The Investors in People Standard New Version – New Challenges

1. The Investors in People StandardNew Version – New Challenges

2. IIP Standard 2005 - Key revisions - 3 Principles not 4; 10 Indicators not 12 - plus New requirements for • Strategies for organisation performance improvement • Learning and development strategies to focus on achieving organisation objectives with planned impact evaluation • The role of the manager – ~ need to define knowledge, skills and behaviours required to lead, manage and develop people effectively. • Staff being (or encouraged to be) involved in decision-making at organisation, team and individual levels And – stronger links between the Principles

3. INVESTORS IN PEOPLE The Principles PLAN Develop clear strategies Improving Business Performance DO Take effective action REVIEW Demonstrate Impact

4. Indicators 1 & 2 – Business Improvement Plans – Linked Learning and Development • PLAN INDICATOR 2 – Learning and development is planned to achieve the organisation’s objectives • Top managers can explain the organisation’s learning needs, plans to meet them, links to objectives and impact evaluation. • Managers can explain their team learning/development needs, plans to meet them, links to objectives and impact evaluation. • People describe how they are involved in identifying their learning/developmentneeds and activities to meet them • People can explain what their learning/development activities should achieve for them, their team and the organisation

5. Indicators 1 & 2 • Top Managers, Managers and People need to be able to describe, provide examples, show understanding of, and belief in: • The organisation vision • The business performance improvement plan • Their contribution to its development and achievement • The learning and development needs of individuals/ teams and organisation - Impact required & evaluation • Learning and development activity plans • What learning and development should achieve

6. Indicators 4 & 5 • Top Managers, Managers and People need to be able to describe, provide examples, show understanding of, and belief in: • Constructive and appropriatefeedback[M & P] • Management capabilities[TM, M & P] • Plansto ensure managers have the capabilities [TM] • Effectivenessin leading managing and developing people [M & P] • Managers’roles and responsibilitiesto lead, manage and develop people [M & P]

7. PROFILE • What is it? • A new tool (also revised) from Investors in People • An opportunity to identify good practice at four levels • An alternative assessment to the traditional Review • Eventually to be able to compare your standards with an aggregate of similar organisations

8. PROFILE – Level Definitions • LEVEL 1 – represents meeting the Standard • LEVEL 2 – an organisation exceeding the requirements of the Standard – meeting at least 50% of the Level 2/3 evidence requirements • LEVEL 3 – significantly exceeding the Standard – meeting all Level 2/3 requirements • LEVEL 4 – Excellent practice. Meeting all Level 4 requirements