ROOSHD SANAT group includes the following three companies :
Is an accredited company with rank of design and build (EPC) and has a brilliant background in the projects of renewable power plants and distributed generation, consisting of hydro, wind, solar, thermal and gas power plants as well as projects in oil and gas, petroleum, mineral and industrial factories. The company has been following an innovative policy in the fields of engineering services and supply to installing and setting up various projects. It is also active in the fields of utilization and repairs of power plants.
Roshd sannat company is honored that it established and utilized its first hydro power plant company in Qom with the investment of its private shareholders and efforts of committed and efficient personnel in the time period less time than it was planned and the generated power was added to the national power grid.
This company also installed and utilized another small hydro power plant in Semnan Province with the same investment model of Qom power plant(investment by private shareholders in the shortest time possible in August 2018 connected it to the national power grid.
Rosh sanaat company,due to keeping up to date to international standards and increasing the efficiency and work safety in the company,in addition of gaining accreditation certificate from the ministry of labor and social affairs has also achieved the below mentioned certificates:
OHSAS 1800,ISO 14001 – 2015 ,ISO 9001 – 2008 1 – 2007 and HSE – MS
As one of the Roshd Sanat group members and offers a vast domain of services in the rail industry including railway and metro which consists of locomotive renovation and repairs , production of mechanical and electrical equipment such as electric cars .
This company also supplies the other common equipment in railway cars.
As one of the Roshd Sanat’s group members, it is the supplier and producer and rebuilder of heavy duty electrical machines and their parts in Iran .
Roshd Sanat Niroo company has well-trained and competent employees who are experienced in building and repairing thousands of electro motors and generators in more than two decades .
This company is also the official sales and after sales service representative of WEG company in Iran.
Vision ؛ Organizational Structure
Vision
Roshd Sanat company’s vision is to become one of the most trustworthy EPC contractors in the field of hydro power, thermal , oil , gas , power plant projects and petroleum projects as well as other industrial projects .
We believe that with a powerful movement to achieve accomplishment and professionalism we will become the best partner and option for our employer and together we can offer a new definition of fundamentals and work range in our domain of activity.
The mission of Roshd Sanat company is to fulfill the demands of the employer offering the highest quality in product services and sensitivity in observance of environmental requirements as global citizens.
In order to protect the company’s growing customer orientation culture we work to increase our working skills, progress of navigation and work improvement as a daily task.
Organizational Structure
Simply put, organizational values are the guiding principles that give an organization its purpose and direction. They help companies manage their interactions with customers and employees.
Our values give us the assurance that every decision, from comprehensive meetings and events to seasonal feedback and reviews, will be made with our common values in mind.
The goal of organizational values
Organizational development is an important process that must be controlled by appropriate human resource metrics. These strategic metrics help you manage your organization’s ability to change. We strive to be a company that raises the bar of success and makes its people proud.
Trust:
We trust by default. This means considering the best intentions and giving people space and freedom from day one. Not to ask them to get it
people first :
We consider the whole of humanity , beyond any goal or moment. Doing so helps us to support each other and our customers in a meaningful way
Selfish diversity:
Accepting diversity is a moral duty, but it is also wise. We want the full range of talent in our team. Every point of view strengthens us. Organizational values helps a company to differentiate itself from its competitors.
The goal of organizational values
Organizational development is an important process that must be controlled by appropriate human resource metrics. These strategic metrics help you manage your organization’s ability to change. We strive to be a company that raises the bar of success and makes its people proud.
Trust:
We trust by default. This means considering the best intentions and giving people space and freedom from day one. Not to ask them to get it
people first :
We consider the whole of humanity , beyond any goal or moment. Doing so helps us to support each other and our customers in a meaningful way
Selfish diversity:
Accepting diversity is a moral duty, but it is also wise. We want the full range of talent in our team. Every point of view strengthens us. Organizational values helps a company to differentiate itself from its competitors.
Your company’s values set you apart from other companies in terms of customers, business partners, employees and volunteers. As such, they are an important part of your corporate culture, often described as the personality of your organization. Guide employees in decision making.
Values can provide a clear guide for your employees on how to behave in different situations in your company.
People should be trusted from day one and they do not need to gain that trust. As they say, “People start with a complete pool of trust, which means trusting your expertise, your judgment and your intentions.
This can be especially important for managers when they welcome new team recruitment. Increase your chances of attracting and retaining top talent. Volunteers are attracted to the values they identify with. Clearly defined organizational values that are reflected in your employer’s branding efforts and throughout your recruitment process. Organizational values help ensure culture. This fit is done in two ways:
To increase the scale quickly, the value of your company can be something that brings top talent, especially since you can not always compete with great people in things like campaigns. It is important to be honest about your values and how to live with them in the workplace. There is no company which fits all the people , so you may want to start over. Attract customers with the same values. When it comes to people buying values and preferences, statistics seem to speak better than words.
“Our values help us to choose tools so that we can do our job better”
Declare your business strategy Just as your core values guide your employees in making decisions, they also provide guidance on where you want to go as a company. Ultimately, it contributes to the business success of your organization.
They also help us decide if operating systems, tools, and partners match our goals. Increase employee participation and motivation. The Employee Happiness Model defines 15 global factors of employee engagement and happiness. This model consists of 4 pillars: organization, people, job and welfare. Each column consists of several main stimuli. An important driver in the “organizational pillar” is the company’s vision and values.There are several elements that positively affect employee participation in this area: understanding the vision and values, identifying values, behavior that conforms to values is confirmed. In other words, when a company really lives by its values and those values resonate with employees, people have more intrinsic motivation in the workplace.
Declare your business strategy Just as your core values guide your employees in making decisions, they also provide guidance on where you want to go as a company. Ultimately, it contributes to the business success of your organization.
They also help us decide if operating systems, tools, and partners match our goals. Increase employee participation and motivation. The Employee Happiness Model defines 15 global factors of employee engagement and happiness. This model consists of 4 pillars: organization, people, job and welfare. Each column consists of
several main stimuli. An important driver in the “organizational pillar” is the company’s vision and values.There are several elements that positively affect employee participation in this area: understanding the vision and values, identifying values, behavior that conforms to values is confirmed. In other words, when a company really lives by its values and those values resonate with employees, people have more intrinsic motivation in the workplace.