DSG CONSULTORES is a local organisation working in the field of HR Consultancy and Training for SMEs in Almeria. They have more than 15 years of experience and a good number of clients. They also provide training in collaboration with the Provincial Council for unemployed people and other groups such as immigrants, young people and long-term unemployed among others.

DSG Consultores offers both Public Administrations and private construction companies a Health and Safety Plan Coordination service on construction sites, with advice on safety measures to be adopted on these sites and close monitoring of the workers, to ensure compliance with both collective and individual protection measures, which would be necessary to adopt according to the provisions of the Health and Safety Plan for the execution of the construction work.

DSG also has a training department to cover the training needs of company employees, mainly due to the adaptation of workplaces to new technologies and the channeling of these to quality systems of the product or production system, which makes it necessary to plan the TRAINING with specialized advice, monitoring and delivery of courses tailored to the needs of our clients, according to the fundamental activity of the companies we serve and the qualifications of the personnel to whom the training action is directed, in short, providing our clients with a tailor-made service.

DSG Consultores offers, both to Public Administrations and private construction companies, a Health and Safety Plan Coordination service on construction sites, with advice on the safety measures to be adopted and close monitoring of the workers, to ensure compliance with the protection measures, both collective and individual, that would be necessary to adopt in accordance with the provisions of the Health and Safety Plan for the execution of the work.

The requirements of a company vary depending on the personnel they are using and they decided to work with seniors because of the age of the personnel. Protection measures must be adapted to the personnel and the prevention plan must take into account the age of the worker for possible readaptation. This is why DSG Consultores is aware from the outset that the worker must be listened to. If they do not take the worker and their needs into consideration, it will be difficult for them to succeed in their readaptation. On the other hand, they must talk about a specific concept within the company. RECOGNITION OF THE WORKER.

There are companies that have been employing workers for twenty years, who have a lot of experience and knowledge, and all this experience should be channelled to new employees. But how can a new employee be guided by the older employees if they have the same rank in the company? The answer to this question is very simple, with the public and notorious recognition of the employee. The company must recognise their work and highlight it so that they can be a model and a reference for other employees. And this is how we and our workers see it, and at the same time, they try to transmit this ideology to other companies.

The crisis that occurred in the construction sector (2008) greatly affected the area related to the Occupational Health and Safety service. This crisis in the construction sector directly affected the main area within the company. As the number of construction sites decreased, so did the activity in the DSG.

As the situation was not improving and the crisis in the construction sector was getting worse and worse, the DSG had to consider taking measures that affected the survival of the company. And this is where our experience in managing a complex situation was born.

Taking into account that they have multiple companies that they advise and train, they set themselves a challenge, to try to help these companies to readapt these workers in order to reduce redundancies.

Every senior worker has experience and baggage that young people hardly have, so why not take advantage of it? How to take advantage of it?

We must be aware and for this, they propose the following steps:

Make a SWOT analysis of human resources within the company and be aware of the strengths of older workers and give them importance in front of their colleagues. Like a young football player who relies on the veterans. Veterans have an added value and we had the need to highlight it.

In short, the management of senior human resources within a company must be flexible and dynamic in order to adapt to each stage of their life cycle and to changes in the market and, on the other hand, it must recognise veteran workers in order to enhance their happiness at work and their contribution to the company.

Recognition of the worker, flexibility, communication