*Subject to manager approval
Our CEO leads a staff briefing every six weeks which includes awards for staff members and we also hold yearly staff awards whereby staff members nominate their colleagues who have demonstrated the ABTA values. The nominations are then passed onto the Senior Management Team and they decide the winner for each category.
We recognise and congratulate length of service with awards given to staff members on their 10th, 20th and 30th anniversaries.
We continue to keep staff involved and engaged to encourage an organisational culture of inclusiveness, collaboration and innovation.
We aim to be ‘best in class’ to recruit and retain the best talent from both within and outside the industry, leading by example and encouraging both personal and professional development through internal and external training.
We believe structured training and development at all levels within ABTA is essential to the efficient and effective running of the organisation and to the personal development of our staff.
We also run an internal training programme called ABTA Uni. The aim of ABTA Uni is to ensure that all staff have a thorough understanding of the entire business as well as new developments.
Each person at ABTA is integral to ABTA’s success and the delivery of our vision and mission. Understanding what each team does will help us all with cross team working and internal development as well as enabling us to sustain high levels of professionalism.
We are an equal opportunities employer and have clear policies on the company’s anti-discrimination, bullying and harassment standpoint. We have a clearly defined grievance policy which follows best practice guidelines. Our dedicated HR Department, in addition to line management, is available to respond to manage any staff issues or concerns.
All of our employment policies and practices are detailed in our staff handbook, which is issued when you start working for ABTA and is permanently available on the company intranet. We update our policies in line with legislative changes and all staff members are asked to sign confirmation of receipt of changes.
We have a minimum two stage interview process, which can sometime include a phone interview as an extra process, then a face-to-face interview with the recruiting manager and HR and in some circumstances, a final face-to-face interview with a Director. We use a series of competency tests together with scenario based questions throughout the selection process.
All staff members are formally inducted in the company by HR, Facilities and IT on their first day, have a one-to-one with their line manager and then a formal review after their first three months with ABTA, which is at the end of their probation.
Twice yearly review meetings with line managers take place with clearly defined objectives linked to the ABTA strategic plan to support ABTA’s mission. We actively encourage constructive feedback and recognition among teams and the wider business.