The experience I gain from this job is valuable for my future
Investment in people is paramount to the organisation and its success. Having a budget to spend on staff development is as important as a budget for IT, facilities, etc. The current annual Learning and Development budget is in the region of £300,000. As part of the performance review process a learning and development plan is designed for each member of staff for the forthcoming 12 months. These plans typically include skill development, technology, professional education and qualifications, coaching and mentoring, management development, overseas secondments. They also invest in the Emerging Talent Programme and in 2014 developed and introduced the Advent Graduate Programme, which offers an 18 months placement with a structured training and development timetable which encompasses secondment in each area of the business. Financial support is given to all employees studying for all relevant professional qualifications, which includes paid study leave and time for examinations. Requests are welcome from staff for any qualifications or external training courses that they feel would enhance their personal development and/or the business. The company pays for annual professional membership fees and training courses are regularly held and run by external providers for development of the Managers. At the beginning of each year the Senior Management team goes off site for a three day strategic business planning and objective setting seminar which ensures that business and personal development objectives are aligned to support the overall business objectives and goal.