THE WINNERS CELEBRATING EXCELLENCE AND REWARDING SUCCESS
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HR’s top prize Each year the CIPD People Management Awards get bigger and better – and this year has proved to be no exception. With a record number of entries, as well as two new categories, a new Award for students and a Special Achievement Award, this year’s Awards have been the best yet. Established in 1996, the Awards are invaluable in showcasing the inspiring work that takes place in the profession today, and are pivotal in demonstrating the contribution that HR plays in driving and sustaining business performance. With an outstanding and diverse range of entries across all sectors – the 2012 CIPD People Management Awards presented our panel of judges with some tough choices! After much deliberation the judges, drawn from a cross-section of senior HR professionals, have chosen the winners – and while there could be only one winner for each category, and one overall winner, many others were singled out as highly commended.
Contents The accolade of being the overall winner of the 2012 CIPD People Management Awards went to RSA, who today can proudly claim to be “the world’s most engaged insurance company”.
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Our headline sponsor
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Overall winner
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Building HR capability
There were plenty of other success stories to emerge from the judging process, notably from The Michael Kelly Outstanding Student Awards and as the judges commented “they were all strong and passionate candidates – a credit to the HR profession and the CIPD”.
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Change management
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Corporate responsibility
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Employee engagement
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Health and well-being
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HR innovation through technology
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Managing HR across boundaries
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Organisational learning
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Performance and reward
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SME HR initiative of the year
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Talent attraction and management
And finally, the London Organising Committee of the Olympic and Paralympic Games has been awarded the CIPD Special Achievement Award for mobilising over 200,000 staff, volunteers and contractors to deliver an undisputedly spectacular event. LOCOG’s approach to managing and engaging a truly diverse workforce, including young people from the local Boroughs, should be an example for organisations of all shapes and sizes to follow. cipdpmas.co.uk
19 Michael Kelly Outstanding Student Award - Intermediate and Foundation Level
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ichael Kelly Outstanding Student M Award - Postgraduate Level
21 CIPD Special Achievement Award Previous overall winners
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BT is proud to be the headline sponsor of the 2012 CIPD People Management Awards
The London 2012 Olympic and Paralympic Games recently inspired a nation to celebrate people reaching for their personal best. As the official communications services partner for the Games, we had a chance to showcase BT at its best. Our people were proud to be at the heart of the most connected Games ever. Our services connected millions of athletes, their families and their nations across the world. And we left behind a fibre network in the Olympic Village which will help future residents for generations. Within BT, we aim to connect and develop a team of extraordinary HR leaders learning from the world’s best practice. The CIPD Awards are our chance to celebrate people who are striving for a personal best right across our HR profession. We are delighted to be part of this event and to learn from our profession’s best. btplc.com
CONGRATULATIONS TO ALL THE WINNERS AND FINALISTS!
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Overall winner RSA
OVERALL WINNER
RSA
What more audacious goal could a HR team set than “to have world-class engagement levels within three years”? Especially, you might think, if it’s in a rather traditional sector with disappointing financial returns and distinctly mid-table employee engagement scores. That was Royal Sun Alliance five years ago. Today however, RSA proudly claims to be “the world’s most engaged insurance company”, and we’re not arguing with them. Earlier this year, the company achieved 6th place in the Sunday Times Best Companies to Work For survey at its first attempt, and now its HR team is the overall winner of the 2012 CIPD People Management Awards. Employee engagement specialists everywhere will recognise the merit of a company that improved its mean scores – measured using Gallup’s Q12 methodology – from 3.80 in 2008 to 4.34 in 2011. But it was the way RSA achieved this jump that caught our judges attention.
