The organisation recognises and rewards employee's contribution. They run a manager of the month scheme and include all achievements in their internal weekly bulletin. Employees are given the chance to put forward their ideas and receive a reward in the form of golden tickets to the value of £100. Length of service is celebrated with an award.

Managers undertake internal Managers in Training & Deputy of Excellence programmes. They are supported throughout the training through a buddy system and have access to HR advice. Funding is available to assist managers in obtaining qualifications with the Institute of Leadership & Management and allow managers time off to complete their studies.

Personal development plans are put in place for team members to learn new skills by taking up roles in other departments. Employees have access to a variety of training activities including courses in assertiveness and NVQ level 2 and 3 relevant to that employee. They also provide staff with £145 per annum for personal development training. The money allows employees to develop and learn new skills not associated with the workplace such as languages, golf and horse riding lessons.

Thecentre:mk constantly praise employees for a good job. They ensure good work is recognised company wide. When thank you letters are received from the public about a team member, they are acknowledged and published in the company newsletter and placed on the notice board.

Employees are entitled to benefits including life assurance, extra holidays and discounted services. They put on an annual staff party where employees families can attend and hold social events from BBQ's to bowling nights. Senior staff and employees provide support to one another in the event of personal and domestic issues.

Employees are entitled to benefits including life assurance, extra holidays and discounted services. They put on an annual staff party where employees families can attend and hold social events from BBQ's to bowling nights. Senior staff and employees provide support to one another in the event of personal and domestic issues.

Working for the Royal Borough offers variety and opportunity to develop and progress. There are countless examples of employees that have started in junior roles who have been supported to develop and grow into senior management roles. There is a real sense that everyone regardless of their background or qualifications when they start with RBWM, has the opportunity to ‘move on and up'. All that is required is a willingness to put yourself forward, work hard and take on the opportunities that present themselves and you will be supported with training, in achieving further qualifications and through supportive management.

Working for the Royal Borough offers variety and opportunity to develop and progress. There are countless examples of employees that have started in junior roles who have been supported to develop and grow into senior management roles. There is a real sense that everyone regardless of their background or qualifications when they start with RBWM, has the opportunity to ‘move on and up'. All that is required is a willingness to put yourself forward, work hard and take on the opportunities that present themselves and you will be supported with training, in achieving further qualifications and through supportive management.

Employees take part in a range of training activities including Health and Safety, group workshops to understand others behaviour and IT system training. The organisation supports employees undertaking relevant professional qualifications by providing funding for exams and materials. Staff are also able to take study days when needed to allow them to complete coursework and take exams. Employees are encouraged to share knowledge with the rest of the company in team meetings.

The Private Health Partnership offer employees a range of benefits including an employee assistance programme, a serious illness advisory service and free private health care. To promote a healthier lifestyle employees benefit from free gym memberships. PHP also recognises that employees have a life outside of work and as such actively encourage a balance between work and home life, making every effort to accommodate requests from staff when they need time-off or to work more flexible hours. Employees are often able to invite family and friends to a number of social events.

The Open University has established itself as the dominant provider of open and supported distance learning in the United Kingdom and a leading player internationally. It is a vibrant academic community that combines excellence in teaching, research and logistics to provide a unique brand of supported open and distance learning to a large and diverse body of students. They are consistently achieving high rankings both in research and teaching quality assessments and are in the top three Higher Education Institutions in the UK for student satisfaction. As such, the University is a stimulating place to work for academic and support staff alike. As you might expect from an institution with a strong commitment to social justice and education for all, their employees consider themselves closely aligned to the mission of the University and are proud of its achievements.

Employees showing higher levels of performance are able to receive accelerated increments on their salary when applicable as well as directional pay points that are beyond the scale maximum. There are also opportunities for people to receive one-off bonuses and team bonuses providing certain criteria are met.

Every month a training calendar is issued that lists all the training courses offered by the Learning and Development Department. There are many different courses available including telephone techniques, The World's Finest Service Workshop and Guests' Name Workshop. The Dorchester offers cross exposure experiences to all employees. If an employee is interested in a department that is not related to theirs, they may apply to do cross exposure. Employees are paid for cross exposure days as normal working days. In addition, employees may also be sponsored to attend external courses that are unrelated to their roles. The intranet is accessible from all computers within the hotel. This provides a vast array of information for employees. In addition, a complimentary Learning Library is available to all employees. The Learning Library contains nearly 200 different books on a wide selection of topics not all of which are work related. Some topics include training, presentation skills, computer help, leadership skills, tips for living eco-friendly, gardening tips, and cookbooks.

Every month a training calendar is issued that lists all the training courses offered by the Learning and Development Department. There are many different courses available including telephone techniques, The World's Finest Service Workshop and Guests' Name Workshop. The Dorchester offers cross exposure experiences to all employees. If an employee is interested in a department that is not related to theirs, they may apply to do cross exposure. Employees are paid for cross exposure days as normal working days. In addition, employees may also be sponsored to attend external courses that are unrelated to their roles. The intranet is accessible from all computers within the hotel. This provides a vast array of information for employees. In addition, a complimentary Learning Library is available to all employees. The Learning Library contains nearly 200 different books on a wide selection of topics not all of which are work related. Some topics include training, presentation skills, computer help, leadership skills, tips for living eco-friendly, gardening tips, and cookbooks.

