Training and development

The Group invested over £13 million in training during 2007, representing and average of 3.5 days of training per employee.

Opportunities for employee development are provided 'off the job', for example through:

• Internal training programmes, workshops and seminars covering a variety of management and technical skills, such as a series of core courses for graduates in People Skills and Project Management and a modular Management Development Programme for potential senior managers from our UK and overseas operations;
• Support for continuing education and continuing professional development activities eg external business school programmes at centres such as Cranfield, London Business School and INSEAD; and
• Involvement in community projects.

Such 'off the job' development provides an important supplement to learning and development opportunities provided through the job, for example by:

• Enhancing the employee's job content;
• Attachments/ secondments/ moves to give experience of new activities/ functions; and
• Learning from other managers, which may be formalised in a coaching or mentoring arrangement.

Formal performance and development reviews provide regular opportunities for employees to identify and agree development objectives and career opportunities with their managers.

The Group has a comprehensive Organisation and People Review process which links the aspirations, talents and development plans of individual managers to the anticipated future needs of the business. Wherever possible, our preference is to promote from within the Group.

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