Member Blog

When your business grows it’s important to keep on top of your accounting and make running your business as easy as possible. Your accounting software is key to that, but although the popular Sage 50 is an excellent piece of accounting software, it can become quite limited.

The good news is that the upgrade to Sage 200 Extra is a natural migration and progression for Sage 50 customers who have outgrown the software.

Sage 200 offers you a lot more of everything: For example, Sage 50 can handle up to 1.5 million transactions whereas Sage 200 Extra is technically unlimited, having sites with over 9 million nominal transactions, 300,000 orders, 750,000 stock codes, or 15,000 projects.

There are also lots of extra tools and options that come with Sage 200 Extra. So let’s take a look at what they are:

1. Helpful and handy Add-ons

Sage 200 Extra comes full of tools that you can use straight away to help you run your business smartly and efficiently. Sage 200 Extra is modular, in other words you choose the elements you need when you need them and add others as your business develops. For example the CRM integration allows you to view the Sage 200 data in real time.

2. On the go and in the cloud

Sage 200 Extra can either be installed in your premises or accessed via the cloud. What does this mean? You will be able to access your accounts on the move on multiple devices, making it much more flexible. If your business wishes to reduce ongoing costs, such as server hardware, IT maintenance costs for server configuration, disaster recovery and backups – Sage 200 Online does all this for you.

3. Accurate and up to the minute finances

You can be even more precise with your business finances. Track budgets, drill down into data and deal with all your VAT submissions. Sage 200 offers suggested payments in the purchase ledger, multiple contacts on customer and supplier accounts and another level of analysis using the transaction analysis codes.

With interactive dashboards for sales, purchases, sales orders and financials, this can give you an even greater view of the health of your business.

You can also gain greater control over your accounting periods, with up to 20 accounting periods, which can be open, closed and re-opened as needed. Then you can control the length of period and set up period structures in advance for future years.

Setting up cost centres and departments as well as profit & loss, balance sheet and cash flow reporting with the option to group accounts for reporting purposes are all very useful features. As well as being able to make adjustments to previous year journals and roll changes forward to ensure your accounts are accurate and up to date.

4. Business intelligence

Sage 200 comes with its Business Intelligence module, a tool that helps you identify key trends and patterns and gives you greater control over your business. You can effectively analyse critical business information for agile decision-making and improved visibility across your organisation with powerful analytical tools.

5. Better reporting

It’s important to have the right tools and functions to hand, to make finding and interpreting information about your business easy. Sage 200 Extra now uses Excel™ to offer a customisable reporting tool that allows you to take data and filter, format and formulate within the familiar environment of Excel.

6. Commercials & managing stock

Sage 200 Extra is designed to help you manage every element of your supply chain with a sophisticated stock management system that’s linked to your financial data. This will allow you to manage your stock from multiple locations, and from multiple bins within the locations, giving you full control of your inventory in multiple warehouses or on the road.

Sage 200 Extra also allows full serial and batch traceability, which enables the management of stock by ‘sell by,’ ‘use by,’ and stock group. Up to 20 analysis codes can be allocated to stock transactions so that you can monitor all movements and trace back the order for product recalls. You can get a complete inventory and warehouse management solution to help you optimise stock levels, keep costs down and deliver what your customers want.

7. Manage your sales orders

From raising a quotation or order to checking stock, delivering goods and raising invoices, Sage 200 Extra gives you complete control of your entire sales order process. When you enter a sales order for an item that’s not normally held in stock, it can automatically raise a purchase order to the item’s supplier. Or you may choose to use stock that’s on-hand first, making sure you efficiently manage and control your stock. Automatically produce all the documents you need including order acknowledgements, picking lists, delivery notes and invoices as part of the sales process. Deliver items to a number of delivery addresses, including your premises, customers and suppliers.

8. Managing your manufacturing and production processes.

With the Bill of Materials and Manufacturing modules this provides you with the flexibility to choose what’s right for your business, whether you have light or more complex manufacturing requirements. Unlimited components, operations and assembly levels on the bills of materials give you greater flexibility in matching the software to what you actually do. The manufacturing planning module recommends what to make and buy to meet your customers’ needs, ensuring the stock is on hand when it’s needed and the finished goods are ready when they.The graphical planner can produce a finite capacity plan so that you know the resources will be available when they are needed.

