Value-based Management Approach

This Employee Manifesto has been created by HR-ON’s employees and leadership. It is designed to be a dynamic document, which replaces the traditional employee handbook. The manifest reflects HR-ON’s company mission and vision, as well as the shared values and procedures and policies which outline life as an employee at HR-ON.

HR-ON’s leadership and employees have together created this new employee manifesto.

HR-ON’s internal policies and guidelines regarding, for example, working times, holiday and absence, parental leave, illness, etc., are determined by relevant laws and regulations. Our employee manifesto is a superstructure, which defines HR-ON’s specific approach to the aforementioned topics within the given legal framework.

The current legislation for the labour market is based on the norms and frameworks of the industrial sector, and is therefore not perfectly suited to the needs of a modern IT company, such as HR-ON.

This is why we have defined our own policies and guidelines, which replace notions such as control, time and sanctions with trust and shared values and vision.

We therefore have unlimited and flexible working hours, holiday, child sick days, parental leave, etc. Everything is managed by the individual teams at HR-ON, and there are no set limits to the amount of leave taken for such situations, as long as it is arranged according to our shared mission and values. We call it the value-based management approach.

In fact, value-based self-management has already been in practice at HR-ON for several years, as an informal aspect of the corporate culture. With this Employee Manifesto, we formalise this approach and in doing so further define it.

“From Shepherd to Software CEO”. More than just a catchy title, this describes the inspirational journey of HR-ON’s founder and director, Ali E. Cevik, who started out as a shepherd on the Anatolian plateau.

After relocating to Denmark, Ali gained a master’s degree in Russian language and economics, and his career took a new turn as an international adviser to the UN, the EU and the World Bank. In addition, as a career coach, Ali worked in collaboration with COWI and Rambøll to help professionals upgrade their own careers with international jobs.

In 2012, with years of experience in HR and organisational development, he founded the HR tech company HR-ON, a successful startup which has received recognition in the form of three Børsen Gazelle awards, the EY Entrepreneur of the Year Award and an official partnership with LinkedIn.

HR-ON’s approach to leadership is value-based, with the basic principle that everything we do is based on a set of shared values. This manifesto is an internal communication tool for current and future employees, as well as a message to the outside world about what HR-ON stands for.

Therefore, it is important that the content is clear and comprehensible for all. Moreover it is crucial that these values are practiced daily by employees at HR-ON and are a natural part of the company culture.

It is hard to put into words the magic which makes employees feel like a valued member of the team, in a community where one can thrive and be energised and motivated to develop. This is something unique to every company and organisation.

Working hours and remote working are organised on an individual team basis. The important thing is that the company’s operations are handled in an efficient and appropriate manner, and that agreements made with our customers and with other teams internally are respected and maintained. In addition, continuous development of HR-ON as a company is crucial.

We work together with a focus on trust, flexibility and understanding that we are in different stages of life and therefore have different needs. Professionals with young children may at times require a later start time than others. Some people work most effectively in the morning, others in the afternoon or evening. By allowing space for diversity in our working culture, we create an open space where people are not only seen as employees, but also as people.

Holidays and leave are also managed on an individual team basis, with our shared goals, values and vision in mind.

Every employee is by law entitled to five weeks of holiday per year. However, we appreciate that some people may need more. It is the responsibility of each team to plan and manage holidays within the team, ensuring that pre-agreed deadlines are met and tasks completed.

This flexibility in relation to holidays is completely in-line with the principles regarding working hours and absence.

All holidays are paid.

The most important driving force at HR-ON is the employees themselves. They are the key to creating our company’s success. They create, market, sell and perfect our products which provide value to thousands of users every day.

Value-based self-management is an important prerequisite for creating a good working environment with an optimal framework for development, innovation, flexibility and well-being.

An equally important prerequisite to the community values on which our company is built, is the distribution of the financial gain we achieve together.

Therefore, all permanent employees are entitled to participate in HR-ON’s share subscription program, a so-called warrant program which gives employees subscription rights to shares in the company. This gives employees a share in the financial gain which is achieved together by the company.