selos invest
Celos Invest formerly of Luxembourg is moving to Switzerland.
EaglE Mining
Eagle Mining is a wholly owned subsidiary of Sgiathan Òir
Sgiathan Òir
Sgiathan Òir is a private single Family Office structure
AVRX
Advanced Vectored Research/Resource Exchange (AVRX) has various divisions and project elements.
About us
AVRX
OUR MISSION STATEMENT
To build long-term relationships with our customers and clients and provide exceptional customer services by pursuing business through innovation and advanced technology. To enable greater society to lead with significantly better moral values and ethical standards; enabled by our intellectual productivity, through employing our knowledge replication and aetiological superintendence technologies.
We will produce outstanding financial returns for our shareholders. We will produce outstanding services and product deliveries for our clients. We will produce outstanding levels of satisfaction for all those affected by our works. We will produce outstanding work opportunities for all of our employees, as well as outstanding levels of appreciation for their families.
We will strive to have a completely satisfied client at the end of each transaction and/or engagement.
OUR VISION STATEMENT
To meet our clients’ needs through world class products, services and creativity leveraged technologies that deliver realised social, environmental and bottom-line value and satisfaction.
To leverage our intellectual property assets to enable the youth component through to societal leadership, from civil society to government, to culturally adopt – through a process of progressive generational change – the fundamentals of transparent effective governance, co-operative intellectual capacity, systemic functional literacy, knowledge replication and lifelong learning customs.
OUR CORE VALUES
AVRX SS organisational culture is based on a movement towards greater openness. At its core, it is about restoring the value of trust to its rightful and proper place in our marketplace. Trust has always been an essential component of
civil society. Whenever people have formed agreements, contracts and other arrangements for working together, there has been a need to know that others will act in accord with what they say.
We, therefore, will not sacrifice this view on the altar of technology/expediency, or coerce extra payment, or cover a solicited/tacit bribe for any work that we perform individually and/or collectively.
For us, trust is the fundamental ingredient to our prosperity as individuals and as an organisation. This philosophy is our underscoring level of connectedness within the society and communities in which we operate.
OUR CORPORATE BELIEFS ARE:
We believe in treating our customers with respect and faith.
We believe in the principle that hard work, high productivity and demonstrated creativity are something to be proud of.
We desire to have all of our employees involved and participative in their relationship with AVRX .
We grow through creativity, invention and innovation.
We integrate honesty, integrity and business ethics into all aspects of our business functioning.
A few things we’re great at
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AVRX Skills
ELEVEN (11) AVRX SKILLS THAT BRING VALUE TO YOUR BUSINESS
Our AVRX SS ability to bring future trends into play right now, add significantly to our differential advantage infusion into our client’s organisations. Initiatives and trend developments such as:
1. Sense-making – our ability to determine the deeper meaning, or significance of what our client is expressing and/or requiring.
2. Knowledge replication and management – our knowledge management and replication systems, processes and technologies ensure that our clients information is in context, and that it is producing an actionable understanding at every
level of their project and business.
3. Novel and adaptive thinking – our proficiency at thinking and coming up with solutions and responses that are routinely beyond that which is required or expected.
4. Computational thinking – our ability to translate vast amounts of data into abstract concepts and to understand data-based reasoning routines.
5. Boundaryless trans-disciplinarily developments – our literacy in, and ability to understand concepts across multiple disciplines and integrate the required elements into our creative solutions constructs.
6. Cognitive load management – our ability to discriminate and filter information for importance, and to understand how to leverage maximum cognitive functioning using a variety of our developed and proven tools and techniques;
7. Social intelligence – our ability to connect with our client’s in a deep and direct way, to sense, determine and stimulate creative reactions and the desired constructive reactions/interactions thereto.
8. Cross-cultural competency – our ability to operate seamlessly and successfully in different cultural settings;
9. New-media literacy – our ability to critically assess and develop content that uses new media platforms, and to leverage these media services for persuasive integrated coordinated communication and creative initiative development;
10. Design mind-set – our ability to represent and consistently develop tasks and work processes to expedite and leverage desired project outcomes.
11. Virtual collaboration – our ability to plan effectively, work productively, drive integrated and coordinated engagement and demonstrate our presence as a member of a physical, as well as virtual team, offering creative solutions
to our client’s.
Sgiathan Òir
Things are changing. We are about to launch a significant growth strategy.
Opportunities Are Coming
Our Agricultural Divisions are in the process of advanced planning for new and exciting projects.
The secret of success
Declaration of Intent
We do not wish to go through a lot of hastily developed and insincere corporate values today. I would rather that we focus on the one value which our Family Office feels most strongly about. We are concerned about firstly is one another’s wellbeing which brings real measurable, positive value into each one of lives and those of our family members.
The company is only as strong as the people who work inside it and with it. Your ability to function and grow during this transition matters to the Family Office as a business unit.
