Investors in People is a national quality standard which sets a level of good practice for improving an organisation's performance through its people.

Since 1991 tens of thousands of UK employers, employing millions of people, have become involved with the Standard and know the benefits of being an 'Investor in People'. With the continued growth and up take of the Standard in the UK, international interest has been stimulated and continues to grow.

By being involved with Investors in People you and your employer will experience many benefits. Apart from more involvement, taking part in team meetings and praise for individual achievements, employees in Investor in People organisations can make a direct impact.

Since 1990 tens of thousands of UK 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 all organisations need 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 being given 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 well informed, and chances are they are already signed up to Investors in People.

As an Employee you gain:

• job satisfaction
• a good working environment
• recognition and development
• pride in being part of a successful organisation.

The organisation gains:

• competitiveness
• greater profits and outputs
• customer loyalty
• a motivated and loyal workforce

The customer gains:

• better customer care
• satisfactory service
• confidence in the organisation's ability to meet their needs

EVERYONE'S A WINNER!

The supply of goods and services depends upon people. It is clear that the better the people, the better the business. The most important investment any organisation makes is, therefore, in the people who work for it.

Everyone in the organisation must:

• know, understand and agree 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
• want to do a good job - but it's not always easy when you're kept in the dark
• work within systems and guidelines designed to help, not hinder
• be led and guided by managers; not left to muddle through.

It's all very simple and straightforward. It's extremely effective and the 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 plans 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 the 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.

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.

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 required.

This could be in the form of on-the-job training, correspondence courses, day release or evening class how your job may be developed and what steps would need to be taken how you both see your own development within the organisation.

The way that development needs are reviewed varies from one organisation to another. It will probably involve one of the following ways:

• performance reviews
• job appraisals
• 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 special 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 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. That's why when you work for an Investor in People organisation you will be able to make your contributions and comments in ways such as:

• team talks and briefings
• suggestion schemes
• quality circles
• action teams

You will be encouraged to put forward your ideas at any time.

Employees in organisations which have achieved the Standard may see benefits such as:

• good quality training when it is needed
• improved job satisfaction
• better communication
• skill and career development opportunities
• increased responsibility and involvement
• a better working environment
• health and safety gains

To become an Investor in People may take anything from six months to two years - the average is just over a year. But however long it takes, it's worthwhile for you and your employer.

Everybody stands to gain.

To find out more about the IIP consultancy that Qualtech offers please take the time to visit our IIP Consultancy pages.