9. Making the switch from Sage 50 is simple

Fortunately, making the switch to Sage 200 from Sage 50 is straight forward. Using Sage’s migration tool, we can convert all your Sage 50 data to Sage 200 Extra in no time at all.Alternatively, you may wish to take the opportunity to review your current data and start with a clean sheet in Sage 200 to take advantage of the many features in the software.

This post was written by Alan Becker of the Price Bailey Business Systems & Software team, who are a specialist Sage 200 Business Partner and experts in business accounting software solutions.

What often happens is that out of a fear of over-claiming, owing to a lack of specialist knowledge, some commpanies are advised their activities aren’t eligible.

1 – You can’t claim for a project if it has failed. FALSE

Companies often believe – mistakenly – that if their development work hasn’t been successful or has failed to achieve its originally intended goal then the money spent cannot be reclaimed. In fact, failure is often a strong indicator of R&D tax relief Scheme eligibility. Technical difficulty, waste and the use of groundbreaking techniques are all signs of eligibility under the scheme and can form a significant part of an R&D claim.

2 – Configuring an existing IT package constitutes R&D. FALSE

Unfortunately, bolting together systems that can already be found on the market, however intricate and tailored they may be, doesn’t qualify as R&D under the legislation. Only IT projects that break new ground or truly advance the science of computing are eligible under the scheme. HMRC legislation in this area can be quite involved, so again it pays to talk to specialists in the field.

3 – You can’t claim for R&D work undertaken by a subcontractor. FALSE Under the current legislation, product development that’s outsourced to subcontractors or partners can be claimed for within your own R&D tax claim, but only depending on your company size. This can be of particular interest to smaller companies for whom partnering and pooling resources is crucial. Subcontracting is a very complicated area, best talk to an expert to maximise potential returns…

4 – R&D tax relief only applies to the work done by people in white lab coats. FALSE Qualifying R&D activity goes way beyond that. In addition to pure science-based research and development costs (scientists’ salaries, laboratory costs etc), supporting activity such as engineering or IT improvements are sometimes also eligible.

5 – Making a claim is resource and time intensive. FALSE The fact-finding part of the process can be surprisingly quick. R&D tax relief specialists who know what they’re looking for can be in and out of an organisation in a matter of hours.

Jumpstartprovide R&D tax relief assistance for UK businesses. Jumpstart has a proven track record in making successful R&D tax relief claims. They know what to claim, how to claim and, perhaps most importantly of all, the many pitfalls to avoid.

If you think you may be eligible, contact Lee Williams your local Client Engagment Manager on 07794201990safe in the knowledge that if you don’t ultimately qualify for R&D tax relief you won’t owe anyone a penny.

If you’re not going forwards, you’re going backwards Virtually no one is standing still online. The world of Google means that if you’re not paying attention to your online marketing there is a good chance you are being passed in the rankings, by more vibrant, forward-thinking businesses looking to gain your chunk of the marketplace.

Protect your reputation Unlike printed marketing, the Web allows all sorts of forums for comments, reviews and articles about your business. Online marketing allows you to keep a track of the mentions ensuring they are a fair reflection of your business and not harmful to your reputation. With links being a key factor in influencing search results, earninglinks from reputable, trusted websites is highly beneficial.

Initial perception First impressions of a business used to be handing over a business card. Now it is quite likely that someone’s first impression of your business will be through your social media presence or website. Have you ever visited a website andnoticed that the last post is outdated? If this is the case with your own website, customers may think you have lost interest or worse still, are no longer operating. Keep that news feed relatively up to date, and make sure something regularly goes out on Facebook, Twitter or LinkedIn.

Ever changing goalposts Google’s algorithm is constantly updatedand the scores, parameters and recommended actions are continually changing. An expert will stay ahead of the game with regards to the best practices andaprofessional SEO consultant tends to be a more time and cost effective option, rather than doing it yourself or employing a full time multi-skilled online marketer.

Competitors can influence your presence Printed marketing, such as an advert, will be placed in a position of a magazine which is pre-agreed. The audience is also largely guaranteed due to regular readership figures. Online marketing is different. You can’t launch your website, track it’s progress for the first few weeks then lose interest. As competitors come along they have the power to effectively push your site out of the way, by overtaking you in the rankings, as a result of their own optimization and attention to their website. Monitoring competitors is a very important part of search engine optimisation, and you can be sure, someone is doing it to you.