I am mentioning nine of the usual suspects of hastily developed and more-often insincere corporate values that continue to crop up in almost every business plan and web site: Integrity, Teamwork, Customer Focus, Innovation, Accountability, Communication, Passion, and Respect.
Corporate values are a company’s fundamental beliefs and guiding principles that help employees work together to achieve a common goal. They can relate to customer relationships, business relationships, and company growth. Some common examples of corporate values:
Integrity: Prioritising doing the right thing over personal gain, and ensuring interactions are honest and transparent.
Teamwork: A core value signifies the importance of collaboration, mutual respect, and collective responsibility in achieving common objectives. It emphasizes that diverse skills, different perspectives, and shared commitment are integral to success.
Customer Focus: Our prioritizing the needs and expectations of customers above all else, actively seeking to understand their desires, and consistently delivering products or services that meet or exceed those expectations, ultimately aiming to build strong customer loyalty and satisfaction.
Innovation: Challenging yourself to see what’s possible to better meet the needs of your team, customers, and company.
Inclusion: Valuing and respecting people from all walks of life and ensuring that everyone feels valued.
Accountability: Holding employees accountable for their actions so that everyone is working towards the same goals
Communication: Being open and honest in communication and sharing thoughts and feedback directly and respectfully.
Passion: Having a team who love their work, are interested and excited about it, and actively engaged with the day-to-day difference they are making.
Respect: Treating all employees, clients, customers, and stakeholders with dignity and worth.
None of these corporate values count – if the individuals concerned to the company cannot function effectively.
Full Time Equivalent Employees (FTEE)
Full Time Equivalent Employees (FTEE) – Where the employee has an employment contract that reflects an employment declaration that states Full Time/Permanent Employee:
FTEE Employees have FULL Medical Cover (with dental and optical) as an integral part of their employment package.
Part Time Equivalent Contractors (PTEC)
Part Time Equivalent Contractors (PTEC) – Where the employee has an employment contract that reflects an employment declaration that states Part Time/Seasonal Contractor. PTEC Employees do not have Family Office Group Medical Cover nor do they enjoy Family Office Group Life Cover. However, PTEC designated personnel and their direct families have full reasonable access to the Medical Practitioner on site.
About us
Sgiathan Òir, AVRX and Eagle Mining are just some of the company units that are concerned to our Family Office.
Our journey to initiating some significant projects is about to begin.
As always, we cannot let others speak on our behalf. We cannot be held responsible for the utterances and actions of others unless specifically agreed to by us in writing.
Project Units
Effective Policy Development
As employees of our business units and projects, you have a participative duty to work with us to develop and implement a working business unit policy that is appropriate to the nature and scale of the activities being managed within that business ecosystem.
A specialist will be part of the team that works with the employee cohort to develop the policy. An existing framework will be tabled, which needs to be worked through to ensure it fits with the business unit and/or project unit form and function.
The Policy must commit (as a minimum) to:
1. The prevention of incidents that may lead to: injuries, illnesses, pollution, property and environmental damage, community impacts, security threats, process losses and product quality impacts.
2. Compliance with legal and other requirements, including international accords and external requirements to which Invermooi Manor or the business/activity subscribes.
3. The effective management of Health, Safety, Environment and Communities (HSEC) risks.
a. Health – Ensure employee and their family health is sustained, and where necessary enhanced through better nutrition, stress element mitigation, time management optimisation, and other salutegenics – which effectively enable our employees family to identify life demands (e.g., stressors, challenges) and general resistance resources that need to be balanced (manageability), as well as life opportunities (e.g., acquisition of individual family unit assets, advancement of family member learning situations) that stimulate health and economic development pertinent to a functional, debt-free and healthy household unit.
b. Safety – That the safety of the employees, visitors, property, equipment and appurtenances thereof is managed through effective risk assessments and ongoing modernisation of equipment, machinery, tools and the updating of management and intervention capacity.
c. Environment – Ensure that an effective management plan is developed, implemented, maintained and audited to identify, quantify and qualify environmental custodianship related matters.
d. Community – This aspect is very broad and can get complex, for example, ensure that the fire mitigation and security augmentation intervention resources, equipment and technologies are maintained and resourced to ensure effective capacity to mitigate against security and fire related losses within the community vicinal to our operations.
4. Adopting sustainable practice in key areas through a sustained programme of continual improvement of the farming units and personal advancement.
5. Establishing measurable objectives and targets for improving performance at all levels and in all parts of the business unit.
6. Identifying, quantifying and qualifying those areas that require new/additional provisioning of resources needed to meet our safety, quality, etc. performance objectives – with an underscoring custodianship of resources framework.
7. Encouraging employee participation and promoting employee awareness of threats and opportunities within the business unit.
8. Meeting our employee and client expectations and requirements, as well as ensuring pro-active participation in meeting developing trends within the target markets.
9. Respecting the standards of conduct, the policy frameworks defined in the way we work within the confines of overall good order and governance being maintained within the business units.
We all need to live up to the letter and spirit of the way we work and apply our code of conduct.