Carlton recognises that the people it employs are critical
to its business success. Carlton is a socially responsible
employer.
Carlton has a professionally qualified Human Resources
department which reports to the Group Human Resources
Director who sits on the Group Executive Board of Carlton
Communications Plc. Human Resource management within
the Group is aligned to a strategic framework, that
is approved by the Board, and which covers organisation
design, resourcing, performance, development, reward,
communication, diversity and health & safety.
Line managers are recognised within Carlton as the key
people managers within the business. Carlton equips
its managers to manage, assess and develop their teams.
Carlton runs management briefing sessions for line managers
on core management activities from Diversity and Health
& Safety to Performance Review. Specific management
training and development needs are identified through
managers’ own performance reviews.
Performance reviews are conducted formally for the majority
of employees at least once per year. Individuals’ training
and development needs are identified at the performance
review to supplement training needs that Carlton has
identified as core for specific groups of employees.
Formal policies are in place for key areas of employment,
for example Equal Opportunities, Sexual and Racial Harassment,
Recruitment, Discipline, Grievance, Internet and e-mail
use, Health and Safety, and Family Friendly measures,
and are brought to the attention of employees via direct
issue, induction, briefings and training.
Carlton is a competitive employer in terms of compensation
and benefits with bonus and share option schemes in
place to reward contribution and ally incentives with
business objectives.
Company-wide communication takes place via two-way meetings,
briefings and the intranet. Consultation takes place on
key employment issues with employee representatives, direct
with individuals and trades unions where appropriate.
The Company does not discriminate between employees
or potential employees on grounds of sex, sexual orientation,
marital status, religion, colour, race, ethnic origin,
age or disability. Full and fair consideration is given
to the recruitment, promotion and training of disabled
people. To enable the appointment, or continued employment,
of a disabled person reasonable adjustments are made
to the job, workplace, or way in which the work is organised
and retraining provided wherever possible. This year
Carlton has launched a disability action-plan which
has included traineeships in production for disabled
employees.
Carlton sets and manages standards in relation to equal
opportunities, for example via its recruitment standards
and guidelines, access to training and promotion and
legal briefings for managers. Employees are made aware
of the Company’s position on equal opportunities and
diversity via policy, induction and briefings. In addition,
managers receive diversity awareness training.
Carlton has introduced a corporate-wide health and safety
management system that is endorsed by the Group Executive
Board and reinforced through a structured training programme
cascaded from the Chief Executive to individual employees.
Carlton has similarly introduced a whistle blowing policy
across the Group.
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