Managers participate in an International Management Development Programme which encompasses 5 key skills workshops: Build the Team; Develop the Team; Lead the Team; Lead the Business; Navigating the Matrix. Amgen provide a dedicated area of their intranet as a Manager 'Toolkit' providing resources on career development of staff, recognition and reward and recruitment tools.

Annually, Amgen supports one national charity plus one charity local to each site. The nominated charities are reviewed annually. There is a Corporate Social Responsibility Committee and employees are invited to submit their nominations for charitable support to the CSR Committee. Issues associated with Amgen's impact on the environment are managed through the Facilities Operations team. The team regularly reviews Amgen's environmental programme and looks for new ways to improve their efforts and reduce their impact on the environment. Ideas are discussed at the Staff Consultation Forum. Amgen currently have a recycling programme and have switched many of their stationery products over to recycled alternatives. Amgen monitor the levels of waste that they produce, looking at recyclables versus waste going to landfill. Amgen also monitor their power usage so they can review the impact of any energy initiatives. The travel policy has targets set to reduce things like single car occupancy and Amgen run travel surveys to understand how their staff travel to work.

All new starters attend a corporate induction within the first month of joining, this is held with new employees from all parts of the business and encourages different divisions to interact at an early stage and find out what goes on in each area.

This organisation has a structured wellbeing programme and benchmarks this against their competitors. Part time working, compressed hours and working from home are available across Amey and employees are also entitled to apply for a career break up to a maximum of 5 years.

When new managers are appointed, development plans are devised to support them in their new role. This organisation are currently implementing a 12 month internal training plan for managers, along with a competency framework for managers which will highlight managers strengths and areas of improvement.

Allpay goes to great effort to make the workplace a happy and rewarding place to work. The company offers free eye tests every two years and for individuals needing glasses the company will contribute up to £50 towards them. There is a relaxation area in the open plan office where employees can use the sofas to chill out and read books, magazines or just have a chat.

This organisation carries out a range of charitable activities such as baking and selling cakes for Children in Need and recently the Managing Director has taken part in a sponsored cycle ride to Paris in aid of Caravan (the grocery retailer's charity).

The benefits package for all employees includes a pension, private medical insurance with family membership, free lunch and drinks, many fully funded staff events, Christmas gifts and loyal service gifts.

Employees are encouraged to take part in charitable activities. Examples of events have included charity walks, car washing, cake sales and sporting events. 50% of all funds raised go to a nominated charity and the balance is made available for employees to nominate local charities to receive donations. An employee engagement team is responsible for raising green issues and finding ways to protect the environment

The company do not operate a long hour's culture and encourage employees to leave on time. To ensure employees have a healthy balance between work and home life there is no weekend work and families are welcome at social events organised by the company. Fresh fruit is provided to all employees twice a week. Employees have regular one to ones with their manager where employees have the chance to talk about any issues including stress management.

This organisation has annual awards and provides profit shares and bonuses to all employees. Following the salary review process they publish the promotions list on the intranet with a congratulatory note from the CEO. The line managers of the organisation are encouraged to have regular discussions with their team members to discuss progress, performance and to recognise good work and extra effort. They regularly communicate with employees and positively encourage them to provide their comments, views and ideas about working for AECOM, the employees are involved in the analysis of the data and in planning actions for improvement and give them in-depth feedback on survey results and actions for improvement.

There is a strong level of commitment from the CEO for community work by employees. In regional offices, working groups have been established to build links with the local community, focusing on local schools. This working group is co-ordinated by the Community and Charities Manager and supported by individuals who have volunteered to become main points of contact for specific schools. In addition to this to support local school children AECOM offers work experience opportunities, offering opportunities to work shadow engineers, planner, consultants both in the office and on site.

There are personal development plans in place to support employees with their day to day job role, they invest in their staff through the provision of training and opportunities for personal development and growth. A key on- going explicit strategic aim of the Company is to be a fun, challenging and innovative place to work.

There are personal development plans in place to support employees with their day to day job role, they invest in their staff through the provision of training and opportunities for personal development and growth. A key on- going explicit strategic aim of the Company is to be a fun, challenging and innovative place to work.

ACCA operate an internal environmental management system which tracks several issues including energy use, water use, waste generation and disposal, paper use and business travel. The Charity and Events team within ACCA meet regularly to promote fund raising events on the staff intranet. Any member of staff interested in getting involved to raise funds can get ideas or take part in sponsored events like marathons, walks and abseiling.

Employees are provided with performance related pay increases to reward them for their efforts, what the individual receives is partially determined by their appraisal rating to ensure that individuals who achieve their annual performance objectives are rewarded appropriately. The Chief Executive Awards have been designed for those employees who have gone the extra mile, they can range from providing excellent customer service to finding ways to work more efficiently, each category has a prize of £1000.

The company pride themselves on the level of training they offer to managers and continually strive to improve and invest in training. All managers are provided with their own individual personal career plans to maximise their potential. ABC have employed their own internal trainer for the benefit of the entire business who oversees any internal management training needs, coaching and mentoring.

The company pride themselves on the level of training they offer to managers and continually strive to improve and invest in training. All managers are provided with their own individual personal career plans to maximise their potential. ABC have employed their own internal trainer for the benefit of the entire business who oversees any internal management training needs, coaching and mentoring.