What are companies doing with regards to 'My Company'

In 2009 they created their charitable foundation, the Mando Group Foundation and in doing so made a commitment to donate 10% of their net profit to charitable causes. They work in partnership with the Community Foundation for Merseyside, who help manage their funds; their vision is to see local community and international causes transformed through their work. The three main areas in which they invest to achieve this vision are: To enhance the education and employability of young people in Merseyside through sharing what they know best - our digital and leadership skills. To work with international charities in developing countries which is voted for annually by staff and each year the majority of their internal fundraising is done in support of this charity. At the end of the year, the final figure is then matched by the Foundation, doubling their employee's efforts and helping to make a real difference in the causes that motivate their staff.

In 2009 they created their charitable foundation, the Mando Group Foundation and in doing so made a commitment to donate 10% of their net profit to charitable causes. They work in partnership with the Community Foundation for Merseyside, who help manage their funds; their vision is to see local community and international causes transformed through their work. The three main areas in which they invest to achieve this vision are: To enhance the education and employability of young people in Merseyside through sharing what they know best - our digital and leadership skills. To work with international charities in developing countries which is voted for annually by staff and each year the majority of their internal fundraising is done in support of this charity. At the end of the year, the final figure is then matched by the Foundation, doubling their employee's efforts and helping to make a real difference in the causes that motivate their staff.

The Social Committee at Lloyd & Whyte Group Ltd underpins the company's strategy around culture, and its importance should not be under estimated within the business. Every year, the company has a budget to be utilised in organising a family summer event and an employee only Christmas event. Last year 67 employees attended the Christmas party and year on year the company always has good attendance. The event starts with a champagne reception, closely followed with a speech from Matthew, the company's MD, who gives a strategic over view of the year. Importantly it is also an opportunity for Matthew and the Group to recognise some of the people within the Companies who are consistently excelling in what they do and without whom; the business could not do without. They then have a 3 course meal, finished off with dancing the night away. The night is paid for by the Group and the company always receives lots of thank you's after the event.

In order to communicate Lloyd & Whyte's commitment to professionalism, an objective to attain Corporate Chartered Insurance Broker status was set, and achieved in 2011. In order to deliver a professional service, Lloyd & Whyte firstly nurtures professionalism within its culture. Attaining Chartered status demonstrates to employees the value of professionalism, and the expectations go beyond the individuals to include the organisation itself. The company believe that working for a Chartered company also sets a standard for staff to work towards, improving motivation and morale. Since becoming chartered, development and qualification on an individual level has been adopted as a corporate objective. Investment in staff begins on day one, with the aim of new starters achieving CertCII within 12 to 18 months, if not already held. At present, over half of employees are studying towards professional exams, with an average pass rate of 80%.

At Lexmark International Ltd, they have reward schemes, bonus schemes; provide job descriptions, development plans, pay reviews, performance management processes, organisation strategy.

Lexmark strives to be an environmentally responsible provider of products and services. From the way they design with the environment in mind, to how they engineer their packaging to reduce materials, all the way to the collection programs they provide and the company's environmentally progressive approaches to recycling. Lexmark's MD is a member of the local Chamber of Commerce where he actively participates in providing insights on key business areas.

Langley House have Senior Management talkbacks with all of their project teams. These have helped to improve communication within the Trust. Many of their project workers did not understand why some of the changes that had been implemented had to be done. It was good to be able to explain how the legislation that regulates them means Lanagley House sometimes have to make changes and get employees to do this in a different way. They introduced a credit card with their values on which has been well received and their senior team ask for feedback to make sure they are demonstrating these values by the actions they are taking.

Langley House have Senior Management talkbacks with all of their project teams. These have helped to improve communication within the Trust. Many of their project workers did not understand why some of the changes that had been implemented had to be done. It was good to be able to explain how the legislation that regulates them means Lanagley House sometimes have to make changes and get employees to do this in a different way. They introduced a credit card with their values on which has been well received and their senior team ask for feedback to make sure they are demonstrating these values by the actions they are taking.

Kumon Educational UK provides an appraisal framework which includes details of the objectives for the forthcoming year. This is signed by both parties, to ensure that what is being requested is agreed and manageable. Through the objective process, Associates can earn up to 25% of basic salary through the achievement of objectives. There is also a Staff Recognition scheme, which runs at the end of the year to reward Associates who have gone above and beyond in their roles. In addition, Associates are rewarded ad-hoc if they go above and beyond the normal expectations, for example weekends away, retail vouchers, wine and flowers.