MOST OF ALL, THE JUDGES FELT THE WAY RSA HAD MEASURED THE IMPACT OF THE ENGAGEMENT PROGRAMME WAS OUTSTANDING Recognising that the capability of its 1,100 leaders (it tries to avoid the word managers) was the crucial factor in boosting engagement for its 23,000 worldwide workforce, RSA sent each leader on a 6 06
‘leading through change’ programme, also providing the 250 employees in need of greater support with coaching in engagement skills - methods which returned dramatic results for the company and employee performance. A more direct approach to engagement also played a key part in the judges’ decision, with RSA’s 2010 300th birthday celebrations, which involved £750,000 being raised by employees volunteering 40,000 hours for good causes, playing a strong factor in their win. Building on this, our judges looked favourably on RSA’s 2011 partnership with WWF to campaign on climate change – which has major implications for the insurance industry. Setting up the RSA Arctic Challenge, where teams throughout its global operations competed for the chance to spend a week in the Arctic to raise awareness of environmental changes, RSA not only drew attention to a valuable cause but also reinforced its commitment to staff engagement through rewarding their efforts in a once in a lifetime trip. Most of all, the judges felt the way RSA had measured the impact of the engagement programme was outstanding. For example, it established that engaged staff in its call centres spend 35% less time between calls than disengaged ones. There is a 0.36 correlation between a team’s engagement levels and customer satisfaction, and a 0.6 correlation between engagement levels and new business growth. It’s no surprise then, that Jeremy PhillipsPowell, who led the engagement programme from its inception, was promoted this summer to become RSA’s Group HR strategy & development director.
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Building HR capability Fujitsu Services Limited
Change management Sunderland City Council
After acquisition, Tupe transfers and re-organisations, technology company Fujitsu’s HR department for the UK and Ireland took a battering in 2010, not helped by poor financial results. HR director Ella Bennett laid down the gauntlet and gave her team 12 weeks to turn the situation around. The solution: a centrally controlled HR function with “HR Direct” operatives offering a single point of contact for 11,400 employees. The initiative has saved the company £4 million to date.
Tasked with reducing spending while avoiding mass redundancy, Sunderland City Council’s HR department needed to mobilise the whole organisation to deliver structural, cultural and operational change. Overcoming initial resistance, the team has reduced annual spend by £82 million and downsized with no redundancies, achieved through using an online job matching process, setting up a temporary projects pool and promoting flexible working across the organisation.
Impressing judges with their innovative approach and astounding results, Fujitsu were the chosen winners of this category for delivering an effective and profitable large scale HR transformation programme at speed. Especially praised for “developing a function that was perceived to add value to the business overall… whilst providing more career progression and development opportunities to HR staff”, Fujitsu’s commitment to progressing not only the company but its employees prospects placed them highly in the judges favour. Hastings Direct were highly commended by the judges, who praised the turnaround
Highly commended Hastings Direct Finalists Infosys Technologies Limited
in the company’s HR department under the leadership of HR Director Amanda Menahem.
FUJITSU WERE THE CHOSEN WINNERS OF THIS CATEGORY FOR DELIVERING AN EFFECTIVE AND PROFITABLE LARGE SCALE HR TRANSFORMATION PROGRAMME AT SPEED
Overcoming challenges through instigating a process whereby staff were assured positions within the company, Sunderland City Council enhanced business performance whilst safeguarding staff morale through difficult circumstances. As a “strong group of entries, exhibiting huge vision, enthusiasm and passion for great change management for the benefit of people and organisational success”, our judges were overwhelmed by the strength of this year’s shortlist. However, recognised as an “extremely innovative approach to a huge challenge of significant cost cutting and potential job losses with strong commitment from leadership in supporting the change”, it was Sunderland City Council’s achievement of “retaining staff by finding their hidden talents and matching strengths to move into new roles” whilst meeting spend reduction targets that placed them as this year’s winners.