Google views backlinks as a testimonial If you are switched on to online marketing in any way you will have heard someone preaching the benefits of backlinks. But why are they so important? Google tracks backlinks to see who is being recommended by others. If someone else is talking about a service, then linking to you as the go-to expert, then that is seen as a testimonial. Every link carries a number of different values, so don’t waste your time collecting low value directories that could be considered spam.

Are you interesting in getting started with online marketing?

Nu Image are a design agency specialising in Online Marketingand Web Designin Norwich. We pride ourselves in friendly, honest advice and cost effective marketing. Give us a call on 01603 715671 today to find out how we can help your business.

The time has come for you to invest in a new office, or to refurbish your existing space. Before starting your office fit out, what should you take into consideration?

What is the intended scope of your refurbishment?

What are you looking to gain from your refit? Before contacting an office designer, it is good to have a clear idea of what you are hoping to achieve. Do you need the space to work more effectively for your staff, a change of layout or a new break out area? Maybe the décor simply needs refreshing?

Reflect your branding within your office space

Think about your company brand guidelines, and how they can be introduced into your office space. Using your company colours in your office refurbishment is a good place to start, but signage and wall graphics could also reflect your brand’s font or styling.

Take time to talk to your staff

As the holder of the budget, you’re likely to have the final say in what changes take place, but involving you staff at the planning stages of an office refit is usually a good idea. They will feel valued, that you have taken the time to ask for an opinion – and you will have the opportunity to iron out any existing issues your workforce currently experience, giving you a happier team in the long run.

Don’t underestimate the value of good lighting

Make sure that furniture and storage is placed sympathetically, to ensure your office space benefits from as much natural light as possible. It will not only help to avoid the space feeling smaller, but more sunshine can lead to a brighter state of mind. If natural light is not easy to come by, talk to your office design company about the best lighting options for your space.

Allow room for growth

If you have the spare space available, it is worth considering adding a few additional work stations. It allows you to set up the office quickly, with minimal disruption to the rest of your team, if you choose to expand in the near future.

Whether you have an exact idea of what you are hoping to achieve from your office design, or still need some help and inspiration, the office design team at Bluespace Ltd can help. From the early planning stages all the way through to a complete office fit out, we will be with you every step of the way. Call us on 01603 722123 to start your exciting project today.

In 2016, Norfolk Community Foundation joins other community foundations across the network by taking part in Vital Signs – an annual report designed to measure social trends and the vitality of our communities to build a picture of life and social need in our county.

Norfolk is generally perceived as a prosperous part of the UK, with the majority of residents enjoying a high quality of life. However, for many people, life in the county presents challenges compounded by isolation, low income and other life limiting factors. Whilst Vital Signs explores the county’s strengths, it helps us to understand the scale and nature of inequality that affects some of our most vulnerable residents. Combining statistical research with a community consultation, Vital Signs provides a digestible, well rounded picture of what life is like in Norfolk focusing on five themes:

• Education
• Employment and skills
• Health and wellbeing
• Safer and stronger communities
• Rural living
• Fairness

Taking Vital Action

Community Foundations are increasingly being looked to, not only as philanthropy advisors but to take a community leadership role and to drive and influence positive social change on a local level. In taking part in Vital Signs, our main priorities are to:

• Ensure that our donors and strategic partners are equipped with the knowledge they need to enable them to direct their grant making to the most critical areas
• Start new conversations with those who can support community philanthropy, ensuring they are informed about issues and opportunities for action so that their philanthropy makes a true difference
• Enable us to help to influence the work of community leaders, residents, organisations, policy makers, public bodies and the private sector to enact social change

If you would like to know more about Vital Signs, please visit www.norfolkfoundation.com/vital-signs/ orcontact Jenny Bevan, Grants Manager or Anna Douglas, Director of Marketing and Development on 01603 623958.

To tackle the issue, the Government has introduced the Modern Slavery Act 2015 (the Act) which, among other things, requires organisations meeting certain criteria to publish an annual statement setting out the steps they have taken to eradicate slavery not only within their own business but also through their supply chain.

With the publication of an anti-slavery statement, large businesses are expected to be more transparent about their operations in the hope that this will drive up standards throughout supply chains. It is envisaged that the legislation will have a cascading effect on smaller businesses to ensure that their own organisation and supply chains are slavery-free.

The Act has also encouraged many businesses to address their commitment to corporate social responsibility and brand protection, both in their workplace and supply chains. With this commonly landing upon the desks of HR professionals to tackle, what are the some of the key issues to be mindful of?

