People Managers Matter

This organisation supports employees with occupational health care that's provided by teams of nurses who work in their village medical centres, they encourage wellness through a variety of approaches such as poster campaigns and health promotion days. Flexibility is also available to accommodate both personal and medical appointments and employees can elect time in lieu if they chose. There are a range of events held through out the year where employees can invite their families such as bonfire night.

The organistaion pursue a policy of supporting charities close to the heart of the Center Parcs brand, they focus support on children's and environmental charities and have long standing arrangements with several charities for terminally ill children, providing much need holidays for seriously ill children and their families. Recently adopted the Great Ormond Street Hospital Children's Charity as their main corporate charity. They have two purpose built Nature Educational Centre's and a biodiversity programme which protects species, plants and wild flowers and they engage local naturalists to carry out ecological monitoring on all villages. In addition to this they run a 'Community Hero' programme, which recognise's employees who do work for local charities and community groups.

The base salary is fixed cash compensation for knowledge, skills and experience. There is an annual incentive plan whereby cash awards for achievement of targeted financial and strategic objectives are awarded. There is a long-term incentive plan that awards equity grants, some of which are variable based on long-term performance. This promotes retention, equity ownership and provides an opportunity for wealth creation for long-term shareholder value. The total cash compensation is base salary plus annual incentives. Total direct compensation is total cash compensation plus long-term incentives.

CA has a range of toolkits/support available for managers via their management academy site on their learning management system. CA have been running a series of management coaching programmes where each manager gets three personal one on one coaching post programme. They also run a mentoring scheme where employees are given a mentor they can speak confidentially with. All Managers are encouraged to join professional appropriate organisations and to attend seminars and conferences.

Employees are rewarded for their efforts through various ways. Financially there are non-contractual bonus and differentiated pay reviews. They also ensure that regular thank yous are given to ensure that employees feel appreciated.

They have a dedicated team of a dozen people representing advisers and back-office staff who meet on a regular basis to champion the organisations efforts to reduce their impact on the environment. They have various monitoring programmes set up to monitor use and consumption, including mileage, energy consumption and paper consumption, against their targets. All programmes are updated on a weekly/monthly basis on the intranet site. They also recycle paper, glass and plastics. Internally they now use 100% recycled paper, purchase 100% recycled print toner cartridges for main/shared office printers and use 100% renewable electricity. They also strive to give back to the local community. They have adopted a charity to sponsor for the year ahead, have offered cardiac first aid courses to willing staff as a public service and have conducted a range of student placement opportunities which allow students to gain value from experiencing core business activities in a dynamic working environment.

Burnley Borough Council are in the process of developing a total rewards booklet which will be designed to give employees a full breakdown of their salary and benefits package. Benefits include final salary pensions, equal pay structure, market supplements, generous leave allowance, flexi-time and incremental pay scales.

Burnley Borough Council are in the process of developing a total rewards booklet which will be designed to give employees a full breakdown of their salary and benefits package. Benefits include final salary pensions, equal pay structure, market supplements, generous leave allowance, flexi-time and incremental pay scales.

This organisation provides both formal and informal activities such as recognition of teams' success is given through celebatory dinners and away days. Employees with long service are invited to attend a long service award lunch and for those employees retiring there is a retirement party held.

This organisation provides both formal and informal activities such as recognition of teams' success is given through celebatory dinners and away days. Employees with long service are invited to attend a long service award lunch and for those employees retiring there is a retirement party held.

The Leader of this organisation operates an open door policy throughout the organisation and encourages interaction with open plan floor arrangements. The Leader and senior management also interact with employees through organisational walks, participation in charity fundraising events in-house and regular departmental meetings.

The Leader of this organisation operates an open door policy throughout the organisation and encourages interaction with open plan floor arrangements. The Leader and senior management also interact with employees through organisational walks, participation in charity fundraising events in-house and regular departmental meetings.

Bottomline Technologies Europe Limited supports a wide range of charitable activities and offer a ‘give as you earn' through payroll. To encourage charitable activities employees receive charity sponsorship for marathons and the total raised by the employee is matched by the company through their company contributions. With many of their charitable donations made to local charities and organisations, they also provide financial support to the Reading Boys Boxing Club, through both direct donations and through hire of the facility for fitness classes.

Bottomline Technologies Europe Limited supports a wide range of charitable activities and offer a ‘give as you earn' through payroll. To encourage charitable activities employees receive charity sponsorship for marathons and the total raised by the employee is matched by the company through their company contributions. With many of their charitable donations made to local charities and organisations, they also provide financial support to the Reading Boys Boxing Club, through both direct donations and through hire of the facility for fitness classes.

The Company promotes and encourages a healthy lifestyle for all staff. They pay staff up to £200 per year for sporting activities and gym membership and provide interest free loans for bicycle purchases as well as providing cycle racks, showers and lockers for kit. As a preventative measure they also hold two workshops per year entitled Stress and Lifestyle Management presented by a qualified general practitioner. The company monitor the number of hours employees are working by ensuring that employees starting work early or finishing late sign in and out. To discourage long working hours the building is only open from 7am until 7pm and is closed at weekends.

