Skills Training encourage employees to form peer to peer groups particularly when they have been training together. These groups share knowledge and experience with each other. When employees have attended training they do a presentation for their peers that have not attended to share their learning. For example their trainers from the delivery centres pooled their expertise and designed and rolled out an innovative one day intensive support programme which was a success. Skills Training operate a buddy system ensuring that new staff are matched with an experienced colleague to support with settling in time and development of job role.

Skills Training make a positive difference to the lives of their customers through their role in obtaining meaningful work, striving to ensure their customers stay in work for the long term. Their financial and non-financial incentives are built on these principles. Skills Training employees are also rewarded and recognised through team building events which may range from bowling, a theatre visit, paint-balling or a team meal. They have an annual event which usually takes place at a prestigious location in London in which their employees are rewarded with a sit down meal, entertainment and an Awards Ceremony led by the Chief Executive and Chairman.

Simpson Millar LLP Solicitors provide staff with subsidised gym membership should they wish to join a gym. They operate an open and relaxted culture. Whilst staff are given realistic work related targets, this is not at the expense of a home life. Wherever possible, they allow staff a great deal of flexibility in order that they may acheive a greater work/life balance. Where the nature of their work allows, staff are able to take work from home days, reduce their hours, etc.

Simpson Millar LLP Solicitors have a budget specifically for fun and social events. Examples of these events are: Christmas Party's, pre-wedding celebrations, regular Friday evening social events for staff providing nibbles and drinks, Corporate Race day. Each department holds celebrations at year end together with other milestones. In particular, one of their most recently added teams celebrated the end of their first 6 months with Simpson Millar by way of a celebratory meal. Certain departments with Simpson Millar operate on a team target rather than an individual target and are therefore rewarded by way of a bonus upon reaching target. A Training Weekend is held annually in Birmingham where all Partners & Fee Earners attend Austin Court for training, seminars and presentations as well as an evening social function.

Their HR Director runs masterclasses in People Management, Employment Law, Employee Satisfaction. They have ran Presentation skills and Train the Trainer sessions for managers who deliver Team Talks.

Their HR Director runs masterclasses in People Management, Employment Law, Employee Satisfaction. They have ran Presentation skills and Train the Trainer sessions for managers who deliver Team Talks.

Roland's most recent total spend on training was approximately £100k, This, however, is not split per person. Line managers assess their employees training needs on a regular basis and will arrange training wherever required. Employees are also encouraged to request relevant training which is paid for by the company should it benefit both the employee and the company.

Roland's most recent total spend on training was approximately £100k, This, however, is not split per person. Line managers assess their employees training needs on a regular basis and will arrange training wherever required. Employees are also encouraged to request relevant training which is paid for by the company should it benefit both the employee and the company.

Robert Dyas have a No Smoking Policy and Smoking is not permitted inside any premises and a lot of Head Office Colleagues will now offer fruit as well as cakes when buying for their birthday! They promote their Retail Trust Helpline as well as encouraging colleagues to approach their Line Manager or HR if they have an ongoing concern. With regards to other mental health issues they refer all cases to their occupational Health provider for advice and support and any colleague who requests time off for private treatment will be given the time requested. Head Office colleagues have a discounted membership at the local Health Centre and they encourage all Colleagues to take regular breaks.

Robert Dyas provide an Operations and Procedures Manual and all requests for support for external management qualifications are considered, Colleagues have had time off for study, time off to attend courses or leave early and also financial support is awarded if the qualification links to the job role i.e. CIPD /CIMA. They have a Senior Store Manager programme with the top 10% of Store Managers and run an Assistant Manager training programme. 360 feedback has been done within the Operations Team (District Managers/Communications and HR). They have recently trained their Ops team in Predictive Index (PI) which they also distributed to all Store Managers.