1. While HR can assist with the preparation of the slavery and human trafficking statement, ultimate responsibility lies with senior management. It is therefore important to identify which senior individual(s) within the business are responsible for compliance and for taking responsibility for the organisation’s commitment to anti-slavery and ethical matters.

2. HR should familiarise themselves with the requirements of the Act. The statement may include details about: the organisation’s structure; its policies; due diligence processes and risk assessments; its effectiveness in ensuring slavery is not taking place; and the training the organisation has delivered.

3. It is recommended that the appropriate people within the business are made aware of the Act and what impact this has on their roles. For example, procurement managers should review tender documentation and contracts and consider including provisions regarding compliance with the spirit of the Act. Customers further up the chain are equally likely to require this from their own suppliers.

4. Organisations are advised to know their business and to map out their supply chains to understand where labour is sourced. Particular consideration should be given to any risky areas to the business – such as contracting with businesses in geographical areas with a statistical high level of slavery; sectors where there is much low-paid unskilled labour; and where there is a high use of unfamiliar agency providers.

5. It is essential to understand the warning signs of slavery occurring in the business and its supply chain and educate your workforce on what modern slavery means in practice. Most slavery is well hidden with many affected individuals being unaware that they are actually victims.

6. It is advisable to develop your policies on anti-slavery which should contain action plans setting out the steps staff and suppliers must take in the event that they suspect or uncover slavery or forced labour. Staff should be trained in how to report modern slavery particularly as there is a real risk that police enquiries could be hampered if internal company investigations are not carried out correctly.

Forced and slave labour is an unfortunate reality within businesses and the global supply chain. As such, it is essential to take action now if you are a business which falls within the scope of the Act. Prime Minister, Theresa May, in the guidance to accompany the Act, states: “it is simply not acceptable for an organisation to say, in the twentyfirst century, that they did not know [about modern slavery]”.1

Even if your own organisation is not required to publish an anti-slavery statement, it would be wise to consider the cascading effect of the Act on your business as well as the significant risk to your reputation if any of your labour supply is found to be affected. Loosening the chains of modern slavery.. Source: 1. Slavery and human trafficking in supply chains: a practical guide (https://www.gov.uk/government/publications/ transparency-in-supply-chains-a-practical-guide)

Employee Incentives

Implemented effectively, employee incentive schemes can be used to recruit, retain, motivate employees and improve performance. They can also be tax-efficient and therefore help reduce the overall cost of a remuneration package. Furthermore, if an employee incentive scheme uses shares or share value, it can effectively align the interests of participants with those of shareholders and assist private companies with succession or exit planning.

Before implementing a scheme the following questions should be considered:

What is the purpose of the scheme? Is it to reward participants for future or past efforts? Should any value be “ring-fenced”? Considering the purpose of the scheme will give some indication of whether the participant should be gifted the incentive or if there should be a payment equivalent to market value at the point of acquisition. Ring-fencing value by the creation of a “growth share” or “hurdle share” may be appropriate.

Will all employees benefit from the scheme or a select group? Some types of tax-favoured schemes have to be made available to all qualifying employees (all-employee schemes), whilst under others, the board of directors can select the employees to be invited to participate (discretionary schemes).

Is the business comfortable with participants being shareholders or should there be a degree of separation? If employee shareholders are not desirable, options can be used to deliver an upfront incentive with without any immediate shareholding. “Exit only” options mean that employees are only shareholders for a moment immediately before sale which avoids employee shareholders getting involved in shareholder affairs beforehand.

What should happen if the participants cease to be employed? Should a distinction be made between “good” and “bad” leavers? It is not uncommon for an incentive scheme to make provision for differing treatment depending on the circumstances which lead to an employee leaving.

Should the incentive be subject to any performance conditions e.g. meeting a personal or corporate performance target? In order to align the interests of participants with those of shareholders careful consideration should be given to the conditions under which the incentive vests and becomes exercisable. It is not uncommon for such conditions to be linked to the passage of time and the achievement of business plan objectives whether corporate or personal.

Please see our quarterly update which, this time, focuses on the impact ” the sugar tax” is having on R & D claims in the food and drink sector. For more information please call me on 07794201990

To give a bit of backstory to this post, I was tasked with learning as much as possible about Spring Boot. What it is, how to use it, what it does and the benefits it brings and to then follow this investigation up with a blog post explaining, to the best of my ability, all of the things that I’ve learnt.

