Investors in People

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Investors in People
Nation building is not a spectator
sport(Minister of Labour, MMS Mdladlana, M.P.)
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Success in the 21st century will come from making
the most of knowledge and skills to create high
quality products and services. The most
successful will be those with the most skilled,
flexible and committed people who can adapt to
new ways of working. Whatever business you are
in, you will need to put people first
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Why Investors in People

• Investors in People is an international Standard
• Based on the fundamental principles of how the
  best organisations manage and develop their
  people.
• A business development tool, that is reliable,
  realistic.
• Its easy to understand,
• Its flexible yet very challenging
• Fit for any organisation

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Why should you be interested in such a Standard
Director / Stakeholder 1. International Quality
Standard tried tested. 2. Integrated as part
of business practice 3. Alignment with labour
legislation 4. Increased Profitability 5. Improved
productivity 6. Reduced Labour
Turnover 7. Common focus on company objectives 8.
Cost effective
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Why should you be interested in such a Standard
Middle Management 1. Performance Targets
achieved 2. WSP setting Standards 3. Synergy
with HR, alignment integration 4. Create an
urgency to realise change/transformation 5. Attra
ct and retain employees 6. Culture audit gap
focus 7. Improves communication rapport
trust 8. Employees understand business/strategy 9.
Personal development plans 10.ROI Better
utilisation and justification of results.
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Why should you be interested in such a Standard
Employee 1. Focuses on personal development
2. Creates partnerships 3. knowledge of
results 4. Become competent 5. Increased
productivity 6. Focuses on the positive
7. Improved and effective communication 8. Recogn
ition of contribution, valued input 9. Better
working environment.
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Its not just about the badgebut mostly about
business benefits
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The logic behind the Standard
Business Aims and Objectives
Value to the business
Teams Aims and Objectives
Impact on the Aims and Objectives
Individual Aims and Objectives
Application of Learning
Management Effectiveness
Identify Development Needs
Assessment of Learning
Ensure Development is Suitable
Provide Development Identified
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Investors in People - Principles
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The 12 indicators (best practice)
1. The organisation is committed to supporting
the development of its people 2. People are
encouraged to improve their own and other
peoples performance 3. People believe their
contribution to the organisation is
recognised 4. The organisation is committed to
ensuring equality of opportunity in the
development of its people
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The 12 indicators (best practice) (continued)
5. The organisation has a plan with clear aims
and objectives which are understood by
everyone 6. The development of people is in line
with the organisations aims and
objectives 7. People understand how they
contribute to achieving the organisations aims
and objectives 8. Managers are effective in
supporting the development of people
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The 12 indicators (best practice) (continued)
9. People learn and develop effectively 10. The
development of people improves the performance of
the organisation, teams and individuals 11. Peopl
e understand the impact of the development of
people on the performance of the organisation,
teams and individuals 12. The organisation gets
better at developing its people
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Background to the Standard

• Developed in the UK during 1990 by the National
  Training Task Team - partnership of employers
  (CBI), unions (TUC) and government.
• Launched in 1991 has been revised twice.
• Over 29,000 organisations are formally recognised
  in the UK.
• Over 21,000 organisations are committed to
  working with the Standard in the UK.
• Approximately 25 or 1 in 4 of the UK working
  population is employed by organisations involved
  with the Standard

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Link to Corporate Governance

• Relations with stakeholders e.g employees,
  shareholders
• Investing in long-term (wealth maximisation , not
  just profit maximisation)
• Ethical Practices and Organisational Integrity
• Transparency and disclosure
• Sharing best practice
• Social and Transformation issues
• Human Capital

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...Synergy - Learnerships
Investors in People
SETA
A person that completes a learnership will be
able to demonstrate the practical application of
skills and will also have learnt why things are
done
Ensures that people understand the objectives of
their training, apply it once trained and the
organisation see the value and link to business
objectives
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...Synergy - Learnerships
SETA
Investors in People
Once a learnership is completed, learners receive
a certificate that show they have a qualification
that is part of the NQF
Indicator 9 TD should be linked to an external
qualification where appropriate.
To implement learnerships effectively
coaching/mentoring system should exist within
organisations
Investors in People Indicator 8 ensures that
managers have the skills and knowledge to support
and develop their people
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The aim of the SETA and the South African
Investors in People Project
To get organisations, per selected sector, to
commit and implement the Investors in People
Standard
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What does commitment to the Investors in People
Standard mean?
Commitment is the desire to enhance the skills
and attitudes of everyone involved in meeting the
organisations objectives, to improve both
individual and organisational performance
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What would commitment require?

• Signing a commitment certificate and placing it
  in a public area
• Allocating a senior employee of the organisation
  as the Investors in People Internal Facilitator
• Making resources, time and funds available for
  assessments, advisory work and implementation
  costs
• Preparing an overall recognition strategy
• Develop an action plan and implement Investors in
  People
• Undergo an assessment against the Standard

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What will the organisation gain from commitment?

• Short term
• 3 days training for the Internal Facilitator
  funded by the EU
• Approximately half to whole day of advisory
  services funded by the EU

• Longer term
• Gain many of the benefits of becoming an Investor
  in People

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Indication of cost for an assessment
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Quote from the King 11 Report
Human capital denotes the latent, or potential,
value that employees at all levels - individually
and collectively -represent for a
company. Nurturing, protecting, capturing,
retaining and developing human capital can
therefore be seem as a vital ingredient for the
sustainable economic performance of any company.
It forms the basis for future strategic advantage
and economic value creation. A focus on
developing human capital represents a focus on
breathing life into the oft-quoted statement that
our people are our most important asset King 11
Report
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I have seen the future and it works