Officially a Very Good
Company to Work For
Officially a Very Good
Company to Work For
Officially an Outstanding
Company to Work For
Officially an Outstanding
Company to Work For
Officially a World Class
Company to Work For
Officially a World Class
Company to Work For
Officially a Good
Company to Work For
Officially a Good
Company to Work For
Officially a Global*
Good Company
to Work For
Officially a Good
Company to Work For
Globally*
THIS PROFESSIONAL BODY aims to deliver to its members — and it makes sure it puts the same effort into developing its 358 staff. The CIPD (Chartered Institute of Professional Development) has been championing better working lives as the professional body for human resources practitioners for more than 100 years, and its efforts seem to be paying off. Employees of the London-based organisation say that their jobs are an important part of their lives (77% positive) and it ranks 18th on our mid-size list for staff health not suffering because of work (74%). People receive both performance- and profit-related pay and wellbeing initiatives including flu vaccines and an occupational health and wellness programme. A newly configured reward scheme, Stars, recognises achievements and employees receive up to a week's extra pay as a prize, depending on the significance of their accomplishment. Those with caring responsibilities are given up to five days additional paid leave annually. Employees have fun together (77%) and pride themselves on working in an open and collaborative way — they say people in their teams go out of their way to help them (76%). A suggestion scheme, “I've got an idea”, allows anyone to share their proposals, with successful ones winning a financial award. Initiatives implemented so far include releasing downloadable directories and brochures via the App Store and Google Play so saving on printing costs, and a change in the location of the summer party. www.cipd.co.uk
I believe I can make a valuable contribution to the success of this organisation
CIPD are passionate about developing their people and highly committed to the learning and development of all their staff. They have an annual cycle of performance and development reviews and action implementation to address any areas of need. Their internal mentoring scheme exists for five years, received very positive feedback and has now been extended to include external mentors. They make available approximately 15 different training programmes to meet the tailored needs of their employees according to their personal development programmes. They have also recently launched an online training tool accessible for all staff which contains all their mandatory programmes in addition to approximately 250 additional online tutorials, case studies and self-assessment tools. They believe the best example of employee development and encouragement to take ownership for personal development is their annual Personal Development Allowance available for all employees. They can spend money on development related to their role or a future aspiration in addition to access to programmes.
My organisation encourages charitable activities
At CIPD they firmly believe in the correlation between employee engagement and employee wellbeing. They hold health and wellbeing events twice yearly where they engage with the community and invite local businesses offering complimentary taster sessions for their products and services. This ensures staff have the opportunity to focus on their personal well-being both inside and outside of the workplace. These days are well attended by a cross section of staff as they work hard to provide something for everyone. Alongside this, they also arrange free of charge influenza vaccinations for all staff who wish to have them on site and offer staff eye care vouchers. Another aspect of how they try to enhance the wellbeing of their employees is by offering all staff every day a free lunch. These are freshly made on site and very balanced and varied.
I feel that my manager talks openly and honestly with me
Our Values are Purposeful, Agile, Collaborative, Expert (PACE) and the Senior Management Team role model these by setting clear direction for their teams, meeting regularly with their teams and direct reports, seeking feedback and input on a range of organisational activities including on their own behaviours and being accessible. For example, the senior team meet every month with their direct reports to discuss strategic priorities and get input and then cascade these discussions to the wider business and their commitment to digital developments is led from the top and promotes agility. On a daily basis, senior directors promote a non-hierarchical and friendly culture by interacting with staff at all levels, eating in the staff café, walking around the building to speak to people and participating in online staff chats.
I believe I can make a valuable contribution to the success of this organisation
CIPD are passionate about developing their people and highly committed to the learning and development of all their staff. They have an annual cycle of performance and development reviews and action implementation to address any areas of need. Their internal mentoring scheme exists for five years, received very positive feedback and has now been extended to include external mentors. They make available approximately 15 different training programmes to meet the tailored needs of their employees according to their personal development programmes. They have also recently launched an online training tool accessible for all staff which contains all their mandatory programmes in addition to approximately 250 additional online tutorials, case studies and self-assessment tools. They believe the best example of employee development and encouragement to take ownership for personal development is their annual Personal Development Allowance available for all employees. They can spend money on development related to their role or a future aspiration in addition to access to programmes.
My organisation encourages charitable activities
At CIPD they firmly believe in the correlation between employee engagement and employee wellbeing. They hold health and wellbeing events twice yearly where they engage with the community and invite local businesses offering complimentary taster sessions for their products and services. This ensures staff have the opportunity to focus on their personal well-being both inside and outside of the workplace. These days are well attended by a cross section of staff as they work hard to provide something for everyone. Alongside this, they also arrange free of charge influenza vaccinations for all staff who wish to have them on site and offer staff eye care vouchers. Another aspect of how they try to enhance the wellbeing of their employees is by offering all staff every day a free lunch. These are freshly made on site and very balanced and varied.
I believe I can make a valuable contribution to the success of this organisation
CIPD are passionate about developing their people and highly committed to the learning and development of all their staff. They have an annual cycle of performance and development reviews and action implementation to address any areas of need. Their internal mentoring scheme exists for five years, received very positive feedback and has now been extended to include external mentors. They make available approximately 15 different training programmes to meet the tailored needs of their employees according to their personal development programmes. They have also recently launched an online training tool accessible for all staff which contains all their mandatory programmes in addition to approximately 250 additional online tutorials, case studies and self-assessment tools. They believe the best example of employee development and encouragement to take ownership for personal development is their annual Personal Development Allowance available for all employees. They can spend money on development related to their role or a future aspiration in addition to access to programmes.
Companies offering a minimum of 26 days annual leave to all employees.
Companies offering at least 10 weeks’ full pay or generous alternative.
At least 40% of senior managers are women.
If you like what you see here and would like to know more about working for a
1 Star
organisation, simply click the link for further information about careers with
CIPD
.