“EXTREMELY INNOVATIVE APPROACH TO A HUGE CHALLENGE OF SIGNIFICANT COST CUTTING AND POTENTIAL JOB LOSSES WITH STRONG COMMITMENT FROM LEADERSHIP IN SUPPORTING THE CHANGE”
Finalists Countess of Chester Hospital NHS Foundation Trust Magnox Ltd Norbert Dentressangle Transport Services Plymouth City Council Republic
Lincolnshire County Council Magnox Ltd Riverside 8 08
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Corporate responsibility Marks & Spencer
Employee engagement RSA
In India, Sri Lanka and Bangladesh, women with physical disabilities often face social exclusion and barriers to work. Marks & Spencer is doing its bit to change this situation through their ‘Marks & Start’ campaign, delivering an employability programme through local suppliers and working with local charities to train women to work in its factories. In addition, Marks & Spencer has been providing disability awareness training within local communities, designed to build the confidence of affected women and drive engagement between them and the wider community.
In 2007, insurance company RSA was suffering low morale. Fast-forward to 2012, and it is the world’s most engaged insurance company - the result of a global and collaborative engagement programme involving 23,000 employees across 34 countries. Ambitious initiatives such as the RSA Arctic Challenge, giving teams the opportunity to visit the Arctic Circle, have helped it become a truly worldclass place to work.
Praised by judges as a “courageous” approach to “influencing the wider supply chain and ethics of the business”, the ‘Marks & Start’ programme clearly demonstrated the company’s use of the HR function to shape wider business and external stakeholders acting as an inspiration for other companies across all industries.
“COURAGEOUS APPROACH TO INFLUENCING THE WIDER SUPPLY CHAIN AND ETHICS OF THE BUSINESS”
Finalists AXA PPP healthcare Countess of Chester Hospital NHS Foundation Trust E.ON & The Clear Company RCT Homes Royal Mail Group
Breaking the mould in its approach to increasing employee engagement, RSA’s creative and unique staff engagement programmes won over our judges through their international scale and offerings. However most importantly, the incentives clearly delivered on targets, with RSA now positioned as one of the UK’s most desirable insurance companies to work for.
Highly commended Richmond Housing Partnership Finalists Busaba Eathai Coca-Cola Derbyshire Community Health Services NHS Trust HM Revenue & Customs
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“RSA’S ENGAGEMENT PROGRAMME WILL BE PIVOTAL IN DRIVING FORWARD STAFF ENGAGEMENT AND RETENTION OVER A SUSTAINED PERIOD” With longevity at its core, the judges saw long lasting value within RSA’s engagement programme, believing it will be pivotal in driving forward staff engagement and retention over a sustained period, and marking it as an effective means for other companies across all areas of industry to look to for inspiration. Richmond Housing Partnership’s ‘A Great Place to Work’ programme was highly commended by judges, the strength of the programme has seen the company achieving fifth place in the Sunday Times’ Best 100 Companies list (not for profit).
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Health and well-being Melin Homes Ltd
HR innovation through technology Royal Bank of Scotland Group – UK Retail
‘Project Zest ‘aimed to inject more life into the property developer’s health and wellbeing strategy, and bring down sickness levels. Working groups from each team are responsible for engaging staff and co-ordinating activities, meeting monthly to maintain momentum. With cycle-to-work schemes, a no smoking and alcohol policy and healthy cooking workshops, the scheme has given employees a renewed zest for work.
RBS has brought personal development and technology to the fore, and through their “Braintrainer” initiative have turned learning for telephone salespeople into an interactive competitive quiz game, creating a new passion and energy among previously disengaged staff.
“ORGANISATIONS OF MUCH LARGER SIZE COULD LEARN A LOT FROM MELIN’S USE OF LIMITED RESOURCES” An “outstanding entry”, our judges praised Melin for the huge range of activities developed for employees within a relatively short space of time. In particular, Melin were commended for providing a remarkable range of financial awareness, education and support to both clients and employees, something our judges saw as clearly demonstrating how well-being had been embedded within the organisation’s culture, values and mission.
City of Edinburgh Council were highly praised for providing employees with a ‘one-stopshop’ for all their well-being needs through the ‘Well-being Café’, in addition to the impressive range of benefits and incentives available.