Kumon Educational UK provides an appraisal framework which includes details of the objectives for the forthcoming year. This is signed by both parties, to ensure that what is being requested is agreed and manageable. Through the objective process, Associates can earn up to 25% of basic salary through the achievement of objectives. There is also a Staff Recognition scheme, which runs at the end of the year to reward Associates who have gone above and beyond in their roles. In addition, Associates are rewarded ad-hoc if they go above and beyond the normal expectations, for example weekends away, retail vouchers, wine and flowers.

KPMG's Employee Recognition Programme Encore remains leading edge and provides an effective way to recognise the company's employees. With reward budgets remaining tight, it is a relatively low cost, yet highly valued way of keeping employees feeling valued and appreciated. KPMG's innovation this year was to align the tool with their new global strategy, so that KPMG could directly reward individuals who demonstrated the attributes that are key to driving the business forward. KPMG were placed in the shortlists for the Personnel Today Awards 2012 ‘Award for Excellence in HR Through Technology or Social Media' and CIPD Awards 2012 ‘Excellence Through Technology' categories. When an employee is nominated for an award, the reason given will relate to one of the company brand attributes and this is clearly communicated to both the individual who receives the award and their line manager.

As a company, KPMG believe that being valued by the communities in which we live and work, and leading on issues such as social mobility is vitally important. They believe local communities have talented individuals who are hungry for career opportunities, yet are hampered by considerable access barriers. A key element of the company's response to diversifying entry routes into the professional services was their STARs programme – an 11-month Risk Consulting internship for 20 talented school-leavers. Now in its third year, STARs forms part of a structured commitment to widening access. In 2011, Audit launched a School Leaver Programme (6 years-employment, degree and ACA qualification) recruiting 224 students over the past 2 years and Risk Consulting has now launched a 3-year Level 4 apprenticeship scheme. All programmes are complementary and build future capability. Working in partnership with local communities, KPMG tackle employability issues. Their education outreach programme builds long-term relationships with 94 schools/colleges in targeted, disadvantaged communities, representing a commitment of over 10,000 KPMG hours.

Kiln promotes healthy living by providing free fresh fruit every day, the aim is to get staff to avoid sweet snacks and help them take a healthy option instead. The company also provides coaching from outside of the company to help employees address issues that are impacting on their work life, they organise a yearly flu jab programme which takes place in the office, all employees over the age of 35 are able to attend a Well Man/Woman medicals, those who are over 45 are able to attend an Executive Health Assessment, an even more exhaustive medical. Kiln also provide a 75% contribution to yearly gym membership fees with selected gyms partners that are located close to the office locations, to enable staff to go to the gym during lunch breaks if they wish to.

Kiln promotes healthy living by providing free fresh fruit every day, the aim is to get staff to avoid sweet snacks and help them take a healthy option instead. The company also provides coaching from outside of the company to help employees address issues that are impacting on their work life, they organise a yearly flu jab programme which takes place in the office, all employees over the age of 35 are able to attend a Well Man/Woman medicals, those who are over 45 are able to attend an Executive Health Assessment, an even more exhaustive medical. Kiln also provide a 75% contribution to yearly gym membership fees with selected gyms partners that are located close to the office locations, to enable staff to go to the gym during lunch breaks if they wish to.

JWT London makes it mandatory for all staff to have an annual 360 appraisal. Managers are trained in this important skill and we are seen as a beacon of best practice in this respect. Managers are also trained in the thorny issue of how to deal with poor performance for when a difficult conversation needs to take place.

International Craft Skills is a unique week long residential program that takes place annually at the end of JWT graduate recruits' first year. It consolidates and tests their learning, develops them as individuals and potential leaders and above all connects them and makes them feel truly part of an international community, not an abstract network. In 2012, 34 delegates from London, Lisbon, Milan, New York, Moscow, Dublin, Cairo, Beirut and Tunis gathered in JWT Portugal. The week kicks off with a Myers Briggs workshop, so delegates can then apply their understanding throughout the week in their pitch teams. In parallel, the teams receive daily presentation skills coaching and are encouraged to step out of their comfort zones and take creative risks in their final pitches to clients.

The John Bowler Group have unlimited bonus awards and pay increases available to all employees for exceptional effort or performance. They have had employees in the past who have received 4 salary increases in one year, and an employee who was awarded a 25% increase for their substantial and consistent contribution to the company. The company also offer a suggestion scheme with £50 for any suggestion which is adopted.

The John Bowler Group have unlimited bonus awards and pay increases available to all employees for exceptional effort or performance. They have had employees in the past who have received 4 salary increases in one year, and an employee who was awarded a 25% increase for their substantial and consistent contribution to the company. The company also offer a suggestion scheme with £50 for any suggestion which is adopted.