IIP – Frequently Asked Questions
How Much Does It Cost?
The main cost of achieving the Standard is in the staff time – in seeing how you measure up to the Standard, in working out what changes you need to make and in putting those changes into practice. You’ll have a clear picture of your potential costs once you have identified what changes, if any, your organisation needs to make.
How long does it take?
It depends very much on what kind of changes, if any, you need to make and how quickly you can put them into practice. You may be able to tie these activities into priorities that you have.
Can you do it yourself?
Everything is written in clear English so that you can check yourself how your organisation measures up against the Standard. If you decide you do want advice or support, you can contact your local Learning and Skills Council, Business Links, Education and Learning in Wales, Local Enterprise Company in Scotland or the Department for Employment and Learning in Northern Ireland. You only need to involve other people when you are ready for assessment, which is carried out by an independent assessor.
Is there a lot of paperwork?
The Standard doesn’t tell you what you need to do to achieve success and you don’t have to provide any extra paperwork to achieve the Standard. As long as you are achieving the results and benefits that the indicators are looking for, it doesn’t matter how you develop your people. For example, some organisations find staff appraisal very effective, but you may have alternative ways to develop your people. It’s your results that count.
What kind of organisations achieve the Standard?
Every kind, from small and medium business to large organisations in both the private and public sectors. Over 24,000 organisations are currently recognised as Investors in People.
How can you make sure Investors in People works?
Some organisations lose momentum because they don’t explain to management and staff how they will benefit from their organisation becoming Investors in People. To count on everyone’s support, you need to tell them how they will benefit. It is important that you treat Investors in People as part of your culture rather than a separate project.
Will the assessor understand your organisation?
Assessors are chosen for their broad business background and generally work as independent consultants. The quality of their work is managed by a Quality Centre that matches up the size or complexity of an organisation with their experience.
What happens if we’re not ready for assessment when we thought we would be?
Even if you find you are not quite ready, it will give you an opportunity to see what progress you have made and what else you need to do to meet the Standard in full, so you should still aim for assessment as early as possible. You will also find it is a useful opportunity to have some quality feedback from an independent viewpoint.
What happens after we achieve Investors in People?
The Investors in People Standard is awarded indefinitely, subject to regular reviews no more than three years apart. Within this time frame, you can choose how frequently you wish to be reviewed that you are still achieving the Standard and informed on what progress you have made since the last assessment.
Can Investors in People help you to achieve other quality standards?
Yes. Investors in People is the only people standard that focuses on people, so the good practices that you need to follow to become an Investor in People dovetail well with other quality standards, such as ISO 9000 and with the Business Excellence Model.
Do we get more than one chance to meet the Standard?
If your assessor decides you need to improve your actions in one or two areas before you can become an Investor in People, you agree how and when you can achieve them and when you should be reassessed.
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