first_imgRelated posts:No related photos. The business Snowdrop Systems is a privately-owned company based in Oxford and Glasgow. It delivers HR and payroll IT software, and employs 98 people. The company currently enjoys a turnover of £5.6m, and has around 500 clients, including the National Assembly for Wales, the UK Passport and Records Agency, and Pret a Manger. The challenge Established in 1991 with just seven employees, the company has undergone ‘managed growth’, expanding in line with customer demand and new opportunities. As this has taken place, managing director Mike Richards, and HR manager Melanie Guy, who came to the company 10 years ago, have worked to ensure that everyone who works for Snowdrop has the right attitude. Their philosophy – ‘Always exceed customer expectation’ – applies to internal customers as much as it does to external clients. In an industry where skilled employees are targeted and lured to new jobs through reward packages and bonuses, the company has sought to engage all its staff with the growth and direction of the company, so that everyone feels their work directly contributes to the organisation’s success. Guy says the process of engaging staff begins at the recruitment stage. While everyone is recruited for their attitude above their skills, a thorough induction programme ensures each newcomer is introduced to every part of the company. “Employees spend about half an hour with each team leader so they know where they fit in with the company and how everyone’s role relates to them,” says Guy. The role of introducing newcomers to each team doesn’t rest with one sole member of that team, but is passed around – thereby ensuring one person isn’t permanently on the welcoming committee. The company’s business plan is included in the company handbook, and made freely available via the staff intranet. “From day one, we make sure there isn’t a secretive approach,” says Guy. “Everyone can see where we’re going as a company and what we’re striving for as a team. There are no pockets of people who know things other people don’t.” While this approach applies for all employees, the company introduced a special 18-month graduate induction programme at a point when it only had 15 employees. Graduates are exposed to all areas of the business and given real responsibility in their first roles. A mentoring scheme means that each recruit has someone they can turn to for support, advice or general conversation. Moreover, because the company attaches importance to these relationships, the mentor can deliver this support whenever required without it interfering with their own work. For compensation and benefits, all employees have access to information relating to forthcoming bonuses according to department and overall company performance. This means employees can see the effects of their work in real time. Twelve months ago, the company created the Reward Room, an initiative that offers high-performing staff a choice of rewards as a result of their work. On one occasion, a recipient chose a fireworks display, which allowed everyone to watch and celebrate. “It’s designed to be visual and contribute to our team ethic,” says Guy. “It’s not an expensive approach, but it is a productive one, because there’s always great excitement when someone realises they’ve been selected for the room.” The outcome The company enjoys staff turnover of 10 per cent, and was selected as one of The Sunday Times’ 50 Best Small Companies to work for, based on employee response. While there is a trend for IT graduates to take a first job before moving on to larger and more responsible roles with other companies, Snowdrop has retained the majority of its graduates, with four of the current management team being original graduate recruits. The employee perspective Eric McDonogh is 24 years old and has been employed by Snowdrop for two years. He is proud of the fact that he designed the computer interface that is now used by 7,000 police service employees in the UK. “Working for Snowdrop means you can learn more and really make a difference to the company,” he says. “It’s not for everyone, but there’s more scope for seeing the result of your work here than there is with a big employer. “A lot of the people you work with in the company are also your friends,” he notes. “Because you socialise and celebrate with one another, it means you have a shorthand when it comes to working together.” A one-time winner of access to the Reward Room, McDonogh values all the compensations Snowdrop delivers to its employees – from the annual bonuses, to the surprise work parties. HR learning pointsGenerate ideas to keep employees engaged in-house and incorporate ideas suggested by staffEnsure you develop staff. Guy, for example, came to the company in a sales and marketing capacity, and gained her CIPD qualification after assuming her HR role. Comments are closed. A happy engagementBy Simon Kent on 12 Oct 2004 in Personnel Today Previous Article Next Articlelast_img read more