Highly commended City of Edinburgh Council Finalists Antrim Borough Council Atos Covéa Insurance plc One Vision Housing
“Organisations of much larger size could learn a lot from Melin’s use of limited resources. Their approach also provides encouragement to small organisations on what can be achieved and the benefits of a holistic approach.”
“AN INSPIRED AND ASPIRATIONAL DEVELOPMENT SCHEME WORTHY OF INDUSTRY RECOGNITION”
Perceived as an initiative other organisations could easy adopt within their own companies, “Braintrainer” was celebrated by judges as an inspired and aspirational development scheme worthy of industry recognition. Civil Service Resourcing were highly commended by the judges for saving over £50 million and filling more than 5,000 vacancies – all achieved through employing ground-breaking e-resourcing solutions to streamline the workforce and move staff between 150-plus departments.
Highly commended Civil Service Resourcing Finalists Birmingham City Council Human Resources Changeworknow Jaguar Land Rover Royal Bank of Scotland Group Business Services
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Producing an initiative applicable across all levels of seniority and with strong links between business strategy and engagement, RBS have created a programme that has been designed to give something back to the profession whilst enhancing company performance. Taking into consideration what propels their workforce (i.e. leaderboards, healthy competition etc) RBS managed to engage staff and most significantly, met business needs and targets.
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Managing HR across boundaries Welsh Government
Organisational learning Scottish Water
The Welsh Government wanted to build one HR leadership group and community spanning the whole public sector, designed with the purpose of improving services through encouraging departments to work together to build capability and share resources. As a result HR Cymru was born, consisting of a group of members from organisations including NHS Wales and the police, who through working in unison produced a strategy and web portal designed to heighten service delivery through aiding collaboration.
Despite the torrential rain of British summertime, the world is in water crisis. Any leakage from underground pipes is detrimental environmentally and economically, which is why Scottish Water is working with the Sector Skills Council to better train leakage field technicians. A new training framework has been built, which can be used by different companies if staff move between organisations. performance evident values at the core of the initiatives purpose.
Highly praised as “inspirational and showing a clarity between vision, strategy, deliverables and measurements”, our judges were impressed by the Welsh Government’s use of collaboration as a lever for change, stating that other organisations could achieve comparable success through adopting similar programmes.
“INSPIRATIONAL AND SHOWING A CLARITY BETWEEN VISION, STRATEGY, DELIVERABLES AND MEASUREMENTS”
The clear desire to make a difference and enhance services was also key to the Welsh Government’s success in winning this category, with enhancing customer service and
Dell’s creation of ‘My HR’, an initiative which saw the redesign of Dell’s HR function to create an innovative ‘one-stop-shop’ HR portal for its international workforce, was commended by judges for its relevance to the company’s highly mobilised workforce.
Highly commended Dell Finalists Bupa Infosys Technologies Limited NHS Coventry and Warwickshire Workforce Locality Stakeholder Board William Grant and Sons Limited 14
Fully supporting individuals through the programme and establishing 12 young apprenticeships taking on leadership roles, the initiative has helped develop existing staff abilities and has also acted to draw new talent into the company. The scheme has also ensured new starters are equipped with the skills crucial to their success and growth within Scottish Water. Scottish Water have created “an innovative programme that has been recognised by the Sector Skills Council, external bodies and other companies”. Most significantly, the initiative has made “a real difference to their customers, the wider community as well as their employees.” Isle of Man Constabulary were praised by judges for their HR-led cultural overhaul, transforming the Constabulary into a values driven people-centric organisation where learning and development is the norm and winning an Investors in People Gold accreditation as a result.
“AN INNOVATIVE PROGRAMME THAT HAS BEEN RECOGNISED BY THE SECTOR SKILLS COUNCIL, EXTERNAL BODIES AND OTHER COMPANIES” Highly commended Isle of Man Constabulary Finalists Harrods HMV UK London Organising Committee of the Olympic and Paralympic Games Steelite International plc
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Performance and reward Cornwall Council
SME HR initiative of the year Rocco Forte Brown’s Hotel
Cutting costs and improving rewards might sound like a contradiction, but Cornwall Council has managed it. It saved around £6 million, improved overall performance and put in place a reward framework that attracts, retains and motivates employees. The programme resulted in ground-breaking collective agreements between the Council and its unions, which vary the terms and conditions of thousands of staff.
