BDO Stoy Hayward has invested heavily in tools and opportunities for all staff to share technical and commercial knowledge and promote informal learning.

A review of the firm's health and well being approach has recently taken place, resulting in a health and well being project plan to be launched this year. This includes review and revision of BDO Stoy occupational health process, the production of guidelines for line managers, employees and human resources and new health and well being Insight pages on their intranet.

Barhale commits 5% of its profit to be used for charitable purposes in the communities in which they work. One of the projects this year is the Midlands Business Unit that is sponsoring the Sandwell Youth Concert Band, helping provide a summer tour of Italy to children, many of whom are from disadvantaged backgrounds.

The Chairman has created a Barhale Brand Image in which he is key. People are often of the opinion, when asked, that they work for Dennis, who is owner and Chairman.

Occupational health assessment and health care is provided to employees. Balfour Beatty are also rolling out a programme of men's health and women's health days, where advice is given on nutrition, exercise and stress with blood pressure and body fat composition tests being carried out.

Occupational health assessment and health care is provided to employees. Balfour Beatty are also rolling out a programme of men's health and women's health days, where advice is given on nutrition, exercise and stress with blood pressure and body fat composition tests being carried out.

All managers are given excellent support guidance and training to equip them with the skills required to manage their teams effectively. There is a clear sense of focus and clarity on the goals that are expected of the management team to help them conduct their role as efficiently as possible.

Internally there are regular awards for the best performers such as Top Biller and the Outstanding Contribution Award for the most significant contribution to the business. Externally the company has received various awards including recognition from H.M. Queen Elizabeth II for contribution to the recruitment industry.

Golden points are awarded to recognise outstanding achievement and high levels of commitment and flexibility. All employees are encouraged to recognise and nominate colleagues to receive points for exceptional performance. Golden points are awarded at company updates and are accompanied with a token of appreciation and a thank you from the MD.

All staff business travel is carbon offset with Climate Care and Bales encourage their clients to do the same.

The company hold divisional meetings and events to agree objectives and strategy. Social events are held on a regular basis and include paintballing, quizzes and team building events linked to psychometric testing, e.g. Myers-Briggs Inventory.

The company has links with Habitat for Humanity, an international charity which builds homes for low-income families throughout the world. Staff teams in London and Boston have helped build flats for local families and our students have undertaken similar projects in South Africa.

The management Leadership and Development Programme has been developed to support a consistent management approach and encourage self-development.

The Leaders interact and engage with employees by holding a Director roadshow and giving company presentations. They get involved on staff inductions to meet new employees and speak at team meetings.

The Alsbridge College offers a range of on-line training courses to employees to develop their skills. Development and career opportunities are virtually endless and each promotion is earned on merit alone and not on time served.

Employees are extended a great deal of trust and are free to choose to work from home on occasions where they are not required to work at a client's site. The long hours culture is strongly discouraged and employees seldom work later than 6pm allowing staff to balance their work and home life.

People managers within AMS are given an objective as part of their annual appraisal process that measures and rewards them on their skills in the area of people management. People managers are given coaching and mentoring to help them develop and meet these objectives.

People managers within AMS are given an objective as part of their annual appraisal process that measures and rewards them on their skills in the area of people management. People managers are given coaching and mentoring to help them develop and meet these objectives.