us, and MAMFORCE has provided us with the necessary tools to really hear and become aware of the needs and wishes of our employees.

Nadja Schaps Horvat,

President of the Board

Our collaboration with Spona Code was motivated by our desire to bring our processes in line with the advanced international best practice in the areas of internal communication and human resource management. We have structured the existing processes, and introduced the activities that we identified as necessary through the collaboration with the MAMFORCE team. We improved the internal communication, reinforced the individual approach to employees, introduced new processes and the culture based on dialogue, equality, understanding, and responsibility for what we do, and how we do it. Due to this collaboration, we are certainly becoming not only an employer, but also a partner to our employees.

Nadja Schaps Horvat, President of the Board

MAMFORCE Partnership

In the process of MAMFORCE certification, Implant Centre Martinko increased annual leave, reduced daily working hours from 8 to 7, increased paternal leave, and reinstated gifts for newborns in the amount of 500 EUR per child. Parents who are in the process of returning from parental leave are now given two weeks of grace, where they work half-time with no reduction in salary, and receive a monetary award as a part of the welcome-back package. The number of fully paid sick days has been increased, and assistance is being made available to staff members facing the death of a family member. The communication between teams has been improved through the introduction of regular team leaders’ meetings, where feedback is freely given and accepted. The company provides opportunities for professional education, especially those that the employees themselves show an interest in. On the completion of the MAMFORCE certification process, the Dental Centre Martinko had structured business processes in place, covering areas from selection and onboarding, to mentoring of new employees. These improvements resulted in the company’s increased reputation as the employer of choice, and in the staff’s becoming company’s ambassadors: 90% of employees would recommend Martinko as a good place to work, would recommend it as a good place to work for women, and 95% believe that gender does not represent an obstacle to employment at Martinko.

The MAMFORCE team was always there for us with support, assistance, advice, and leadership. The detailed instructions and clear metrics they used made structuring the change and developing the action plan easy for us, and facilitated progress monitoring and the ultimate success in meeting our targets.

Marija Marelja,

HR Manager

Employee testimonials

Petar M.,

The two weeks of paternity leave – on top of the annual leave – were great, for me and my family. I could be there for the children while my wife was in the hospital, and later while she was recovering. When I came back to work, I was able to work half days for two weeks with full pay, which really helped in balancing work with family responsibilities. The gift for the child was a nice surprise, too, and the family discount on our company’s services is very cool: it means a lot to me that I can bring the children in for check-ups and dental work.

Vanda K.,

This was the second parental leave I’ve been on since I started with the ICM, and the difference between returning to work the first time around and now is unbelievable. Working half-time reduced the shock of being separated from the child, and the financial reward upon return was a pleasant surprise – it is quite welcome after those low parental compensations. In addition to that, I’m happy that our new supervisor is primarily a human being who understands our issues, both private and work-related, and is really helpful and considerate. The option of working from home is a great help, especially to those of us who have no grandmas to fall back on. We did not have this option before.

PROJECT COORDINATOR

PARTNERS

The implementation of the project is co-financed by the European Commission through the REC (Rights, Equality and Citizenship) program.

This information was published as part of the EU project “Redefine Work-Life for Women and Men” with the financial support of the European Union Program “Rights, Equality and Citizenship” (2014-2020). Spona Code is solely responsible for the content of this website. The European Commission does not accept any responsibility for how the information on this website will be used.

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