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Categories
Entrants should give details of how their organisation defines and spots talent, where responsibility for managing talent sits, how they deliver appropriate development opportunities and how they monitor and measure the success of implementation and outcome.
Most Successful Change Management Programme
Charity | Non-Charity
This category covers organisations that have completed a successful people-focused change programme. Areas that will be assessed include making the business case for change, its communication, implementation and measurement. Entries can include those where external interim resources have been brought in to achieve a positive outcome and successful merger and acquisition programmes.
Most Effective Benefits Strategy
Charity | Non-Charity
Entrants should provide evidence of a leading-edge benefits strategy that clearly aligns with business needs. The entry should give information on the communication of the strategy to employees, employee take-up of the scheme and how it has benefited the organisation.
Most Effective Use of Internal Communications
Charity | Non-Charity
The communications strategy can be part of an ongoing process or related to a one-off event or development in the organisation. Judges will award high marks only for entries with measurable (rather than purely anecdotal) evidence that the communication process has proved effective.
Outstanding Employee Engagement Strategy
Charity | Non-Charity
Judges will be looking for a well-thought out strategy linking employee engagement to the heart of the business. This can include motivation programmes that have made a significant difference to an organisation's performance. Entrants should provide details of the strategy itself, demonstrate how it measures improvements in engagement and detail the business outputs.
Judges will be looking for evidence of innovation and bottom line contribution through enhanced recruitment and improved retention. Entries could range from one- off projects in key areas through to the implementation of new policies covering all resourcing activities. Entries should be presented in the form of a business case study supported by relevant metrics.
Best Learning and Development Strategy
Charity | Non-Charity In this category, judges will be looking for those that invest effectively in the development of their people across an entire organisation. Entrants should include details about the business need, what the strategy entails and how it was communicated to the workforce. Evidence of its success and the benefit it has brought will score highly, as will evidence of genuine board level commitment to learning and development.
Health and Wellbeing Award
Charity | Non-Charity This award will go to the organisation that provides the most compelling evidence that their strategy for health and wellbeing in the workplace not only works but that has also created a clear and measurable return on investments made in this area.
Best Use of CSR in HR
Charity | Non-Charity Judges will be looking for an organisation that has embedded corporate social responsibility throughout the organisation, in particular through its people. Entrants should demonstrate the role HR has played in the strategy and execution of CSR initiatives. They should demonstrate how CSR is making a difference to employees and the business through measurable results.
Most Innovative Use of Technology
Judges are looking for an organisation that has used technology to move HR forward. It could be via the application of HR software and analytic systems, online recruitment or an e-learning programme. The highest marks will go to those who demonstrate an innovative approach, fully utilising technology to bring benefit, and who provide evidence of the return on investment.
Best HR Strategy in a Company Under 1,000 Employees
This category is specifically for SMEs whose lesser resources are counter balanced by the imagination and flexibility they deploy for the use of their people. The judges will be looking at the best example of great people practices from any organisation without full time support from an HR function or consultant.
This award recognises outstanding HR excellence in the public sector and can comprise one or a series of HR initiatives. It is intended to take into account the specific circumstances facing public sector HR departments. Entrants must evaluate and report on the performance of these strategies against intended aims.
This award recognises outstanding HR excellence in the third sector and can comprise one or a series of HR initiatives. It is intended to take into account the specific circumstances facing third sector HR departments. Entrants must evaluate and report on the performance of these strategies against intended aims.
NEW:
Best Workplace Diversity Strategy
Judges will be looking for clear evidence of a diversity strategy or initiative that has made a significant difference to an organisation's performance, for example in the delivery of customer service, employee engagement, retention, innovation or impact on leadership. It could be a workplace flexibility strategy, eldercare scheme or other initiative to encourage gender, race, age, sexual and disability equality. Entrants should provide specific details of the scheme, the business case behind it and evidence of its successful implementation and results including impact on culture and reputation.
Best HR Team
Charity | Non-CharityThis award recognises HR teams for their work within the function and their business partnering with other functions. Entrants should give evidence of clear links between operational and financial performance, metrics and evidence of satisfaction and how the. The entry can include specific projects and also demonstrate the function’s collaborative approach and ability to attract and develop excellent HR people.
These awards are announced on the Awards evening and not open to entry:
Most People-Focused CEO
Working with Best Companies, HR will analyse employee views on their CEO or MD, including ability to inspire, excite, create strong values and engage with their workforce to find the Most People-Focused CEO or MD in both the private and public sector.
HR Director of the Year
Readers will decide who has made the most effective contribution to development of HR strategy during 2008-2009 from a shortlist developed by the Human Resources editorial team and industry experts.
HR Gold Award
The prestigious judging panel will choose the organisation that has most impressed them from all the winning entries to the 2010 HR Excellence award.
What the judges are looking for
Every entry must demonstrate the following:-
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A clearly defined vision and goals
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Creative approach, originality and differentiation
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A strongly developed business case showing how the initiative or people practice is aligned to the organisation’s priorities
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Senior level commitment
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Tangible evidence of the impact of the project with measurable and quantifiable results, particularly financial impacts
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How you intend to build on your efforts in the future
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Why you deserve to win an HR Excellence Award
For the HR Excellence 2010 Awards initiatives or strategies entered should include demonstrable results from the period January 2009 to March 2010. Initiatives or strategies developed and implemented prior to this period are eligible provided the impact was measured during the past year. |
