Case studies – Page 48
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Case StudiesRSA Group engages staff with social media network
Multinational insurance firm RSA Group has used Yammer since February 2012. Around 10,000 of its 19,000 global employees are users, and approximately 5,000 of these are engaged, making posts or commenting on posts daily.Jenny Burns, director of internal communications, brand and social media at RSA Group, says: “From a communications ...
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Case StudiesEY supports working families with multiple options
Professional services firm EY takes a long-term approach to supporting working parents. It is mindful of the life events that many of its employees will experience during their time at the organisation, which includes starting a family.Its approach is made up of a number of components to ensure that it ...
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Case StudiesThe benefits offered by BNP Paribas
PensionMoving to one mastertrust defined contribution scheme by end of 2015 for all staff.Contributions vary by company: various contributory and non-contributory schemes.HealthcarePrivate medical insurance available through flexible benefits scheme.Income protection.Dental insurance: employer-funded in some companies.Eyecare voucher scheme.Critical illness insurance as a voluntary benefit.Health screening.Genetic testing.Employee assistance programme.Occupational health, including an ...
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Case StudiesArup employees engage with group risk benefits
The organisation feels that providing protection for its employees is necessary to protect the business.It offers four different types of group risk cover: life assurance at four-times salary, income protection, critical illness insurance and personal accident insurance.Evan Davidge, head of reward at Arup, says: “We have a moral responsibility to ...
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Case StudiesMerseyrail drives business engagement through voluntary benefits
The train operating company introduced its staff discount scheme, ‘Benefits for you’, five years ago with Personal Group. While employees have access to offers including cinema vouchers, holiday discounts and reloadable cards, the organisation uses the scheme as a way of driving employee engagement and increasing discretionary effort.Andy Parry, head ...
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Case StudiesNHBC uses group risk benefits to prepare for the future
Employees receive group life insurance if they are part of the homeowners insurance firm’s group personal pension (GPP) scheme. The insurance policy consists of four times the employee’s annual salary to be passed onto dependants. Dependants of employees who are not a member of the pension scheme receive one year’s ...
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Case StudiesWelcome Break plans for smooth pensions re-enrolment
The motorway service operator began planning for its initial auto-enrolment six months prior to its staging date in June 2013, and found that by working with advisory service Aspira it was able to ensure a relatively smooth operation once the first contributions were made.Welcome Break operates two pension schemes for ...
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Case StudiesBalreed boosts cancer awareness at work
The programme, provided by HealthScreen UK, offered male staff over the age of 40 a free prostate-specific antigen (PSA) test following a workshop. Invitations were extended to family and friends of female staff, as well as to men under 40.The organisation created its ‘Be A Hero’ campaign when its managing ...
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Case StudiesHyde Group builds employee engagement with benefits strategy
Hyde’s external brand is strongly associated with its internal brand, with reward linked to the organisation’s goal of ‘making a lasting difference’ to both residents in the 50,000 homes it owns and manages and the people it employs. Employees have had a constant say in Hyde’s benefits offering through its ...
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Case StudiesThe benefits offered by Hyde Group
Pension:Trust-based defined contribution pension scheme, with the option to make contributions via a salary sacrifice arrangement available via flexContribution rates are set at 1%, 3%, 4% or 5%, which are doubled by the employer. Employees can pay more but employer contribution is capped at 10%A number of legacy trust-based defined ...
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Case StudiesCapital One develops proposition to become a destination employer
Its vision of ‘making lives better’ underpins everything the employer does, having gone on a journey of rebuilding trust between the business, leadership, management and its employees.Karen Bowes, vice-president of international HR and sustainability at Capital One, says: “It is hard to compete with employers with a big external brand ...
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Case StudiesUKTV creates ideas culture to attract and retain employees
The TV broadcaster builds on this strategy to become a destination employer for top talent. It operates a strong focus on reward and recognition with three schemes to incentivise people to be creative, including a peer nomination scheme, on-the-spot thank yous from manangers and an employee awards ceremony.It also offers ...
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Case StudiesLuton Borough Council supports staff through the pledge
The council started to implement a number of initiatives to boost its workforce’s wellness in 2012, such as: health checks with referrals to specialist support for weight loss and improved physical activity, training for staff around managing employee sickness and supporting returns to work, mental health first-aid courses, monthly challenges ...
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Case Studies?BuroHappold Engineering taps into technology for global communications
The international engineering consultancy operates in around 24 offices around the world and so keeping employees up to date and aware of their benefits package is challenging. With engineers on site, for example, working on ancient sand palaces in Riyadh, the organisation has developed a global intranet with a mobile ...
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Case Studies
Santander communicates through defined benefit pension changes
The banking firm closed its defined benefit (DB) pension scheme in 2002 to new hires although the scheme still has some 5,000 employee members.Its objective was to manage and reduce the scheme’s financial risk to the bank. Instead of closing to future accrual, it took the decision to implement a ...
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Case StudiesThe employee benefits offered by McDonald’s Restaurants
Pension:Defined contribution scheme for all salaried employees. Staff can contribute a minimum of 3% and receive matching employer contributions on a 1:1, 1.5:1 or 2:1 ratio depending on age and length of service, to a maximum employer contribution of 10%. Salaried employees who do not wish to contribute 3% will ...
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Case StudiesMcDonald's Restaurants puts motivation and reward at heart of business strategy
The organisation has boosted performance and productivity by ensuring all of its reward programmes are aligned to its business strategy. The employer was recognised for its approach in 2012, when it won an Employee Benefits Award for best alignment of benefits to the business strategy, and in the years since ...
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Case StudiesVodafone supports employee demand for flexible working
The ability to work flexibly is one of three demands being presented by employees coming into the workforce that Vodafone has identified and addressed, along with a flexible working environment and a work space within this location that is as collaborative and innovative as possible.For example, none of the staff ...
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Case StudiesCarlsberg offers staff a refreshing approach to total reward
Nick Court, reward manager at brewing firm Carlsberg, believes that actively meeting staff is what makes benefits professionals understand what employees want and need in terms of total reward.He says: ”Total reward is more than just pay, it is a combination of pay, benefits, culture, learning and development.”Total reward at ...
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Case StudiesAxa includes a range of benefits for staff travel
The insurer has a comprehensive company car policy, which offers all its employees the opportunity to have a company car, using three funding methods: employee car ownership, contract hire and a salary sacrifice arrangement.It also offers a number of other travel-related benefits such as a cash allowance towards the cost ...