People Managers Matter

The company have an Employer Supported Police Scheme, offering employees paid time off to work as a Special Police Officer and support recognised charities through annual fund raising activities.

Employees have access to a free Assistance and Counselling Service. The company also hold a health and well being event across all sites on a monthly basis.

Full training is available to all managers. Senior management meetings take place every month and all managers are asked to attend. The senior management team is open and honest making a very comfortable working environment.

The focus of working for SkillSoft is to provide great service to the customers. There are regular conference calls to inform members of staff on the business' performance and clear lines of communication to senior managers.

The company have a successful back to the floor management programme - this is where managers go back to line staff positions for the day, enabling them to have a good understanding of the various tasks employees undertake on a daily basis. Managers also receive £25 per head per year to take there teams out and promote team building activities.

Associate of the Quarter – Nominees and winners are picked by fellow associates and recognises employees who have gone the extra mile and exceeded expectations. The winner and two runners up receive a financial award, with the winner's photo being placed at the front of house for all guests to see.

There is a good work / life balance at the company and a focus on employees, as well as other benefits employees receive free private health insurance and free flu jabs.

The company like to recognise employees who go the extra mile, they do this by holding regular staff appraisals, arranging various events and nights out as a reward to employees and teams.

Employees are encouraged to look after themselves which is why the company offer its employees subsidised gym memberships, as well as this they benefit from annual health checks with a nurse and free eye tests.

Using both internal and external assessors RTR is also currently running an NVQ programme available to all employees. Standard Operating Procedures are in place for all processes and procedures and new and existing employees are formally assessed against these for competency. Each individual employee has personal plans and targets clearly related to the overall objectives which are adjusted at bi-annual appraisal discussions and reviewed monthly in individual 1-2-1's with each of them.

A well being clinic is held every 6 months for employees exposed to dust or particle intake. The Ripple Group encourages open discussion regarding personal well being and actively encourages employees to devote some of their time to keeping fit.

The organisation hold various social and team building events. Focus is placed on collective responsibility for success.

People managers have access to the Chairman at all times for advice on any issues, including personal. Any tools and training are provided without fail if the managers deem it necessary.

They provide private medical health insurance at the company's cost. They provide meals and refreshments for employees whilst at work. Health and Safety policies are maintained and enforced using a 3rd party company.

The management development programme is open to all managers and to increase management skills there is the stepping stones programme. There is also a management competency framework and action plans.

The management development programme is open to all managers and to increase management skills there is the stepping stones programme. There is also a management competency framework and action plans.

Attract, retain and manage talent is central to the future growth and success of the business. They provide support and development to ensure their people have the opportunity to grow and realise their potential. To support this, everyone has access to internal vacancies for all roles across the globe via a transparent internal jobs market.

Their online Wellbeing Events Calendar promotes national and international events on key health and lifestyle issues affecting the population. They deliver health promotions, in conjunction with Nuffield Health. They understand that their employees may be unwell from time to time and it is important that they support their return to work. They provide products including health screening, private medical insurance, dental insurance and health care cash plans.

On a semi annual basis all employees are eligible for merit based salary increases, bonuses and stock option awards during these times. These awards include QCards, Qualstars, SuperQualstars, Patent Recognition Awards, and Division Achievement Awards.

On a semi annual basis all employees are eligible for merit based salary increases, bonuses and stock option awards during these times. These awards include QCards, Qualstars, SuperQualstars, Patent Recognition Awards, and Division Achievement Awards.

Prospects latest Investors in People report praised the learning and mutual support culture that leads to a very strong team ethic running through the whole organisation. This delivers shared ownership of Prospects goals. Recognition is given on a team basis as well as an individual basis.

Prospects for People with Learning Disabilities works with local churches to support them to provide an inclusive church for people with learning disabilities and provides social care for people with learning disabilities. This organisation is also involved with lobbying groups for people with learning disabilities and the Christian community.

They have a free Employee Assistance Programme that gives access to a confidential face to face and telephone counselling service for all staff, for a range of issues. There is a staff discount scheme that gives discounted gym memberships and also a fee private health insurance scheme which is available to all employees.

They have a free Employee Assistance Programme that gives access to a confidential face to face and telephone counselling service for all staff, for a range of issues. There is a staff discount scheme that gives discounted gym memberships and also a fee private health insurance scheme which is available to all employees.

Key initiatives in achieving a more effective management structure have been established in a mission, vision, values and goals which form the basis of the behavioural competencies. There is good communication at every level of the business and extensive investment in management development. This includes sales training, customer service and individual training as needed and e-learning for personal development.

The organisation regularly assists many local schools, clubs and charities with fundraising events, especially those within a 10 mile radius and a youth focus. Pentax is actively working to reduce its carbon footprint. All company vehicles are restricted on CO2 emissions to a maximum of 160.