I should explain what Spring is before I go any further into Spring Boot. Spring is an open-source framework with one main goal in mind: Simplifying Java development. Spring does a lot of things, but underneath all of that functionality, it adds a few primary features. Dependency injection and aspect-oriented programming being the main ones. The main issue with Spring is that to get it to do a lot for you, you have to do a lot for it in return. Namely, a lot of configuration, especially if you want features such as transaction management or a Spring MVC feature.

“Spring Boot changed all of that.”

If you haven’t heard or looked at Spring Boot before, explaining what it is would probably be a good next step. Spring Boot, simply put, allows for auto configuration of an application. Simple enough, right? Going into more depth, Spring Boot allows Spring to detect what kind of application you’re building and will then automatically configure its components to support your application’s needs. No more writing explicit configuration. Spring Boot takes care of this for you.

Spring Boot is deceptively easy to get going. Even being a complete novice in both Spring and Spring Boot, I managed to get an application up and running (albeit a very simple one without any front-end) in just over an hour whilst reading through a very useful book titled ‘Spring Boot in Action’, written by Craig Walls (ISBN-13: 978-1-61729-254-5). The easiest way that I got going with it was via the ‘Quick Start’ method on the Spring Boot website (found here: https://start.spring.io/). This allows you to choose either Maven or Gradle as your build tool, name your application and include any dependencies that you already know you will need to include at the start of the project. Hit ‘Generate project’ and you’re good to go!

I’ll touch on these dependencies that you can include in the beginning a little bit because they make things very convenient when making your application. These dependencies are known as ‘Starter Dependencies’. They make it easy to select which build and runtime libraries you will need in your application, as well as cutting out the thinking about the versions and specific libraries you’ll need.

Spring Boot allows you to spend less time configuring your application and more time building it. It makes the beginning of an application’s development more enjoyable, letting you get down to the parts you enjoy most and is novice friendly, with multiple tools that allow you to quickly boot (pun intended) up an application and get going with it.

I urge anyone that uses Spring as a framework to look into Spring Boot and give it a go. It might save you a bunch of time and energy because let’s be honest, who enjoys configuring their application more than building it?

Words byLewis

HM Revenue & Customs (HMRC) statistics reveal that companies in the East of England accounted for 10% of 22,445 research and development tax credits claims in the tax year 2014-15, with HMRC paying back £250m to companies in the region, out of £2.45bn of tax relief paid out nationwide.

But tax specialist Jumpstart says that many small and medium-sized enterprises (SMEs) are still unaware they could claim back thousands in Corporation Tax from the Government.

The firm says the figures show that the East is lagging behind other regions in terms of the increase in claims by SMEs over the last five years. Since 2010, the amounts claimed by SMEs in the East have increased by 198%, compared with 438% in the North East at 438% and 364% in London.

If your business is large enough to have employees, treasure them. With the right people in the right places, your employees are the most important asset your business has.

To get the best out of your staff, they need to know you value them. But with the day to day focus on operational needs, it’s all too easy to let staff motivation fall down your list of priorities.

However, taking care of employee engagement should form a key part of your strategic planning, not be an afterthought.To keep your staff motivated you need to identify what makes them tick and provide the right environment to nurture them. This is particularly important during times of business change where people can be pushed into situations they’re not comfortable with.

Key to success is ensuring that all staff have a clear understanding of a future that they see as secure and sustainable, so they have the willingness to change with you. Poorly motivated staff results in high staff turnover and a direct impact on the bottom line.

A big part of what I do is working directly with the employees to ensure any transitions are smooth and that the workforce feels valued.Listening to your employees is as important as listening to your customers. When I go into an organisation, I need to get employees to open up and discuss any problems with me. I can then come up with a strategy to resolve any issues. Communication is key.

Education is another vital part of staff motivation. A motivated employee is confident that they have the support and the skills they need to complete their job. And the other important ingredient?

Recognition. A big motivator for staff is having their hard work recognised. A simple ‘thank you’ when someone achieves an agreed goal can go a long way, but is all too often forgotten!

Ican help identify and nurture talent through coaching and mentoring. These foundations might not seem tangible, but you will feel the positive change within your organisation and see your business grow.Feel free toget in touch to find out more.

Everything is going great, you’ve exchanged a few messages via the dating website and you arrange to meet up. Profile picture and write up ticks all the boxes and you seem to have a lot in common.

