Our People

Our people are our most important asset. They are key to the operation of the safe, reliable, customer-focused services which are central to the success of our business. We believe that investing in our employees will provide direct business benefits. We seek to develop a workforce that is highly motivated and customer-focused and employees who are proud to work for us.

Our Management Structure

Our human resources team is responsible for managing the learning and development programme, setting policy, developing standards and issuing guidelines for people management practices across the division. They also manage central recruitment support, our overseas recruitment programme and our relationship with Jobcentre Plus.

Empowering Our Employees

Through our people management programme we aim to help our employees reach their full potential. Our UK Bus learning and development programme is one of the most sophisticated in the UK bus industry. Every employee has an ongoing improvement programme called Learning and Development Ladders. This is supported by an extensive induction programme that has helped reduce our driver turnover to amongst the lowest in the industry. This induction programme has saved us £2.8 million over the last 18 months, clearly demonstrating the business benefits of investing in our people.

Learning and development is not only about equipping people with the skills to do their job but also about enabling them to improve their general education. We have an extensive network of lifelong learning centres in most operating companies. Through this network we recently launched a Skills for Life initiative to support our employees improve their basic numeracy and literacy skills.

Our learning and development programme is fully inclusive and open to all employees in the organisation.

Listening to Our Employees

Listening to our employees is an important part of developing our people policies and programmes. At divisional level we have not undertaken a formal employee opinion survey for a number of years. Our focus has been on building our learning and development programme and addressing the issues raised in previous surveys.

We now believe it is time to assess our progress in these areas more formally and we will introduce an employee survey programme in the coming year. Communication with employees on an informal basis is ongoing at operating company level. It includes regular staff meetings, meetings with Trade Unions, focus groups and production of regular newsletters.

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