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.

Treetops provide employees with a variety of training activities including health & safety, managers in training programme and childcare workshops. They also support formal qualifications by allowing employees time off to attend courses and also assist with funding. The organisation encourages employees to share their knowledge through workshops, mentoring and shadowing and have a dedicated training manager to support the learning and development of all employees.

Thinktank have an annual staff recognition ceremony, which is a bit of fun with a serious message. Through anonymous peer nominations, all members of staff are recognised in some way for something they personally bring to the organisation. The ceremony is generally held around Christmas, with a gift for all staff too. They hold staff briefings every month where all staff members are invited and each department updates the rest of the company on what they're doing.Iin addition to this, employees are encouraged not to let issues fester and to speak to someone within the company early on, such as their line manager or the HR department, so that the issue can be dealt with quickly.

Staff members feel that they are looked after at Thinktank, with opportunities for career progression and personal development readily available. Support and advice is always on offer so that individuals can attain new skills and progress their career. As Thinktank is always developing new programmes, exhibits and improving accessibility to science, so the staff are encouraged to develop personally and professionally within a forward thinking environment.

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.

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.

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.

There are a variety of flexible benefits that help employees' make their earnings go that bit further through discounts or tax efficiencies. The Royal Borough understands the needs of employees with busy work and home lives and strives to support them in their work life balance with a variety of flexible working options including home working, compressed and core hours working.

The Nichols Group review each employee's contributions on an annual basis to determine potential salary increases and discretionary bonuses, based on company profitability and individual performance. In addition, a variety of social events are organised to recognise, celebrate and reward individual and team efforts.

The Nichols Group review each employee's contributions on an annual basis to determine potential salary increases and discretionary bonuses, based on company profitability and individual performance. In addition, a variety of social events are organised to recognise, celebrate and reward individual and team efforts.

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.

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.

One of Thatcham's company values is innovation and therefore they recognise and reward an employee who demonstrates a commitment to this particular value. Twice a year employees can nominate a colleague for a Value Award. The awards aim to promote and encourage commitment to their core company values and consequently acknowledge individual employee contribution. Each winner for the 4 values is given a voucher and champagne to recognise their success. Employees who completed the management certificate had their certificate presented by the Chief Executive and enjoyed a celebratory lunch and fun learning event.

Their in-house training programme, Text Life is open to all Text 100 staff. Local Text Life Ambassadors in each of the global offices are accountable for developing a training calendar tailored to the local office needs, tapping into the company's library of courses, white papers and external presenters.

Their in-house training programme, Text Life is open to all Text 100 staff. Local Text Life Ambassadors in each of the global offices are accountable for developing a training calendar tailored to the local office needs, tapping into the company's library of courses, white papers and external presenters.

Symantec's Total Rewards programess are designed to drive their success as a market leader in the information technology industry. In structuring and overseeing these programs, they focus on the achievement of corporate and individual performance objectives, attracting and retaining highly-qualified employees, and maximising long-term shareholder value. Symantec's Total Rewards philosophy is comprised of several key offerings including various stock programs, competitive benefits, attractive incentive pay programmess, market priced salary structures, and indirect compensation components such as work-life balance programmes, career growth and training opportunities, diversity programmes, and many others.

Symantec's Total Rewards programess are designed to drive their success as a market leader in the information technology industry. In structuring and overseeing these programs, they focus on the achievement of corporate and individual performance objectives, attracting and retaining highly-qualified employees, and maximising long-term shareholder value. Symantec's Total Rewards philosophy is comprised of several key offerings including various stock programs, competitive benefits, attractive incentive pay programmess, market priced salary structures, and indirect compensation components such as work-life balance programmes, career growth and training opportunities, diversity programmes, and many others.