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Personal Growth - How employees feel about training and their future prospects
When it comes to Personal Growth, focusing on providing growth and development opportunities will make people feel invested in as individuals, so are more likely then to feel better about the Fair Deal factor.
Training activities on offer at Crayon are Motivation, 44 club events, Think on Your Feet, Market Research, IDM Diploma. Time is given to attend courses and the company pays for nearly all training or will contribute 50% to large qualification. Employees carry out master classes to share their experiences and new ideas/techniques learned. Crayon produce development plans for all employees from appraisals, as well as fostering rising stars within departments.
There is pay/support for external management qualifications. Crayon run courses on managing people. There is internal management development training where Managers are trained through feedback and external trainers. 360 feedback is given through the appraisal system. There is a buddy system in place for internal coaching/mentoring. There is one to one coaching sessions for managers through external coaching/mentoring. Many managers belong to groups of senior managers in their disciplines.
Some team events include inter agency softball, karaoke, company drinks and weekend to Spain. The company work away weekend is a way to encourage cross communication across and within departments, as well as encouraging integration for new joiners with other members of the agency.
Funding is allocated to ensure that the development needs of staff meet organisational aims and objectives and that they have priority. The continuous personal development needs of staff are recognised and will be supported. If a particular course does not relate directly to a specific job role a contribution to the costs of training may be requested. As well as external trainers the college will also use internal staff. Some of the courses that Coleg Morgannwg offer are, deaf awareness, drug awareness, ECDL, bullying and harassment and Indian head massage.
Coleg Morgannwg prides itself on having an effective approach to reward, recognition and health & well being. With regard to remuneration the college has a robust, fair system for the assessment of salary for academic staff. They have a policy and process for the re-grading of support staff. They continue their work in relation to the health & well being group to further embed healthy working practices in the college. They ensure that all managers are aware of the opportunities to nominate staff members for various awards and recognition for their contribution.
Funding is allocated to ensure that the development needs of staff meet organisational aims and objectives and that they have priority. The continuous personal development needs of staff are recognised and will be supported. If a particular course does not relate directly to a specific job role a contribution to the costs of training may be requested. As well as external trainers the college will also use internal staff. Some of the courses that Coleg Morgannwg offer are, deaf awareness, drug awareness, ECDL, bullying and harassment and Indian head massage.
A suite of training courses exist to enable people to develop and enhance their management skills. There is internal coaching/mentoring provided by Line Managers. External coaching/mentoring is provided by Keele University. There are other peer support opportunities in the form of seminars/managers forums. A basket of forums exist such as the Management Forum, Staff Meetings and Focus Groups which provide peer support and knowledge sharing opportunities.
A suite of training courses exist to enable people to develop and enhance their management skills. There is internal coaching/mentoring provided by Line Managers. External coaching/mentoring is provided by Keele University. There are other peer support opportunities in the form of seminars/managers forums. A basket of forums exist such as the Management Forum, Staff Meetings and Focus Groups which provide peer support and knowledge sharing opportunities.
A suite of training courses exist to enable people to develop and enhance their management skills. There is internal coaching/mentoring provided by Line Managers. External coaching/mentoring is provided by Keele University. There are other peer support opportunities in the form of seminars/managers forums. A basket of forums exist such as the Management Forum, Staff Meetings and Focus Groups which provide peer support and knowledge sharing opportunities.
Chandler Chicco has offered over 25 group training sessions to their staff in 2010. With regards to individual training and development they have supported over 50 different trainings, including supporting professional qualifications. CCC continues to run our successful innovate and eat sessions for staff. This forum is used for people to share key learning and experiences with other team members. As they don't have job titles individuals are recruited on a skills basis which encourages teams to learn and interact on a daily basis. The company have a unique 360 online appraisal system which is twinned with a professional mentor scheme.
Chandler Chicco has offered over 25 group training sessions to their staff in 2010. With regards to individual training and development they have supported over 50 different trainings, including supporting professional qualifications. CCC continues to run our successful innovate and eat sessions for staff. This forum is used for people to share key learning and experiences with other team members. As they don't have job titles individuals are recruited on a skills basis which encourages teams to learn and interact on a daily basis. The company have a unique 360 online appraisal system which is twinned with a professional mentor scheme.
Chandler Chicco has offered over 25 group training sessions to their staff in 2010. With regards to individual training and development they have supported over 50 different trainings, including supporting professional qualifications. CCC continues to run our successful innovate and eat sessions for staff. This forum is used for people to share key learning and experiences with other team members. As they don't have job titles individuals are recruited on a skills basis which encourages teams to learn and interact on a daily basis. The company have a unique 360 online appraisal system which is twinned with a professional mentor scheme.
CEL Group introduced a salary sacrifice Cycle-to-Work scheme through the online flexible benefits system. A core benefit for all employees is free private medical insurance for themselves through the online flexible benefits system. However, they can extend this cover to their dependants or family at corporate rates if they so wish. CEL Group encourages all staff to have regular eye examinations and fund their eye test through an eye care voucher scheme. They allow employees to flex their start and finish times. Through the online flexible benefits systems employees can opt to buy or sell up to 5 days holiday per year.