first_img‘There is no survival without growth, and growth without development. At a time when the period of hyper-demand in tourism in Croatia is definitely behind us, we continue to monitor changes, think and make timely moves,”Concluded Žgomba. This sets an extremely high scale for 2019, which should be successfully skipped despite a series of turbulences in foreign markets, but this marathon will not be able to run objectively if business conditions are not regulated, said Boris Žgomba, CEO of Uniline, after announcing business results in 2018 Uniline points out that the business result in 2018 is a reflection timely recognition and adaptation to change te diversification of tourism products i markets outside Europe, especially in Asia and North and South America, ie the Spanish and Portuguese-speaking countries, and larger investments in the Indian market are planned.  “These regulations provide a more even starting position compared to competitors of the Mediterranean tourist country, where such burdens are usually twice lower or in the case of a special procedure of taxation of travel agencies do not even exist, as well as investing in higher salaries for employees, leading to competitiveness. which will be increasingly important in the coming periods and the constant technological improvement of the quality of business at all levels.” Boris Žgomba, Uniline: Timely moves should be made in today’s tourism “We appeal to the Government of the Republic of Croatia, ie the competent ministries, primarily finance and tourism, to finally resolve several key issues for tourism and in our business area for more than 1000 travel agencies in Croatia – from lowering VAT to a competitive level with Mediterranean countries to regulation special procedure for taxation of travel agencies in accordance with European practice “, stressed Žgomba, pointing out the two main problems plaguing travel agencies. What is required is the same starting position on Mediterranean countries and fair market competition, because with competition from the Mediterranean, tax and other burdens are much lower, which puts our tourism in an unequal position. Last year for Uniline, it was more than successful. Thus, in 2018, a historically record business result of Uniline was achieved. The increase in the number of arrivals in 2018 compared to 2017 is recorded from all markets by about 20%, for example from China over 25%, Singapore about 20% and Korea by about 20%. As a regional leader among tour operators and travel agencies, Uniline annually serves more than 390 thousand guests in Croatia and the region thanks to its business headquarters in Pula, office in Zagreb, sister companies in Slovenia, Bosnia and Herzegovina and Serbia and offices and representative offices in South Korea, China, Japan and Thailand. He is the exclusive holder of the Europcar franchise for Croatia and manages the vehicle fleet, which in 2019 increased to 1500 vehicles. Unilline’s total revenues in 2018 amounted to HRK 416 million, which is an increase of 2017% compared to 11, as well as an increase in profit before tax by 16%, while the number of employees grew by 10%. last_img read more

first_imgOverwatch fans in London now know for sure that they’ll have a team to cheer for in the forthcoming Overwatch League. It was announced today that the English capital has a slot and it’ll be filled by none other than Cloud9. Jack Etienne, Cloud9It was also revealed that Los Angeles has a second spot in the league which means we now have nine confirmed teams in total. The other six are Boston, Orlando, Shanghai, Seoul, New York and San Francisco.  Jack Etienne, Founder and CEO of Cloud9, commented: “We are thrilled that Cloud9’s formidable fan base throughout Europe and the UK now has a local team to call their own.”The second LA spot has gone to Stan Kroenke and his son Josh Kroenke. Stan is best known in the UK as the owner of Arsenal FC, but the Kroenkes also have investments in the Denver Nuggets, the LA Rams and others. The statement from Blizzard on the Kroenke’s involvement read as follows: “Known as international leaders in the sports industry, Stan and Josh Kroenke own professional teams, stadiums, and media holdings around the world. We’re very happy to be able to rely on their deep expertise in sports as work on the Overwatch League continues at full speed.”Josh Kroenke himself noted: “We’re going to build a great team for Los Angeles that inspires fans near and far.”Both these teams will now be looking to ensure their lineups are as good as can be ahead of the inaugural campaign for what’s planned to be the largest Overwatch competition ever, and one of the grandest in esports history. No financial terms were mentioned in the announcement of the London and second LA slots and we hope to have more on that later. The inclusion of London however does mean that we have at least one of our seven European OWL cities correct, read what we were thinking back in April on this matter here. We’re also currently one for five on our early doors US cities predictions.The transfer window is open now and will close for all Overwatch League teams on October 30th 2017. Esports Insider says: This is huge news for the Overwatch League with one well established and respected esports org coming on board, and a family with a history of sporting club investments in the Kroenkes. We’re delighted that London’s involvement has been confirmed and we’ve reserved a soft spot in our ESI hearts for Cloud9 now they’re representing our home city.last_img read more