Industry Finance

Employees 223

Top Accounting Services (TRS) – MAMFORCE Standard in LEAD category

TRS is a joint service centre offering accounting services to the members of the INA Group, including tax, HR administration and payroll, operational treasury, and other operational financial services. To maintain the existing high level of quality, and extend the scope and array of services they offer, TRS works consistently to achieve the long-term strategy through digitalization of processes, and investment into the professional development of their employees, which they consider to be of key importance.

Industry Finance

Employees 223

Challenges

Application of targeted well-being platforms in a company with a predominantly female population
Development of a support program for employees after returning from parental leave
Achieving a high level of engagement and job satisfaction
Establishing a balance between business and private life
Talent retention and development

Review - osvrt - Snjezana Ramac Posavec

The MAMFORCE assessment is an incentive for the further development of our corporate culture and has a positive effect on the motivation and satisfaction of employees with the work environment. We are dedicated to the constant improvement of the experience of working in our company and the overall well-being of each member of our team.

We are proud of our MAMFORCE LEAD Standard, and think of it as an inspiration for further improvements in our corporate culture, and in the workplaces of our colleagues. These results show us the importance of targeted wellbeing interventions in a predominantly female company.

The collaboration with the MAMFORCE team was pleasant, and very useful. We have achieved a detailed insight into our working environment, identified our points of excellence, but also those areas that needed improvements to provide our employees with an even better experience working in our company.

Snjezana Ramac Posavec,

Company Director

MAMFORCE Partnership

In the process of MAMFORCE certification, TRS gained insight into the areas that required the most attention and has developed an action plan focusing on the culture of support and employee well-being, and on talent management.

The activities in the action plan included the following: a series of training programs supporting parenthood, a campaign to encourage fathers to take paternity and parental leave, the introduction of a policy prohibiting business-related e-mails beyond certain times, and the formalisation of the right to uninterrupted holiday. The employer’s support for the quality of family life seems to have responded to the real needs of the employees, and resulted in improved ratings on the dimension of the culture of support and flexibility, which went up by 11%.

The training that was organised for supervisors on communication methods to be used when discussing issues of employees’ interest has proved crucial in talent management, as employees now have a better understanding of opportunities for promotion, participate in the development of their own career development plans, and consequently have a more favourable view of TRS’ performance in this area, 8% higher than in the previous iteration. In addition to that, the policy upgrades based on MAMFORCE recommendations have resulted in the reduction of the gap between women and men at promotion by 17%.

Results

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Better Work-life Balance 4%

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Improved Collaboration 7%

Employee testimonials

Experience - Ivana Toth

Ivana Toth,

Like every new mom, I was dreading coming back to work. I was afraid that I would not be able to find my bearings and balance life and work, but the company’s policy helped me return. I had no problem integrating into any business process. Not only that, but I use flexible working arrangements, and I’m very grateful to the company for those, as they absolutely do make my life easier.

PROJECT COORDINATOR

PARTNERS

Croatian County Association

Spona Code

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.

REDEFINING WORK-LIFE: NextGen Workplaces

Redefine Work-Life for Women and Men: WorkLife4U

Our Impact

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MAZARS

INA Group

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