The management regularly reviews performance of all staff. Strengths and weaknesses of all individuals are identified. Strategic decisions are then taken to develop and promote particular individuals with special aptitudes to roles and positions, current or emerging. They might be assigned to specific projects which would provide them with the appropriate training and practical experience. Often this is a reciprocal process which dovetails individual aspirations with the needs of the company.

Employees are congratulated by Directors and other team leaders upon achieving any success. The annual bonus award is also based on a clear and transparent system of scoring which is performance based which ensures that staff feel that they are rewarded for their efforts. Worthwhile achievements are also mentioned in the company newsletter, the Intranet and Twitter.

Jaguar Land Rover has a performance management system for management and staff where employees have objectives and regular meetings with their manager to assess their performance and identify training needs. Twice a year their performance is assessed and a rating is agreed for Managers and staff in roles. This rating drives pay increases and the multiplier for a bonus. Recent negotiations with trade unions have progressed this method of reward to include all staff at professional levels.

Popular projects have involved environmental work, regeneration and building improvements. Employees from the market research team planted trees and hedgerows at a National Trust house in Shropshire. Engineers from the Supplier Technical Assistance department helped to rejuvenate a neglected recreation area at a clinic for recovering drug addicts in Warwickshire. A team of volunteers from the Solihull plant created an outdoor educational centre and orienteering course at a residential school for children with learning difficulties.

Employees feel they are rewarded for their efforts with continuous recognition through appraisals and 1-1 meetings. There are Company incentive schemes where reward is linked to performance. Incentivised suggestion schemes are in place and Intrinsic celebrate success through company newsletters and employee reward initiatives.

Performance is recognised throughout the company by incentive schemes which are linked to individual performance objectives. Intrinsic also have regular employee events where a number of employees have received Virgin Experience Days and holiday vouchers for outstanding performance. Intrinsic's culture is one of great communication and teamworking. Line management throughout the company heavily believe in acknowledging and rewarding a job well done. The company's newsletter takes this one step further by celebrating success of exams, promotions and outstanding achievements. Intrinsic believe that celebrating success is a key ingredient to a motivated workforce. Ideas to improve customer service, company performance and ideas on new service branding are actively encouraged with their incentivised suggestion scheme. The suggestion scheme offers vouchers for the best suggestion each quarter.

Innogistic have implemented a formal volunteering policy and intranet based knowledge sharing site, demonstrating their commitment to giving something back to the community in which they are based and supports one of their company values: Valuing society – we take ethical, environmental and social responsibilities seriously.

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.

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.

HR works closely with Line Managers across the agency to ensure members' efforts and development are being captured. These are also recorded in performance appraisal documents. These are also acknowledged out to the agency through HPS' internal newsletter.

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.

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.

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.

Employee recognition awards are given throughout the year and announced monthly in the Management Team's monthly newsletter. They also have an awards ceremony at their Christmas party. Employees receiving a recognition award get a letter thanking them for their efforts and are awarded vouchers of their choice. Nominations can be made by peers or managers. A suggestions scheme is also in place. Anyone who makes a suggestion receives a mug and those who make a suggestion that results in a tangible benefit for the company receive an award in the form of vouchers.

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.