1. Investors in People Pre IiP Check Briefing
Human Resources & Organisational Development
Investors in People
Pre IiP Check Briefing

2. Investors in People What is Investors in People (IiP)?
Human Resources & Organisational Development
Investors in People
What is Investors in People (IiP)?
“Investors in People (IiP) is a nationally recognised framework that helps organisations to improve their performance and realise their objectives through the effective management and development of their people.”

3. Investors in People – What is it?
Human Resources & Organisational Development
Investors in People – What is it?
The Standard is based on three key principles:
•Plan – Developing strategies to improve the performance of the organisation
•Do – Taking action to improve the performance of the organisation
•Review – Evaluating the impact on the performance of the organisation.
Each element has certain ‘standards’ normally 2 – 3 per category
Health check reviews – lots of positives
Areas to work on
Need to clearly start thinking and working with teams to address areas above
Especially in light of concerns from staff survey just highlighted
Key messages
How objectives fit into dept/university
How line mengt communicate and invovle staff
How objectives can be linked to the ‘business of the organisation ie the students
The Standard

4. Investors in People – What is it? (10 indicators)
Human Resources & Organisational Development
Investors in People – What is it? (10 indicators)
An Investor in People organisation develops effective strategies to improve the performance of the organization through its people by having:
Business Strategy - the strategy for improving the performance of the University is clearly defined and understood.
Learning and Development Strategy - Learning and Development is planned to achieve the University’s objectives.
People Management Strategy - Strategies are designed to promote equality of opportunity in the development of the University’s people.
Leadership and Management Strategy - The capabilities managers need to lead, manage and develop people effectively are clearly defined and understood.

5. Investors in People – What is it?
Human Resources & Organisational Development
Investors in People – What is it?
Management Effectiveness - Managers are effective in leading, managing and developing people.
Recognition and Reward - People’s contribution to the University is recognised and valued.
Involvement and Empowerment - People are encouraged to take ownership and responsibility by being involved in decision-making.
Learning and Development Impact - People learn and develop effectively.
Performance Measurement – Checking our investment in people improves the performance of the University.
Continuous Improvement - Improvements are continually made to the way people are managed and developed.

6. Investors in People Human Resources & Organisational Development
Why be an ‘Investor in People' (IiP)?
Importance of our staff in achieving our goals and recognised in our Strategic Plan – IiP helps demonstrate this commitment
IiP helps keep us on track, links to Staff Survey
Recognition and acceptance of best practice to benchmark how we are doing
Supports culture of continuous improvement and staff engagement
Links to our work on improving Leadership & Management effectiveness

7. Investors in People Human Resources & Organisational Development
Do we have it already?
2001, 2004, 2007
Important aspect of continuous commitment to staff
Next assessment: June 2012

8. Investors in People Human Resources & Organisational Development
Today’s exercise will help build a shared understanding of how your Department is doing against the IiP Standards and the Staff Survey.
This will enable the Department to understand:
How it is doing
Any areas for action
On-going opportunity for further staff engagement in shaping departmental plans
For more information visit:
Key example
Look at each category discuss key questions in your groups
Green – meet criteria
Amber – evidence to suggest have areas good practice but perhaps more work needed
Red – not met criteria
Give example of Plan Do 1 – use key question and how achived example
Summerise comments onto yellow stickys
Put stickys on flip chart for each category