RLB Academy was set up specifically to focus on development of all the staff to ensure consistency of knowledge, skills and behaviours in whatever role is being performed and to ensure that all their staff are given the training, education and development opportunities they need to enable them to fulfil the requirements of their jobs and to achieve their potential in line with their PDP's. As RLB continues to expand, so do the Academy initiatives to ensure that RLB fulfil the needs of all their people and all their businesses including a drive on service delivery competence this year to exceed client demands in the tough economy.

Rider Levett Bucknall believe in a culture of recognition to ensure that everyone is given verbal and other forms of recognition and reward, which has been established as part of their Behavioural Principles. They benchmark salaries and benefits at least annually to ensure that the employees are offered salaries and benefits in the upper quartile of the industry. RLB continually seek to offer flexible benefits which allow their employees to ensure that they are able to make the most of tax and NI efficient schemes e.g. purchasing bicycles, childcare vouchers etc plus SMART pension scheme which allows Employer NI savings to be paid to their employee's pension pots and interest free loans for season tickets and gym.

Ranstad encourage team work and interaction by holding Christmas Parties, Annual conference Summer Event - outdoor activites- quads,treasure hunt,bbq Charity quiz night Company birthday party networking events Football and netball tournaments.

Ranstad hold Top 100 meetings - 100 managers across the group meet to share knowledge and best practise and Client Account Manager meetings monthly to share knowledge and best practise. Ranstad also provide the following Senior Exuctive programme, Leaders in Action programme and First line managers programme.

On average, employees receive 21 hours per year formal training with an average spend of £500 per employee on training per year. They provide many in house lectures delivered by both staff and other companies which provide short burst updates in emerging techniques and technologies. Underpinning this they have a highly developed training scheme delivering single or multiple day courses in specialist fields, software and health and safety.

At Ramboll UK the MD conducts a Friday morning presentation every month which gives employees the opportunity to ask questions and all offices in the UK are open plan with an open door policy. Their MD has his own page on the intranet which provides regular updates to the organisation as well as having an online Q&A discussion board. Senior management interaction with all levels of employees is a daily occurrence with graduates and all employees throughout the organisation having the opportunity to work directly on projects with senior managers. The MD encourages open communication throughout the business. He has been an employee for almost 20 years and was promoted to MD in 2009. He knows the company and it's employees well and has a very strong working relationship with a number of their employees. Ramboll's MDs approach is one of empowerment and personal development. Staff say he is approachable and has a very casual style about him which encourages employees at all levels to relate to him openly.

Radley Yeldar have a budget specifically for fun and social events. They run a range of away days during the year so that everyone has the opportunity do get out and do something that appeals to them with their colleagues. They hold RY Community Days volunteering in the local community and other activites include: football, cheese tasting, poker and wine tasting And of course the RY Summer and Christmas party. A recent team bulding workshop focused on encouraging people to: Develop greater trust in one another through honest adult feedback, Develop greater degrees of openness and honesty with one another, Use plain honest speaking as a way of building trusting relationships, Recognise the tension between personal performance and team ethos and develop personal strategies to manage the tension.

Radley Yeldar have a budget specifically for fun and social events. They run a range of away days during the year so that everyone has the opportunity do get out and do something that appeals to them with their colleagues. They hold RY Community Days volunteering in the local community and other activites include: football, cheese tasting, poker and wine tasting And of course the RY Summer and Christmas party. A recent team bulding workshop focused on encouraging people to: Develop greater trust in one another through honest adult feedback, Develop greater degrees of openness and honesty with one another, Use plain honest speaking as a way of building trusting relationships, Recognise the tension between personal performance and team ethos and develop personal strategies to manage the tension.

Some examples of the sorts of training activities that Qiagen employees might undertake are courses, mentorship, coaching and online sessions. There is internal coaching/ mentoring for women at work.

Some examples of the sorts of training activities that Qiagen employees might undertake are courses, mentorship, coaching and online sessions. There is internal coaching/ mentoring for women at work.