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This paper aims to observe that strong policies on employee engagement helped the UK and international payment-systems provider VocaLink to introduce organizational change smoothly and win Investors in People (IiP) gold for its human resource (HR) practices.

This paper describes the company’s HR policies and the advantages they bring.

The authors explain that to achieve Investors in People gold, the company should exceed the benchmark for a number of assessment categories including: business and people strategies, leadership and management strategies and effectiveness, involvement and empowerment, reward strategies, performance measurement and continuous improvement.

It is revealed that the company has strong induction programs, listens to feedback and puts a lot of energy into ensuring that leadership across the business is organized in a way that both deliver the corporate message and develop teams.

This paper contends that by offering a great place to work where people can grow and develop, VocaLink can recruit and retain great staff.

This paper describes an organization where people are enthusiastic about the potential of the business and the opportunity it offers to further improve processes and relationships.

EVERY profession evolves its own argot, adopting or inventing terms which the initiated understand and accept. Such precision saves time and avoids misinterpretation. In a technical subject like time and motion study such a recognised vocabulary is specially desirable.