Radley Yeldar have a budget specifically for fun and social events. They run a range of away days during the year so that everyone has the opportunity do get out and do something that appeals to them with their colleagues. They hold RY Community Days volunteering in the local community and other activites include: football, cheese tasting, poker and wine tasting And of course the RY Summer and Christmas party. A recent team bulding workshop focused on encouraging people to: Develop greater trust in one another through honest adult feedback, Develop greater degrees of openness and honesty with one another, Use plain honest speaking as a way of building trusting relationships, Recognise the tension between personal performance and team ethos and develop personal strategies to manage the tension.

Radley Yeldar have a budget specifically for fun and social events. They run a range of away days during the year so that everyone has the opportunity do get out and do something that appeals to them with their colleagues. They hold RY Community Days volunteering in the local community and other activites include: football, cheese tasting, poker and wine tasting And of course the RY Summer and Christmas party. A recent team bulding workshop focused on encouraging people to: Develop greater trust in one another through honest adult feedback, Develop greater degrees of openness and honesty with one another, Use plain honest speaking as a way of building trusting relationships, Recognise the tension between personal performance and team ethos and develop personal strategies to manage the tension.

Some examples of the sorts of training activities that Qiagen employees might undertake are courses, mentorship, coaching and online sessions. There is internal coaching/ mentoring for women at work.

Qiagen held a Christmas party at a local hotel where a three course meal was provided, an open bar, disco and accommodation or transport for the evening. There is also a Summer party where partners/family are invited. In the past this has included a roller disco.

On average employees receive 8 hours per year of formal training with an average spend per employee on training per year of £550. Examples of the sorts of training activities their employees might undertake are: Technical/Role Specific - e.g. insurance/claims related, Personal/Soft Skills - e.g. effective communications, presentation skills, assertiveness, IT - e.g. system specific, MS Word, Excel, PowerPoint, Project, Management Skills – various levels of people management development, development around performance management, Professional Studies – support to various professional qualification studies and qualifications across the business and Induction/Cultural – Welcome to QBE and OPENUP QBE Awareness. QBE uses a variety of training delivery methods and their comprehensive website gives easy access for employees to see the overall offering as well as instant access to eLearning or online reading and recorded WebEx sessions on specific subjects.

At QBE the company approach to salary review and annual bonus awards focuses on linking performance, through the annual appraisal/performance management process with financial awards. This exercise is supported by annual benchmarking exercises to ensure that employees feel they are rewarded for their efforts.

On average employees receive 8 hours per year formal training with an average spend per employee on training per year of £800. Examples of the sorts of training activities that employees at Salford Software Ltd might undertake are professional qualifications with field of expertise plus regular updates on new products or sytems.

On average employees receive 8 hours per year formal training with an average spend per employee on training per year of £800. Examples of the sorts of training activities that employees at Salford Software Ltd might undertake are professional qualifications with field of expertise plus regular updates on new products or sytems.

PSN hold a number of fitness actvities throughout the year including the 'Fit 4 2009 Challenge.' This involves measuring the fitness of the participants at the beginning of the programme and then again 8 weeks later. There are 6 areas to check which include body fat, blood pressure aerobic capacity and flexibility. They continue to maintain their 'Healthy Working Lives' programme. The standards criteria give them a framework to develop a strong health strategy within the business. It gives them a means of tackling not only the 'nicer' topics of health such as general fitness, but also the more difficult subjects such as urinary tract cancer, drug and alcohol abuse, stress and mental illness. Although not easy subjects to tackle they continually get wide support to 'lunch & learn' sessions throughout the year with most being over subscribed.

Examples of how PSN engages with schools and colleges include workshop sessions for students on interpersonal and communication skills, information on the oil and gas industry (e.g jobs available), CV writing, applying for jobs, interviewing techniques and facilitating meetings. These sessions have taken place at Old Machar Academy and Mearns Academy. Members of their HR team mentor students at Robert Gordon University who are studying for their MSc in Human Resource Management. Engineering students from RGU universities meet with practicing engineers to mentor and discuss options for career development within oil and gas and other industries.

Management tool kits/resources are provided to give the manager guides on some of the key HR policies such as how to manage attendance and how to manage a disciplinary. Portico have a policy that allows individuals to request pay/support for external management qualifications. Portico have a number of internal programmes as well as the ILM accredited Team Leading and First Line Management. Portico have a team of Mentors who currently work with Supervisors to help them grow in the business. Mentoring meetings take place monthly. Portico host quarterly Management breakfast seminars for networking and they bring in a speaker/trainer to focus on a key leadership/people manager area.

Portico have a formal Thank you Scheme that is an instant recognition scheme across their whole business. Each location has staff noticeboard to share relevant communications such as internal vacancy list, training posters, event posters. Portico also send out regular posters via email communicating training events, Giving Back events and social activities as well as reward and recognition.

Populous have live Q&A surgery sessions at staff meetings. They have no cellular offices so all leader/ senior managers are approachable and work in open plan offices alongside employees. They hold regular staff meetings, talks and office parties and events and all new staff are invited to introduce themselves to the board at a board meeting (collectively). Populous believe that they have approachable leaders.

Populous have live Q&A surgery sessions at staff meetings. They have no cellular offices so all leader/ senior managers are approachable and work in open plan offices alongside employees. They hold regular staff meetings, talks and office parties and events and all new staff are invited to introduce themselves to the board at a board meeting (collectively). Populous believe that they have approachable leaders.

On average, employees receive 40 hours per year formal training with an average spend of £300 per employee per year. Employees at Ponti's undertake training activities such as: Induction, Fire training, Food Hygiene Supervisory training, Influencing Employee behaviour, Management Development Programme, Barista coffee training, Train the Trainer course and NVQ's.

On average, employees receive 40 hours per year formal training with an average spend of £300 per employee per year. Employees at Ponti's undertake training activities such as: Induction, Fire training, Food Hygiene Supervisory training, Influencing Employee behaviour, Management Development Programme, Barista coffee training, Train the Trainer course and NVQ's.

On average, employees receive 18 hours per year formal training with an average spend per employee on training per year of £80. They provide training activities such as: H&S, Induction, Manual Handling, presentation skills, influencing skills, IT training and leadership development.

On average, employees receive 18 hours per year formal training with an average spend per employee on training per year of £80. They provide training activities such as: H&S, Induction, Manual Handling, presentation skills, influencing skills, IT training and leadership development.

Penspen Ltd say that the e-cards at Christmas are a great idea as they are both sustainable and a great way of freeing up additioanl funds for charity. They also encourage small enterprise giving, supporting charity bungee jumps etc. The weekly 'Ramble and Roll' through Richmond Park also requests a small charitable donation to be given in order to take part. A number of their employees help and support local fundraising activities via small group enterprise eg. by raising money for their nearest Elizabeth Fitzroy Home, which provides support for people with disabilities.

Penspen Ltd say that the e-cards at Christmas are a great idea as they are both sustainable and a great way of freeing up additioanl funds for charity. They also encourage small enterprise giving, supporting charity bungee jumps etc. The weekly 'Ramble and Roll' through Richmond Park also requests a small charitable donation to be given in order to take part. A number of their employees help and support local fundraising activities via small group enterprise eg. by raising money for their nearest Elizabeth Fitzroy Home, which provides support for people with disabilities.