The company give a lot back to the community and provide regular annual support to international, national and local charities and ad hoc support to staff involved in charitable activities. They also support local schools by providing prizes and trophies each year to pupils. In November and December alone they attended and provided monetary prizes and trophies to four local secondary schools for pupils who have excelled in Science and Technology. They also organise educational events in schools and accept a number of work experience pupils each year from eight local secondary schools. As well as this BMT support a large number of charities throughout the year and every year they provide paid time off and facilities for homeless food parcels to be collected and delivered whilst also making up Christmas boxes for children in deprived areas of eastern Europe.

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.

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.

All staff at Allied Mills receive an annual health check via their occupational health provider. They also conduct an informal periodic review of working hours to ensure compliance with the Working Time Directive as well as employee wellbeing.

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).

Employees are rewarded in a variety of ways for their hard work and effort. ABC are vocal in celebrating success in training and performance and awards are given at the annual company conference. They also hold a quarterly reward and recognition event designed to reward the highest performers in the business.

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.

Employee performance is recognised with things like employee of the month where anyone within the business can nominate an individual. Employees can also be recognised for long service and for ideas of innovation. This organisation hold special awards for teams and sites as a whole, 3663's annual National Accounts Oscars recognise exceptional performance in the national accounts teams.

To promote recognition across the business, the First for Service department have developed a set of recognition guidelines. Their aim is to create a standard framework to recognise their employees in a fair and consistent manner. There is an annual benefits survey in place and regular communications to ensure 3663 are giving employees the rewards and benefits they value most as well as promoting awareness and understanding of all the benefits available to them.

All staff are allowed paid time off to enable them to take part and assist in community initiatives. The company have a sustainability group, an internal group comprising members of each department who review green issues across the company. They also offer training based opportunities to school leavers in the form of apprenticeships.

All staff are allowed paid time off to enable them to take part and assist in community initiatives. The company have a sustainability group, an internal group comprising members of each department who review green issues across the company. They also offer training based opportunities to school leavers in the form of apprenticeships.

WDMP have invested in leadership training courses for their people managers to get the best out of their management structure, an individual coaching programme is tailored to meet specific development requirements. The management team meet on a weekly basis to discuss and resolve key challenges in the business.

Employees can be sponsored to attend courses and take professional qualifications that are specifically related to the needs of the business to aid their development within the role at the company. There are also bespoke training programmes in place to support an employee Personal Development Plan.

Senior managers at Watford Football Club receive private health care and all employees receive lengthy lunches to enable them to participate in physical activity.

All employees receive an annual discretionary payment at the end of season specifically from the board of directors. Occasional lunches, breakfasts on match days, meals, Christmas and end of season parties are just some of the ways the company show there gratitude to employees.

W.B.Simpson & Sons employ a full time Health and Safety Manager to monitor the health and general well being of employees. The company also considers the impact and effect of the company strategy on employees and communicates this to them.

The organisation upholds strong family values when considering employees. This creates a strong bond and mutual trust between management and staff who know how each other react when dealing with a difficult technical or commercial matter. Each employee can then be rewarded with the satisfaction of a job well done, financially, or through some other incentive, which is equally appreciated.

The firm encourages a number of activities outside the workplace which are valuable sources of personal growth. There is a particular focus on members of staff acting as school governors, utilising contacts and expertise within the education sector. Trainee Solicitors have also been involved with the Young Enterprise scheme, providing mentoring support to groups of students in setting up and running a business.

The firm has again this year offered free flu vaccinations to all staff, and well over a quarter of the firm took the opportunity to protect their health. Their on-site café facility includes vending machines and there are healthy options available alongside the traditional crisps and chocolate.

Monthly staff meetings are held where updates on finance, new business, marketing and new employees are shared with the staff. Talent Road-shows are visited by senior management in each UK office and a training programme is run. Quarterly update emails get sent to all employees detailing finance information and promotions.

Managers are taken away from the office environment for two days intensive training including management skills, conducting appraisals and dealing with difficult situations. Mentoring/co-coaching schemes are also offered for more senior colleagues. Outside training is also provided.

A late working culture is not allowed at The Specials Laboratory as employees are encouraged to maintain a positive work-life balance. Employees are also encouraged to participate in sporting activities such as the company football team.

A late working culture is not allowed at The Specials Laboratory as employees are encouraged to maintain a positive work-life balance. Employees are also encouraged to participate in sporting activities such as the company football team.

Erith provide all staff with free occupational health surveillance. Staff are able to speak to a counsellor through the confidential helpline specifically about debt or financial issues which just by talking can relieve some of the personal stress related issues associated with the economic climate. Employees are also given the option to receive a free flu jab.

To reward employees for their efforts a company incentive scheme is in operation along with company funded social events.

Staff are rewarded and retained through providing competitive pay and conditions of employment and supporting personal and career development. A special bonus scheme is in place to supplement basic salaries and managers have the ability to offer instant thank you gift vouchers in the workplace.

Staff are rewarded and retained through providing competitive pay and conditions of employment and supporting personal and career development. A special bonus scheme is in place to supplement basic salaries and managers have the ability to offer instant thank you gift vouchers in the workplace.