Presentation on theme: "Investors in People Pre IiP Check Briefing"— Presentation transcript:
1Investors in People Pre IiP Check Briefing Human Resources & Organisational DevelopmentInvestors in PeoplePre IiP Check Briefing
2Investors in People What is Investors in People (IiP)? Human Resources & Organisational DevelopmentInvestors in PeopleWhat 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.”
3Investors in People – What is it? Human Resources & Organisational DevelopmentInvestors 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 categoryHealth check reviews – lots of positivesAreas to work onNeed to clearly start thinking and working with teams to address areas aboveEspecially in light of concerns from staff survey just highlightedKey messagesHow objectives fit into dept/universityHow line mengt communicate and invovle staffHow objectives can be linked to the ‘business of the organisation ie the studentsThe Standard
4Investors in People – What is it? (10 indicators) Human Resources & Organisational DevelopmentInvestors 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.
5Investors in People – What is it? Human Resources & Organisational DevelopmentInvestors 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.
6Investors 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 commitmentIiP helps keep us on track, links to Staff SurveyRecognition and acceptance of best practice to benchmark how we are doingSupports culture of continuous improvement and staff engagementLinks to our work on improving Leadership & Management effectiveness
7Investors in People Human Resources & Organisational Development Do we have it already?2001, 2004, 2007Important aspect of continuous commitment to staffNext assessment: June 2012
8Investors 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 doingAny areas for actionOn-going opportunity for further staff engagement in shaping departmental plansFor more information visit:Key exampleLook at each category discuss key questions in your groupsGreen – meet criteriaAmber – evidence to suggest have areas good practice but perhaps more work neededRed – not met criteriaGive example of Plan Do 1 – use key question and how achived exampleSummerise comments onto yellow stickysPut stickys on flip chart for each category