CEL Group introduced a salary sacrifice Cycle-to-Work scheme through the online flexible benefits system. A core benefit for all employees is free private medical insurance for themselves through the online flexible benefits system. However, they can extend this cover to their dependants or family at corporate rates if they so wish. CEL Group encourages all staff to have regular eye examinations and fund their eye test through an eye care voucher scheme. They allow employees to flex their start and finish times. Through the online flexible benefits systems employees can opt to buy or sell up to 5 days holiday per year.
Several employees have studied for and achieved the NEBSM qualification and ILM Certificate in First Line Management. CEL Group introduce Line Managers and train them in the use of the new appraisal system and documentation. Line Manager workshops cover, amongst other things, their responsibilities in respect of people they manage. Senior Management Team is required to give 360 degree feedback to their peers. The Group Marketing Manager acts as mentor to marketing personnel and the Finance Director acts as mentor to several members of the senior management team.
Some examples of team activities that CCHA have are bowling, the Christmas party, celebratory events, bring your family to work days. At the Staff conference there is a theme of working together, a networking workshop with external expert/internally and externally, they look at the staff survey and look at current events and changes.
Some examples of team activities that CCHA have are bowling, the Christmas party, celebratory events, bring your family to work days. At the Staff conference there is a theme of working together, a networking workshop with external expert/internally and externally, they look at the staff survey and look at current events and changes.
Some of the training activities CCHA carry out are core training - role specific, external qualifications, external training relevant to roles and customer services training. Formal qualifications supported either through time off, funding or other resources are Chartered Institute of Personnel and Development, Chartered Institiute of Housing, Degree and Masters qualifications, National Vocational Qualifications and Learning Academy.
Annual prizes awards for exceptional performance, nominated by Heads of Department and other members of staff. The categories presented are for academic staff, teaching quality, innovation in teaching, research quality, success with research income generation. For professional staff, customer service award, going beyond the call of duty, profiling raising for the school and professionalism. Each prize is worth £1,000 net. Successes are also recognised and communicated through company newsletters and all staff meetings. Prizes are also awarded to academic staff that publish in the top academic journals
Annual prizes awards for exceptional performance, nominated by Heads of Department and other members of staff. The categories presented are for academic staff, teaching quality, innovation in teaching, research quality, success with research income generation. For professional staff, customer service award, going beyond the call of duty, profiling raising for the school and professionalism. Each prize is worth £1,000 net. Successes are also recognised and communicated through company newsletters and all staff meetings. Prizes are also awarded to academic staff that publish in the top academic journals
Annual prizes awards for exceptional performance, nominated by Heads of Department and other members of staff. The categories presented are for academic staff, teaching quality, innovation in teaching, research quality, success with research income generation. For professional staff, customer service award, going beyond the call of duty, profiling raising for the school and professionalism. Each prize is worth £1,000 net. Successes are also recognised and communicated through company newsletters and all staff meetings. Prizes are also awarded to academic staff that publish in the top academic journals
The event that staff are taking part in this year is Race for Life. They also take steps to recycle office based materials such as paper, plastics and ink cartridges and the staff in the lab recycle solvents. They are moving to new offices with CRUK situated at the Angel in Islington. This will consolidate all office based activities in one place reducing their carbon footprint. CRUK encourage employees to use public transport whenever feasible and they operate a cycle purchase scheme for those who wish to cycle to work.
CRUK give merit based salary awards and bonus payments to their staff, the latter is based on a mix of company and individual performance. When staff have achieved 10 years service with CRUK they receive a certificate and pen. After 25 years service, they receive a £400 gift voucher and a certificate. They also include all those who have achieved a service milestone of 10 or 25 years plus in a celebratory lunch. Staff can receive up to £25 in John Lewis vouchers as a “thank you”.
The event that staff are taking part in this year is Race for Life. They also take steps to recycle office based materials such as paper, plastics and ink cartridges and the staff in the lab recycle solvents. They are moving to new offices with CRUK situated at the Angel in Islington. This will consolidate all office based activities in one place reducing their carbon footprint. CRUK encourage employees to use public transport whenever feasible and they operate a cycle purchase scheme for those who wish to cycle to work.
Cambian provide support for their managers through appraisals and coaching with their HR manager, specifically for HR related processes. Support is identified on an individual basis. Managers have the option to attend seminars, managers forums and any other peer support activities that they wish. All facilities have a CPD budget and allocate accordingly.
Cambian provide several events throughout the year for their staff some of these include the Christmas party and sports day. Staff at Cambian also receive a dinner on achievement of their targets. Staff are provided with clinical away days, manager meetings and evenings.
Cambian provide several events throughout the year for their staff some of these include the Christmas party and sports day. Staff at Cambian also receive a dinner on achievement of their targets. Staff are provided with clinical away days, manager meetings and evenings.
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