Why Should your Company be Involved? Since 1990 tens of thousands of employers—employing millions of people—have been involved with Investors in People. These employers and their employees are already appreciating the benefits of working towards the Standard.
All organisations, whether involved in manufacturing, or supplying services, need to keep their customers happy. If they don't, they will lose them to the competition and may have to deal with customer complaints.
To keep customers happy an organisation must ensure that it is meeting their needs successfully. To do this, an organisation needs their people—from shop floor to boardroom— to do a good job and produce quality work. Organisations recognising the importance of their people can help them to develop their potential, improve their skills and gain greater job satisfaction. Successful organisations are those that appreciate their people and value the contribution they can make. By receiving encouragement and praise, everyone within the organisation pulls together as a team.
We all know of employers who have a good reputation for involving their people and keeping them informed, and chances are they are already signed up to Investors in People.
What's in it for Me?
Employees in organisations that have achieved the Standard may see benefits such as:
- A good working environment
- Recognition and development
- Pride in being part of a successful organisation
- Good quality training when required
- Improved job satisfaction
- Better communication
- Skill and career development opportunities
- Increased responsibility and involvement
- Health and safety gains.
How Does it Work?
The supply of goods and services depends upon people. It is clear that the better the people, the better the business. Therefore, the most important investment any organisation makes is in the people who work for it.
- Everyone in the organisation must:
Know, understand and have agreed what is required of their job
Know how to do the job and why they are important
Have the necessary materials, tools, training and information to do the job well
Be able to measure how well they are doing
Know what to do when things go wrong
Work within systems and guidelines designed to help, not hinder
Be led and guided by managers
It's all very simple and straightforward. It's extremely effective and results are beneficial all round.
The Vision
By working to be an Investor in People, your organisation will have a clear vision of where it is going in the future and how it's going to get there. This information about your organisation's plan will be passed on to you and ALL your colleagues. Each member of staff will know what role they have to play and what they are responsible for.
How this vision is communicated to you depends on the size of your organisation. This may be by:
- Team briefings – a two-way means of getting information to and from senior managers and all members of staff
- Newsletters
- Staff Meetings
- Performance reviews with your supervisor or manager
Whichever method is used, you will receive regular information so that you will always be kept in the picture and know what is happening.
Planning for Success
The person or people who manage your organisation will have a written business plan. This will identify the organisation's goals and targets and how they will be achieved. The plan will show what everyone needs to be able to do to make it a success.
Matching your Development to Business Needs
Having identified goals and targets, it's important that everyone has the necessary skills and training to do their job well. Together with your line manager or supervisor, you will identify any areas where training may be needed, how your job may develop and what steps will need to be taken. This could be in the form of on-the-job training, correspondence courses, day releases or evening classes.
Reviewing your Development
The way that development needs are reviewed varies from one organisation to another. It will probably involve one of the following:
- Performance Review
- Job Appraisal
- Skills Audit
- Staff attitude surveys or careers planning meetings
Organisations' training targets are often linked to recognised and valued external standards and qualifications. These might be specific to your organisation or industry. National Vocational Qualifications and Scottish Vocational Qualifications are good examples of these.
Training and development needs will be regularly reviewed against the organisation's objectives. They will be changed or modified to meet the needs of the organisation and changing market circumstances.
Your Role in the Organisation
Your employer already believes that you and your colleagues are its best assets. Your line manager also realises that no-one knows more about your job than you do. Therefore, when you work for an Investor in People organisation you will be able to make contributions and comments in ways such as:
- Team meetings and briefings
- Suggestions schemes
- Quality circles
- Action teams
You will be encouraged to put forward your ideas at any time.