It’s the big night and you expect the potential partner to more or less resemble what they portrayed, except, they are nothing like they described. So you send the pre-arranged text to a friend who calls you in 10 mins…ring ring, ring ring, you make your excuses “Oh I’m terribly sorry I must dash, my sister has broken her leg!” and leave.

Onboarding is exactly the same; the first few days in a new role are so important, and it’s the best opportunity for a company to prove they are who they promised they would be.

Girl seeks company must have GSOH

I’ve been lucky and unlucky enough to experience a lot of onboarding in different types of companies. The experience generally revolves around two camps either being given a printed out guide and generally left to discover the processes of my job on my own, or a week filled with hour long meetings with senior staff to understand the business, but not having any time with my own team.

Both approaches resulted in me becoming mentally exhausted, not sure where my role was within the company or what I was even meant to be doing.

I saw an opportunity at Indigo Swan, applied, got the interview and the job, a perfect girl meets company story so far. Now being a bit of an expert I was unsure what the onboarding experience would be like. I was, however pleasantly surprised and I am now 6 months in at Indigo Swan, I know my place in the organisation, what I am meant to be doing and what is expected of me. I believe a lot of this has come from the very first few days where my expectations were delightfully matched to the truth, much like how a perfect 1st date scenario should be.

I’ve listed my top 4 onboarding tips based on one of the best, and hopefully last, I’ll experience.

1. Give me something to work to…

Plan the first few weeks for your new starter but still leave time for them to do tasks, we have to take in a lot, so striking a good balance between learning and doing is essential. I had a written schedule of the first few days which was a balance of meeting different people learning a task, working through it and then reflecting before moving onto the next thing.

2. Keep it light…

Allow them time to process what they are learning and write up their notes.

When you’re learning all the time with a new organisation, copious amounts of notes get written and then swiftly forgotten about. When I first started at Indigo Swan, I was given an hour at the end of each day to type up the notes from the day. This ended up being a vital process, as I was able to understand what I had learned, and organise these ideas into my own readable, format that I could then refer back to.

3. Let me know i’m doing good…

I will admit, I was very excited to have my first contract signed and processed, but what made it better was that the rest of the staff in the office shared my excitement and were genuinely pleased I had achieved this ‘first’. It’s a super confidence booster and felt great that I was already beginning to make a meaningful contribution, even if it is as small as ringing your first client, to getting that first contract signed, reward their ‘firsts’ as they are going in the right direction.

4. Make me feel needed…

The first day I started at Indigo Swan, we all gathered around the bean bags and everyone introduced themselves with a quick description of how they contribute to the business, and a fun fact about themselves. It was at this point I realised how friendly, approachable and positive every person was about their job, and how much time they had allocated to me.

Remember, don’t be slack…

You may be thinking, this is great but I’m too busy, but it’s completely logical to take the time to make your new starter feel special as it will last. You have already invested so much in getting them this far do you really want to be doing that all over again in a few months’ time?

Slack onboarding will only result in a slack culture over time. Involve your new starter, welcome them, and accept them, you want them to instinctively believe that where they are is where they should be and moving jobs isn’t even on the radar. This attitude starts forming right from day one.

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Article originally from Indigo Swan website:indigoswan.co.uk/blog/onboarding-with-feathers-4-tips-from-the-other-side-of-the-desk/

Client: A National Training Provider

The client runs seminars aimed at business people, professionals and sometimes members of the public and was looking for Training Room hire in Norwich. For this series of courses, they were looking for a small training room for 15-20 people and also required specific equipment for their training including flip-charts, and basic AV for their presentation. The client was keen to have be in a business environment but also wanted to offer their delegates on site parking.

The Space‘s Training Room Hire Solution

• We providedThe GreenSpaceas atraining roomon a Daily Delegate Rate which meant the client could easily calculate costs on a per delegate basis.
• The delegate rate included 3 refreshment breaks and a buffet lunch as well as the room hire and equipment they needed.
• The trainer used the inbuilt 80″ Full HD Screen with sound barspeaker for a video, a flipchart and pens and a lectern for their laptop and notes etc.
• Bottled water was provided along with pens and pads for notetaking.
• Breaks were taken in the spacious Atrium area which provided a change of scene for the delegates where they could enjoy their food and refreshments while enjoying works of art on display in our revolving exhibition of local artists and photographers.
• The client enjoyed the focused environment provided by a dedicated business venue.
• Delegates used thefree parkingavailable on site.