This luxury London hotel prides itself on its unrivalled service and wanted a training culture to reflect this, despite budget cuts. In 2011, it launched several new initiatives to better train and retain staff. The Nourish Programme improves managers’ leadership skills, the Discovery Programme has been designed for more junior managers and the Unrivalled Customer Service Programme leads to an NVQ for all.
A mammoth project to deliver, requiring both financial saving and the improvement of front line service delivery, our judges were astounded by the success of Cornwall Council but were especially impressed by the manner in which their rewards programme was established.
A MAMMOTH PROJECT TO DELIVER, REQUIRING BOTH FINANCIAL SAVING AND THE IMPROVEMENT OF FRONT LINE SERVICE DELIVERY, OUR JUDGES WERE ASTOUNDED BY THE SUCCESS OF CORNWALL COUNCIL Establishing the rewards programme in a collaborative, inclusive and transparent way, ensuring ongoing engagement with recognised trade unions, Cornwall Council experienced profound success through maintaining the trust and faith of their workforce during a time of great transformation. And most significantly, through sustaining union and employee support has improved the reputation of Cornwall Council on both a regional and national scale. 16
Finalists Hull and East Yorkshire Hospitals NHS Trust Tata Consultancy Services Towry Which? Ltd William Grant and Sons Limited
The passion, tenacity and resilience of the HR team in driving forward improvements through progressive techniques, overcoming the barriers of a very traditional mindset to achieve this, was evident throughout this entry and was integral to the teams success in this category. “The programme has longevity, and is being rolled out to other hotels... it has also impressively contributed to a wider positive culture change, with consideration of diversity and inclusion being important to its success.” JustGiving were praised by judges for ensuring their employees get as much out of the organisation as the charities they work for. Setting up JustGiving Academies, the organisation provided staff with a source of brain training which has proved successful in enhancing performance across the board.
“THE PROGRAMME HAS LONGEVITY, AND IS BEING ROLLED OUT TO OTHER HOTELS... IT HAS ALSO IMPRESSIVELY CONTRIBUTED TO A WIDER POSITIVE CULTURE CHANGE, WITH CONSIDERATION OF DIVERSITY AND INCLUSION BEING IMPORTANT TO ITS SUCCESS” Highly commended JustGiving Finalists ILG The Gap Partnership Limited The Royal Society
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Talent attraction and management Barclays Bank Plc The financial crisis has eroded confidence in the banks, putting off potential job candidates. In response, Barclays has taken a proactive approach to attract entry-level staff, with the launch of the Retail Development Programme. The undergraduate programme consists of six placements lasting six months in various in-branch roles and a BA in Management and Leadership. The programme is already drawing a truly diverse selection of talent.
“INNOVATIVE WORK BASED UNDERGRADUATE ASSESSMENT AND DEGREE, PLACING EMPHASIS ON THE CULTURAL VALUE THE PROGRAMME HAS GIVEN RISE TO CREATING OPPORTUNITIES FOR A BROAD POOL OF CANDIDATES” Praised as the first of its kind, our judges highly commended Barclays for their innovative work based undergraduate assessment and degree, placing emphasis on the cultural value the programme has given rise to through creating opportunities for a broad pool of candidates – many of which have come from disadvantaged backgrounds.
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By tackling issues of trust and ethics head on the company has overcame the stigma attached to the financial services, and as such have helped transform Barclays image to that of a desirable employer for many young people across the country.
