Industry ICT

Employees 32

Micro-Link – MAMFORCE standard in GROW category

Micro-Link is an ICT company that specialises in the comprehensive integration of wireless communication technologies and network solutions through professional IT services. They have been in business for over 30 years, and have over 400 business clients and partners from almost all fields of industry (processing, education, healthcare, telecommunications, energy, etc.), and from the local self-governance units, state administration, and the public sector. Micro-Link has consistently been recognised, over a number of years, as one of the most successful ICT companies in Croatia.

Website

Industry ICT

Employees 32

Challenges

Attracting and retaining the best talent
Empower women in the organisation
Employer Branding
Increasing employee satisfaction
Further develop flexibility in the organisation

MAMFORCE Certificate is a great incentive for us and a recognition of our achievements in human resource management. We have always held family-friendly and gender-aware policies to be the cornerstones of our HR policies, because they are central to employee satisfaction, and talents are crucial for our long-term success. We are very proud of the fact that our Employee Experience Index scores go well above the industry standards and benchmarks. By introducing the MAMFORCE Standard, we have reinforced our status as an equal opportunity employer, and as a company with a strong equity, diversity, and inclusion culture. Finally, but equally importantly, through their professional approach and expertise, the MAMFORCE team have identified some of our good practices that need to be continued, but their contribution to the identification of gaps and areas for improvement, as well as specific actions that could be taken to address them, is even more valuable to us.

Lana Janković Darapi,

Director

MAMFORCE Partnership

Following the initial MAMFORCE audit, Micro-Link proceeded to implement the multiphase action plan, which resulted in improvements in the key areas of corporate culture, such as talent management (+9%), employee well-being (+23%), and development of leadership skills (+12%). Some of the successful measures included: family day at the company, parental leave, flexible working hours, and remote work. In addition to that, a performance management system has been put in place, with clearly defined KPIs, along with a reward system for employees based on their individual annual targets. The mentoring system, progress monitoring, and integration of newly hired employees have also been improved.

Results

Improved Inclusive Leadership 12%

Better Work-life Balance 9%

Employee testimonials

Marina Jurić,

Sales Manager

As a mother of three, I have to say that the thing I truly appreciate about Micro-Link is the fact that the company treats the employees as family members – recognises their private commitments, and shows maximum consideration in cases related to health care, education, and development. Micro-Link is the environment where one is appreciated, respected, and where one’s efforts are recognised. I can truly be a mom here.

Dounia Bennani,

Communication Systems Engineer

The workplace is more than just the space in which we work: it encompasses our colleagues who contribute to the office atmosphere and to the organisational climate, which are beyond positive with us in Micro-Link. Through socializing and shared interests, we improve the cohesion of our team and its unity, and the “family atmosphere” makes difficult tasks easier.

Mario Pintar,

Marketing Manager

As I commute to work from another city, the issue of work-life balance is very important to me. In my case, this means working from home periodically. These two days a week have a big impact on my effectiveness and motivation because they allow me to adjust working time to family obligations. The additional benefits of working at Micro-Link include caring for the professional development and health of the employees, various financial benefits, and fostering team values.

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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