Agap2 Technology Services (ATS) presents its clients with a new brand and a distinct way of thinking and making technology.
Agap2 Technology Services (ATS) presents its clients with a new brand and a distinct way of thinking and making technology. Our vision is clear: we want to be your trusted partner and the first choice for your challenges. Proximity, transparency and collaboration are our answer to the complexity of today’s constantly changing world. We ensure technological innovation, process agility and ensure the continuity of your business and infrastructure.
Today's organisations want to be agile, to be known for the innovation of their processes and experiences and, above all, long to be close to their clients at all times. For this to happen, it is imperative that its Information and Communication Technologies (ICT) systems are always available, with minimal complexity and at the lowest possible cost. This is why today we are seeing more and more companies choose to outsource most of their IT departments. This crucial decision must fall on a partner who is capable of all the challenges and layers of its information systems.
"For INE (National Institute of Statistics), the participation of AGAP2IT in the Censos 2021 project was extremely effective and produced decisive results for the project. It was possible, within the schedule and budgets, to integrate the functionalities necessary for the success of the project. To be noted, the mobile App that allows the use of the enumerator’s smartphone for management and information collection tasks. It is with great satisfaction that we see the results of the contribution of partners in the projects of INE."
António Alcobia Portugal
"agap2IT has been our partner in developing mobile solutions for some of our international clients. The delivery has been fully satisfactory and the flexibility that AGAP2IT has shown in the course of the various stages and the various projects is a differentiating factor that we value very much."
José Pedro Nascimento
According to the President of the Liga Portuguesa de Futebol, Pedro Proença, the FootballISM platform is "The tool of choice for the professionalization of clubs in Portugal."
Over the years we have worked with AGAP2IT, we have recognized in this company an excellent performance and strong commitment to solving the challenges presented by us, showing great professionalism and having a set of highly qualified and responsible employees.
The participants will be able to meet the CoachISM Platform and the team which developed itRead more
Enroll in Recodme, a training program to retrain unemployed young people who are enrolled in IEFP.Read more
The May and June issue of Human Magazine selected agap2IT as an example of a company of excellence working in Portugal.Read more
2018 Outcomes and Consultant Goals for Next Biennium reviewed by IT InsightRead more
The company ended 2018 with a result of 15.8 million euros.Read more
Lisbon Academy of Sciences welcomed the agap2IT team. A significant increase in 2019 and new cycle started.Read more
agap2IT won 4th place among Large Enterprises in the “Índice da Excelência” study.Read more
Flávio Massano, Unit Director, is the author of an interesting article about new generations, talents and companies. You can read it in Económico and below.
The generation that threatens leaders
Flávio Massano, Unit Director agap2IT May 10, 2018, 00:06
Why do companies insist on enticing a thirsty generation of opportunities with indefinite employment contract proposals, a fixed salary and an eight-hour work schedule?
Get ready for the storm to begin: Generation Z is coming to work. It is made up of young people in their 20s who have grown up with full access to the internet and technology and who are intensely connected with social networks. They will be the next puzzles of our world.
However, it is still about the previous one - Y or millenials - that are the biggest challenges and uncertainties. Notably the behavioral and positioning disruption that brought with it into the busy and schizophrenic professional world. Professionals born between the early 1980s and the late 1990s are everywhere and always connected.
TED speaker Simon Sinek gave us in one of his lectures a simple and crude message: a low self-esteem, technology-dependent and socially-dependent generation, impatient and in need of instant gratification, and a victim of an unhealthy corporate environment and weak leadership and business strategies.
The time has now come to assess what leaders and millenials can do to prevent the positive disruption brought about by a highly skilled and informed generation from turning into a dark and unfortunate period of their lives. In fact, only the maintenance of old and extemporaneous behaviors explains why we find, in the businesses and social groups in which we move, such a large number of dissatisfied faces, eager and determined to leave their jobs as soon as possible.
Change leadership and stimulate a generation
Leaders and business actors have to embrace a new approach, redefining recruitment and management strategies for their employees.
In the case of technology consultants, which will continue to grow in the domestic market and represent a sector where millenials are already the rule, the problem seems particularly demanding given the high demand for professionals and the ease with which they exchange projects and companies.
The change in strategy will have to start with how they identify and recruit new employees. The scripted and dispassionate interviews conducted exclusively by the department created for the purpose and the unclear recruitment processes, particularly as regards what the company has to offer to the candidate, will fall out of favor by the obvious lack of effectiveness. Agility, transparency and feedback will have to be the paradigm, and the flexibility to be hired on time will have to be part of everyday business.
Change will also have to happen at the level of working conditions. We must ask ourselves: Why do we continue to entice an irreverent and thirsty generation of opportunities with proposals for an indefinite employment contract, a fixed salary and an eight-hour work schedule? Wouldn't companies be better off if they tried to figure out what these professionals were really motivated and wanted, and made available to them with variable pay packages, intrinsic rewards, flexible working hours, and well-defined projects?
These counterparts are not the determining component of millennial choices and satisfaction with their working life. What has been seen is that millennial are eager to identify with their roles and objectives, to be recognized for their efforts and the results they achieve, and to appreciate their peers and superiors.
Managing their careers has to be oriented towards orientation and coaching , rather than the usual typically formal leadership and subordinate relationship. The constant exchange of voluntary feedback between the parties will be the “glue” of a relationship of trust based on values such as transparency, involvement, autonomy and mutual professional and personal respect.
Customers are a fundamental part of this process.
Not least, the exchange of information between technology consultants and their clients, where part of this generation provides consulting services, is required to be as close and close as possible, based increasingly on the idea of partnership and less on mere traditional customer and supplier relationship. It is the responsibility of these agents to maintain a real time communication line, which allows the employee to know at all times what is their role, performance and impact on the whole.
Faced with a generation that does not wait for results and does not like to see itself as a number, the solution involves leaders who can listen to their employees, show the big picture when the results are late and teach them socially cooperative behaviors. professional.
In order for this change to achieve its intended objectives, it is imperative that there is a global corporate strategy, shared and implemented by all actors in the organization. Those who achieve this will be, compared to everyone else, much closer to achieving what this generation really seeks and compromising it with their vision and mission, thereby creating the most important sustainable competitive advantage.