Finalists Boots UK in partnership with Cubiks Cape MITIE Group PLC NHS London (Strategic Health Authority)
Michael Kelly Outstanding Student Award Intermediate and Foundation Level Becky Shailer - Kent County Council The Council is keen to retain younger employees and has an under-30s staff group. Becky was elected co-chair of the group in January and has been instrumental in evolving it into something even bigger and better. Rebranded as “Aspire”, it offers three main opportunities to young employees: professional development, training and networking.
“BECKY SHOWED AMBITION, COURAGE AND RESILIENCE TO OVERCOME OBSTACLES AND EXCEED EXPECTATIONS” All strong and passionate entrants, the judges praised this year’s shortlist as a credit to HR and the CIPD. However, standing out from the crowd was Becky, whose innovative solution to developing the engagement of young employees within Kent County Council has made a tangible and explicit impact on the organisation as a whole. Stretching herself professionally and breaking out of her comfort zone to tackle the Council’s challenge, Becky showed ambition, courage and resilience to overcome obstacles and exceed expectations. Keep your eyes on this rising star, we see great things on the horizon, concluded the judges.
Natalie Bourne Natalie Bourne from Circle Express Ltd was highly commended by the judges for taking on a project that would intimidate many seasoned employees. Natalie impressed our judges with her driven approach to overcoming challenges, not to mention her success in meeting targets within a limited time.
Highly commended Natalie Bourne - Circle Express Ltd Finalists Hayley Brown - Formerly of Big Lottery Fund Lisa Joyce - One Vision Housing Viv Rees - Lundbeck Ltd
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Michael Kelly Outstanding Student Award Postgraduate Level Amy Selway - Transport for London Amy was recruited straight from Transport for London’s graduate scheme to support an ambitious and challenging HR model redesign. She was instrumental in launching “OneHR”, a streamlined HR function that removed duplication and exceeded a savings target of 20%. As Amy’s project leader says: “Her work in leading, developing and collaborating with colleagues was of a standard above her grade and experience.” An outstanding example of an emergent HR professional, Amy demonstrated passion and a clear drive to deliver. Throwing herself into her role as project leader Amy was actively involved in multiple levels of a challenging project and was exposed to trade union negotiation, responding and to aligning outcome to
The London Organising Committee of the Olympic and Paralympic Games has been awarded the CIPD Special Achievement Award for mobilising over 200,000 staff, volunteers and contractors to deliver an undisputedly spectacular event. LOCOG’s approach to managing and engaging a truly diverse workforce, including young people from the local Boroughs, should be an example for organisations of all shapes and sizes to follow.
employee feedback - all of which she handled with professional excellence.
Read the November issue of People Management to find out more about why the London Organising Committee of the Olympic and Paralympic Games won the 2012 CIPD Special Achievement Award.
There was clear evidence that Amy’s work had created a new standard for mass transport and one that was shared with other international transport authorities. Overall, she is of an incredibly high calibre.
peoplemanagement.co.uk
“AN OUTSTANDING EXAMPLE OF AN EMERGENT HR PROFESSIONAL, AMY DEMONSTRATED PASSION AND A CLEAR DRIVE TO DELIVER”
Finalists Karen Bateman - D Young and Co LLP Diane Dixon - Derwentside Homes Ltd Claire Hayward - Norgren
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PREVIOUS WINNERS 2011
Amey
2001
Vertex
2010
Nampak Plastics Europe Limited
2000
Pindar Set
2009
Pace PLC
1999
Littlewoods
2008
Kier Building Maintenance
1998
MD Foods
1997
Heathrow Express
2007
Network Rail
1996
Redland Bricks
2006
BUPA Care Homes
2005
Kwik-Fit Financial Services
2004
Liverpool North Area Merseyside Police
2003
BMW Group Plant Oxford
2002
The Defence Aviation Repair Agency (DARA)
2013
Harry Gasiorski - Royal Mail Group Naila Suleman - West Midlands Police
CIPD Special Achievement Award The London Organising Committee of the Olympic and Paralympic Games
Could you be an Award winner in 2013? To receive details of how to enter or sponsor next year’s Awards, please visit: cipdpmas.co.uk
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