Managers have been provided with a Hiring Tool Kit to aid in recruitment. Tool kits are also in place for coaching, mentoring and development, as well as in completing appraisal forms for their staff. Internal coaching courses are available from Skillsoft, via Scotiabank in London's online training catalogue. Additional, classroom style courses are organised by an external provider called the Mind Gym. People managers are directly assessed in their Performance Appraisals, by their supervisors but also their internal clients, on “People” criteria that focuses on employee satisfaction, development and engagement. Employees have to demonstrate partnership behaviours such as “working together with colleagues in the spirit of mutual cooperation and responsibility in order to achieve business goals”. A minimum average grade of “Meets Expectations” is required, or an action plan is put into place to address and improve the issue.

Total Reward Statements are available to all staff electronically, via the Bank's "Scotia-Kit" online portal. Their TRS are constantly updated to reflect any benefit elections, such as the firms Denplan cover or other benefits such as Childcare Vouchers. Furthermore, employees have the option to instantaneously access an online valuation of their pension pot, so as to gauge the performance of any individual fund. Going forward, the Bank will also be introducing an online portal to aid employees to instantaneously manage their company shares, via the Bank's Share Incentive Plan (SIP). Reward and recognition are important motivational tools to ensure that employees feel that they are rewarded for their efforts, incentive payments are awarded to employees proportionally to their performance level and employees who perform well and who want to develop are also supported, ensuring their performance appraisal reflects their efforts and that there is scope for development and progression.

Thatcham has a charitable donations group which meets regularly to decide which charities the company will support. They often sponsor members of staff for taking part in fundraising events from a team who walked the ‘moonwalk' for Breast Cancer, a member of staff who cycled from John O Groats to Landsend for the NSPCC and another who participated in ‘three men in a boat' for the Bi-polar Organisation. Thatcham has a corporate social responsibility committee made up representatives from each area of the business who meet regularly to discuss CSR issues, suggest new action points and comment on existing ones. All company owned vehicles are also selected on their CO2 emission efficiency. They carefully monitor the use of electricity, gas and water and have implemented a range of energy efficient programmes to ensure they are reducing their energy consumption. 8 wind turbines have been installed to generate some of their own electricity and have installed a lighting voltage management system which reduces power use by 25%. Thatcham are regular visitors to local schools and youth organisations where they promote safety on the roads.

Thatcham has a charitable donations group which meets regularly to decide which charities the company will support. They often sponsor members of staff for taking part in fundraising events from a team who walked the ‘moonwalk' for Breast Cancer, a member of staff who cycled from John O Groats to Landsend for the NSPCC and another who participated in ‘three men in a boat' for the Bi-polar Organisation. Thatcham has a corporate social responsibility committee made up representatives from each area of the business who meet regularly to discuss CSR issues, suggest new action points and comment on existing ones. All company owned vehicles are also selected on their CO2 emission efficiency. They carefully monitor the use of electricity, gas and water and have implemented a range of energy efficient programmes to ensure they are reducing their energy consumption. 8 wind turbines have been installed to generate some of their own electricity and have installed a lighting voltage management system which reduces power use by 25%. Thatcham are regular visitors to local schools and youth organisations where they promote safety on the roads.

O2 people are encouraged to Give Something Back by pursuing charitable causes and playing an active role in their community. They encourage them to apply for awards or refer friends and family under the It's Your Community programme which gives grants of up to £1000 to community projects throughout the UK. O2 also actively encourage volunteering and fundraising. For example the Telefónica Proniño programme gives staff a once-in-a-lifetime opportunity to work with underprivileged children in South America for a month. O2 UK recycle materials used in their offices and retail establishments. They also recycle the electronic waste which they receive from their customers (handsets, routers, laptops etc) and their network equipment. Telefónica O2 UK recognise the need to get their house in order. They have a responsibility for the planet and believe that sound management of their environmental impact is critical to their future. By doing the right things they can also stand out from the crowd, gain trust, save money and invest in things their customers most value.

In September O2 launched their new recognition scheme, Fanclub. Based on Facebook, people registering for Fanclub can upload their personal profile, add a photo and search the database to find people across O2 they would like to recognise for their achievements. It's a quick, easy and instant way to say ‘thanks for a job well done' and to make people's contributions feel valued. Anyone can nominate their peers, managers, individuals or teams for the contributions they've made to delivering against one of O2's six business priorities, known as the Customer Promise. All O2's directorates have a number of tickets allocated for recognition at The O2 Arena and other O2 Academies across the country, enabling their employees to be rewarded by seeing top artists perform at these locations. O2 have a bonus structure where their people are rewarded for their efforts based on their performance. The bonus is linked to how they have performed throughout the year and is assessed following their Annual Performance Review at the end of the year.