What are companies doing with regards to 'Personal Growth'

The X Fund is run by a committee of six employees, who manage a budget for non-essential training needs. Throughout the year, staff can submit applications to the X Fund to request funding. Paid study leave is given to attend the course.

Networx continues to actively support each employee to try and schedule some time every week for Continued Professional Development (CDP). This has proved extremely beneficial for the Developers who through the time allocated to them have identified new technologies and growth opportunities.. Further more leaders have been encouraging the enrolment of new courses for employees.

A formalised personal development plan process aims to encourage the team to complete a self-reflection exercise before their PDP discussions. Through the employee assistance programme, employees can discuss their career anonymously with a third party who will support them with their ambitions and offer advice.

GLH's development programme is given to all colleagues, featuring monthly mandatory training on topics such as GDPR, dispute resolution, and managing stress, to be completed in their weekly development time slot. Every 6 weeks check-ins are held with colleagues and their line managers, covering their development needs and any specialist training that may be required.

Featurespace strives to constantly develop its people and promote from within wherever possible. The company encourages honest and open conversations when it comes to personal development goals, ensuring all team members have career development to strive for, whether that be into managerial positions or excelling in a more technical career path.

Last year's Best Companies survey revealed that staff, particularly those in the support (non-teaching) roles did not have sufficient development opportunities. As a result, the trust conducted a training-needs analysis and is in the process of building a development programme.

A learning hub is available to all staff, enabling them to focus on their development. The hub provides onboarding information, details of talent management, details of our learning lunches designed to project positivity and promote life skills, and a training calendar where employees can book themselves onto training workshops such as effective communication and presentation.

Most of Ampersand's senior management team have been promoted internally. For example, the current technical director began work at the company about 10 years ago as a graduate developer. The learning and development policy encompasses on-the-job training and attending conferences. The company covers the cost and time for more extensive needs.

The Developing Everyone Framework, provides a tool for managers and their team to discuss performance and career aspirations, and discover the appropriate training and development for all. It has helped to identify the top talent and rising stars, as well as those who need additional support.

Inzpire's first dedicated learning, Development & Talent Manager was recently introduced to the business, focusing specifically on the development and growth of its employees, and providing development opportunities for those leaving school, college and university. The company continue to focus on “on the job” training for staff, and created a virtual learning environment for all.