The appraisal process provides a consistent approach to training needs analysis. Training needs are then built into a structured training plan which enables best use of the organisations resources. There is a generous training budget, which averages £750 per person and excellent training facilities at head office. There is a range of career enhancing opportunities such as secondments, acting up opportunities and professional qualifications.

Paragon is committed to affordable warmth and has improved insulation and fitted more energy efficient boilers in many properties. This not only reduces resident's fuel bills but also the impact on the environment. All waste paper from offices is recycled and energy meters have been installed to ensure energy is used more efficiently.

The organisation has a charity budget and support is given to individual's charitable efforts. The Green Team work to encourage staff to consider their impact on the environment. Non profit making organisations are also offered discounted qualifying courses.

The organisation is pro-active in health and safety practices. This includes personal workstation assessments which look at posture, levels of stress and the work life balance. All managers are trained in their responsibilities and attentiveness in health and safety responsibilities. The Employee Assistance Programmes are available to all staff and their family members and annual health awareness days are held.

Muntons plc have negotiated reduced membership fees at the local sports and leisure centre which covers gym, swimming and class based activities. They also have a company indoor cricket team which is made up of employees from all sectors of the business. As well as providing occupational health services they also plan to introduce "Bike to Work" and "Wellbeing" initiatives.

Muntons plc have negotiated reduced membership fees at the local sports and leisure centre which covers gym, swimming and class based activities. They also have a company indoor cricket team which is made up of employees from all sectors of the business. As well as providing occupational health services they also plan to introduce "Bike to Work" and "Wellbeing" initiatives.

There is a flat management structure. Incentives are given to incorporate team performance and individual contribution. They hold team nights out and monthly wrap ups.

An open door policy is in operation. Feedback is given to employees for their hard work and specific processes are set up for sharing successes.

Private health care is offered but grade dependant. Employee Assistance Programmes are being introduced from 1 March 2009. They have strong relationships with the Royal National Institute for Deaf People to assist with their Noise at Work compliance.

The majority of their management team have been promoted from crew members. They have structured career paths and training programmes which enable individuals to progress through from the Crew Development Programme to the Management Development Programme.

They continue to operate various bonus schemes across the organisation including those that are specific to a role, for example in Sales. This ensures employees are rewarded fairly and appropriately.

They believe their senior leaders should be highly visible and should communicate in a personable way. The breadth of channels and methods of engagement speaks volumes. Their range of engagement tools includes executive lunches, coffee mornings, divisional briefings, specific intranet sites, e-zines, podcasts, webcasts, branch TV broadcasts, DVDs such as Scottish Widows Our Story, Lloyds TSB radio recordings which employees can dial into via telephone..

Constant training needs analysis is undertaken monthly with employees, which includes discussions on personal growth and the options to take qualifications. NVQ is the backbone of training for all LOT staff. Staff are also given the opportunity to be seconded in to stretch roles to help and support them in their chosen career path.

Constant training needs analysis is undertaken monthly with employees, which includes discussions on personal growth and the options to take qualifications. NVQ is the backbone of training for all LOT staff. Staff are also given the opportunity to be seconded in to stretch roles to help and support them in their chosen career path.

LEWIS is based on meritocracy. A team member is promoted when they have earned it, not because of how long they have been in the role. Career plans are provided for all staff at all levels to guide and direct them in their growth and development with the agency.

LEWIS is based on meritocracy. A team member is promoted when they have earned it, not because of how long they have been in the role. Career plans are provided for all staff at all levels to guide and direct them in their growth and development with the agency.

LeasePlan acknowledges the importance of identifying and reducing workplace stress. A formal policy aims to provide: a proactive method for identifying the causes and symptoms of stress; clarity on roles and responsibilities to reduce the causes of stress and a structured framework to enable managers to provide consistent and effective support to employees.

LeasePlan acknowledges the importance of identifying and reducing workplace stress. A formal policy aims to provide: a proactive method for identifying the causes and symptoms of stress; clarity on roles and responsibilities to reduce the causes of stress and a structured framework to enable managers to provide consistent and effective support to employees.

The company operate a non-hierarchical environment, this is demonstrated in a number of ways from the attitude of senior management, who encourage ideas from all individuals within the organisation, to the open plan lay out and ‘open-door' policies of managers. Using the ‘Ask Piers?' facility on the intranet, any member of staff can email the Chief Executive directly, openly or anonymously.

Managers are supported in this organisation by specific in house training, formalised Mentoring Programme and formal policies and procedures around Performance Management and Staff Development which is supported operationally by HR. Unusual for this organisations sector, a discretionary rather than formulaic bonus system allows them to recognise development in the broadest sense.