ICM

ICM (Integral de Conexión y Montajes, S.L.) is the company of Grupo Industrial, which represents its manufacturing business unit. It provides integral manufacturing services, the perfect solution for organizations from different industrial and technological sectors, which decide to outsource the manufacturing, total or partially, of their mechatronic equipment & systems. It also facilitates integration services of sets and subsets; functional tests of equipment and systems; and manufacture of industrial and special custom wire harness of all types, applicable in a wide variety of sectors.

HEADQUARTERS & ARANJUEZ FACTORY

Datos de contacto



Horario
De lunes a viernes
07:00 - 15:00

ILLESCAS FACTORY


Datos de contacto



Horario
De lunes a viernes
08:00 – 14:00
15:00 – 17:00
+34 91 892 30 02

Intangible benefits in ICM (VI). Intensive working day, closeness to work and job security, part of the emotional salary at ICM. More valued than the economic one by 80% of Spanish employees.

Several studies argue that the salary is not the main motivation, but that the emotional salary is valued more than the economic one. Some examples of this type of subjective salary in ICM are: The intensive working day and proximity to work, which have an impact on the quality of life and facilitate family and personal conciliation; as well as job security, reflected in the average seniority of the workforce.
We all work for money. But, money is not everything. Therefore, when selecting a job offer, the salary is no longer as important as it was years ago. In fact, although the salary can be, a priori, a great motivator, studies show that only 12% of  the employees who change companies earn more in their new job. However, 89% of companies assume that their workers leave for others in search of a wage increase.
And, in reality, when you get a salary increase, nothing changes too much. Because you have to keep working. Therefore, the motivation to charge something more, soon vanishes. Thus, it is not surprising that 80% of the workers in Spain prefer a package of benefits rather than a salary increase. That is, they increasingly value the emotional salary over the economic one.
It seems that, in Spain, a good salary is neither the only motivation nor the most decisive of a person when choosing a job. This is reflected in the Employer Brand Research 2021 report, by Randstad. 96% of respondents say that to feel satisfied in an organization, it is essential to have personal values in line with the company culture. And half of the participants recognize that they would not work in a company with a bad reputation, even if the salary was higher than in others.
“65% of respondents are inclined to choose a company in which they can reconcile work and family, 62% value the pleasant environment, 60% job security and 54% the possibility of developing as a professional,” says the aforementioned report. It also shows that, especially, the new generations put feeling comfortable before the stability and security sought by their predecessors.
For Miriam Martín, marketing director of Sodexo, “the importance of emotional salary has a generational basis that has been enhanced by the pandemic“. And she highlights that, in The Generational Mix in Spanish Companies, study by Sodexo, “the so–called generation Z is the first that does not put the remuneration of a job in the first place, but prioritizes other concepts such as work–life balance“.
It is clear that the emotional salary is a type of subjective salary, because its valuation depends on the perception that each employee has about it. And, in addition, “it is a complement to the economic, it will never replace it and acts as a set of supplementary actions to the monetary benefits that seek to influence the integral welfare of workers. It serves as a retention factor and brand positioning for those candidates interested in working in a company“, explains Cecilia Mansilla, expert in leadership and professional development.
Information sources
14/12/2022 0 Comments corporate info

Intangible benefits (V). Two-way communication, a way for the active listening of the staff

The descending internal communication model is the most used by Spanish companies. In fact, only one in five companies has a two-way model that really considers that internal communication is everyone’s business, which is why they decide to give their staff a voice. This is the case of ICM, where it is intended that the receiver and the sender continually exchange roles.

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30/11/2022 0 Comments corporate info , ,

Intangible benefits in ICM (IV): The personal and labor reconciliation in ICM, easier than in other companies

The non-split working day and the proximity of home to work are some of the aspects that bring the reconciliation of personal, family and work life closer to those who work at ICM. However, conciliation is still a pending issue in Spain. In fact, a survey carried out this year by Infojobs reveals that only 41% of the employed population find it easy to reconcile their personal and professional lives.

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16/11/2022 0 Comments corporate info ,

Intangible benefits of ICM (III). Non-split working day, an ally of conciliation and savings for the staff

At ICM (Integral de Conexión y Montajes, S.L.), the non-split working day is an intangible benefit for the staff. The employees enjoy this type of working day, which enables a better reconciliation of professional and personal life, and cost savings. 

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02/11/2022 0 Comments corporate info , , , , ,

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