Investors in People “Nation building is not a spectator sport” (Minister of Labour, MMS Mdladlana, M. P. )
Success in the 21 st 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”
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
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
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. Attract 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.
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. Recognition of contribution, valued input 9. Better working environment.
Its’ not just about the badge… but mostly about business benefits
The logic behind the Standard Value to the business Impact on the Aims and Objectives Business Aims and Objectives Teams Aims and Objectives Application of Learning Individual Aims and Objectives Assessment of Learning Identify Development Needs Provide Development Identified Ensure Development is Suitable
Com mit me nt 12 Indicators 33 Evidence Ac tio n Ev alu ati on Pla nn ing Investors in People - Principles
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 people’s 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
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 organisation’s aims and objectives 7. People understand how they contribute to achieving the organisation’s aims and objectives 8. Managers are effective in supporting the development of people
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. People 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
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
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
. . . Synergy - Learnerships 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 Investors in People Ensures that people understand the objectives of their training, apply it once trained and the organisation see the value and link to business objectives
. . . 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 T&D 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
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
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 organisation’s objectives, to improve both individual and organisational performance
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
What will the organisation gain from commitment? Short term Longer term • 3 days training for the Internal Facilitator funded by the EU • Gain many of the benefits of becoming an Investor in People • Approximately half to whole day of advisory services funded by the EU
Indication of cost for an assessment Number of employees days needed in organisa for -tion / assessment building block Estimated cost ( R 2 000 pd per registered practitioner plus travel and accommodation) 50 3 R 6 000 500 7 R 14 000 1000 8 R 16 000 5000 15 R 30 000 Note: These rates are related to project conditions only. Complexity of organisations influences assessment days required.
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
I have seen the future and it works
Скачать презентацию Investors in People Nation building is not a
8ad3437d42385b0cee4219f40543a5fe.ppt