What are companies doing with regards to 'My Company'

Innogistic have many team and company wide social events. The two main examples are Innogistic's Christmas party which was held at a local Indian Restaurant. The whole company was treated to a drinks reception, followed by an Indian feast. All food and drink was paid for by the company and for employees that live outside of Bristol, the company also picked up the cost of their hotel accommodation. For the annual summer party Innogistic hired an area of a local public green/park and erected a marquee which was their ‘home for the day' where a team based cookery competition was the highlight of the day. Each team chose a region of the world and each employee was given £20 per person (including partners) to provide the food

Innogistic encourages employees to be pro-active about looking after their health and wellbeing by providing them with a Healthcare cash plan. This plan assists with the everyday costs of looking after their health and well being, by giving them cash towards a wide range of health related costs. There are different levels of cover available and Innogistic pay for a Level 3 plan as standard for employees. Employees can also if they wish upgrade their plan and/or arrange cover for their family by paying the respective premium through payroll.

Special consideration may be given to employees whose contributions have enhanced cross-geography working or understanding. All employees are eligible and anyone may put forward a co-worker for consideration. Their names and the reason for the award are announced by the Executive team at the quarterly global all-hands meeting and the individuals are presented with a special award in the form of a personalised “trophy” as well as a letter of recognition from our CEO.

Informatica are committed to paying above average base salaries when measured against their peers in the industry. They gather the latest market data from a variety of sources: industry specific surveys, functionally specific surveys, geographically specific surveys, internal and external recruiters and competitors; plus the opportunity for additional rewards when individuals and/or company business objectives are achieved. They provide a variety of compensation components aimed at enhancing employee satisfaction, driving organisational performance and rewarding employee performance.

There is a study policy in place. The company have an employee undertaking the MA Human Resources management at Portsmouth University funded by the company. There is a wide range of internal courses run every year. These are advertised on the courses calendar of events and includes courses such as running successful meetings, presentation skills, appraisal skills and HR for managers. They encourage 'stand in' opportunities for employees to stand in for their manager for periods of less than 3 months. This allows an employee to get experience of people management.

There is a study policy in place. The company have an employee undertaking the MA Human Resources management at Portsmouth University funded by the company. There is a wide range of internal courses run every year. These are advertised on the courses calendar of events and includes courses such as running successful meetings, presentation skills, appraisal skills and HR for managers. They encourage 'stand in' opportunities for employees to stand in for their manager for periods of less than 3 months. This allows an employee to get experience of people management.

There is strong communication in the form of monthly staff meetings, monthly newsletter etc. There are staff incentives which could be cash or any other relevant reward. Length of service anniversaries are recognised. There are bi-annual appraisals and every member of staff has a probation period review. There are also staff events.

There is strong communication in the form of monthly staff meetings, monthly newsletter etc. There are staff incentives which could be cash or any other relevant reward. Length of service anniversaries are recognised. There are bi-annual appraisals and every member of staff has a probation period review. There are also staff events.

Recruitment guides/training initiatives are already in place. There is pay/support for external management qualifications through the HPS educational assistance programme. 360º feedback is currently being rolled out for Senior Management.

HPS Group carry out visits and talks to local schools. They carry out volunteer work in partnership with Wendover House a local boarding school for boys aged 11-15 where they organise sporting events and raise money to help with equipment and other needs.

Hill & Knowlton provide line managers and mentors to provide one to one advice, support and mentoring. In addition they run creative workshops, presentation skills, they hold seminars with broadcasters and journalists and digital acceleration courses. They also send senior management on a range of courses designed to help them manage senior client relationships effectively, complex problem solving, leadership, relationship building skills and accountability.

The Hub is Hill & Knowlton's new skills academy. The hub puts training at the heart of agency life, emphasising the need for us all to keep learning and developing. Courses offered focus on five core skill areas: Writing, Media Relations, Creativity, Presenting and Business management.

Employee wellbeing is important to Henry Schein. In 2010, their objective was to launch a wellbeing day which was achieved throughout a number of their UK offices and was very successful.

The Leader's communication skills are exceptional and regularly meets with employees. All employees know who their MD is. Some Managers work alongside employees and they are also launching a day in the life where senior Managers will spend a day working in a department to understand how the departments work and operate.

Health Interactions provide external and internal training. External training: Management training workshops (2 days) Trusted Advisor workshops (2 days) Statistics for Non- statisticians workshop (1 day) Internal training: Financial Management Sessions PPT 2003 Basic and Hints and tips Roche Compliance training Proofreading / QC Data checking session Manuscript writing: from CSR to publication From manuscript to news item Copyright issues Identifying the right style for the right audience: patient information material Writing for the Web Writing for a poster Getting the best from Microsoft Word Drug discovery What to expect on-site and any top tips Advisory Boards Clinical Trials GPP2 and compliance processes Clinical trial design Medical Communications Effective use of Excel for KEE mapping Business development: Optimal approaches to pitches and proposals Devising ideas, themes and straplines for advertising campaigns Maconomy Update Refman POIPS Working at HI.

There are Management skill training courses with follow up workshops. Lunch and learns around particular skills needs depending on the business. On line skills sound bites, succession planning discussion and trying to empower the teams.

Managers have access to an additional set of guidelines in the HR manual which talk them through how to handle key issues and situations. They run workshops as part of the management development programme. One of the aims is to get managers together from different parts of the business so they can build their support networks. They also have a document which clearly outlines the expectations of a line manager at Hay Group so managers know what they are aspiring to. All managers have access to 1-2-1s and ad hoc advice and support from their HR business partner.

Managers have access to an additional set of guidelines in the HR manual which talk them through how to handle key issues and situations. They run workshops as part of the management development programme. One of the aims is to get managers together from different parts of the business so they can build their support networks. They also have a document which clearly outlines the expectations of a line manager at Hay Group so managers know what they are aspiring to. All managers have access to 1-2-1s and ad hoc advice and support from their HR business partner.

Harvest firmly believe that employee wellbeing is enhanced through good leadership, clarity of purpose, fairness and support in balancing work life. They recognise that Harvest is a busy place to work and that it is important that they have the time to do other jobs and still enjoy a healthy work-life balance. The company pays for all employees and their families' to have access to reduced healthcare benefits, for dentistry, optical, and specialist consultations and much more. There are also arrangements in place for counselling and support covers stress counselling, legal, debt and household emergency advice.

Harvest employ Neighbourhood Support Officers whose key role is support, promote and maximise the effectiveness of local community services and projects. Since 2007 Environmental Sustainability has been one of the 6 key business objectives for Harvest, placing environmental issues high on the agenda of every member of staff. Objectives are cascaded down through the performance management system allowing them to dedicate staff time to environmental issues and tap into widespread goodwill.