Investors in People organisations develops a competitive edge. Public recognition. Investor in People status brings public recognition for real achievements measured against a rigorous National Standard. Being an Investor in People helps to attract the best quality job applicants.
It may also provide a reason for customers to choose specific goods and services. During , as the demand for and interest in the Standard grew, Investors in People UK was formed to take national ownership of the Standard.
Every three to five years, Investors in People reviews the Standard to ensure that it is relevant, accessible and beneficial to organisations of all types and sizes, as well as to ensure that the experience of using the Standard provides added value to organisations. The review involves consultations with a variety of stakeholders and the evaluation of research and product development eg piloting new development areas and listening to clients and other experts.
Employers must ensure that the logo and any other forms of promotion are used in accordance with the branding guidelines. The logo is a registered trademark and is protected by copyright and trademark law, therefore the use of it should be recognised at all times. Having achieved the Investors in People Standard, an organisation will need to be reviewed at least once every three years. In addition, accredited Investors in People organisations can choose to go further by working to achieve Bronze, Silver or Gold status, which demonstrate a commitment to the development and success of employees, and a desire to improve and grow continually.
Some organisations that have achieved Gold accreditation are asked by Investors in People to become Investors in People Champions. These advocates contribute to the development and evaluation of the Investors in People framework and share their experience and best practice via open days, presentations and mentoring. Records should be kept by employers seeking Investors in People status, although the records will vary according to the size and complexity of the organisation.
Examples of the topics to be covered by written records are:. It is important for those who are tasked with managing the process by which the organisation works towards and achieves Investor in People status, that they are completely up to date and informed about what is required and the various processes and procedures required. The Highlands and Islands Enterprise network in Scotland includes 10 Local Enterprise Companies LECs that deliver business support services, training and learning programmes, assistance for community and cultural projects and measures for environmental renewal.
Investors in People carries out an internationally recognised accreditation scheme based on development and evaluation of sound leadership, support and management of people to achieve sustainable results. It funds and regulates adult further education and skills training in England. The LSC is responsible for planning and funding all post education and training but not including Higher Education in England. Scottish Enterprise is the main economic development agency for Scotland, working in partnership with the public and private sectors to help business start-ups, promote and encourage exporting, attract inward investment and develop skills.
The Department of Employment and Learning in Northern Ireland is responsible for third level education, training and a range of employment measures, aimed at giving people the skills, knowledge and opportunities to work. Last reviewed 6 June Skip to main content. Printable version. Summary In the Department for Employment was tasked with developing a national standard of good practice for training and development. Employers' Duties Investors in People is a voluntary standard.
Organisations Assessed 0. Some of our accredited organisations But more importantly, the first 28 organisations achieve Investors in People accreditation! Week 1: Appreciation — showing everyone who has a connection to Investors in People how much we appreciate them Week 2: Nostalgia — celebrating the rich history of Investors in People and looking back at past events Week 3: Relevancy — talking about why Investors in People is still relevant in and getting the opinions of our clients Week 4: Ambition — showing our future plans and ambitions, and how everyone will benefitTo make sure you receive all of this amazing content, head over to our Knowledge page to join our mailing list.
Then, head on over to our Events page and register for our jam packed event schedule! Amongst other things, it required most employers to pay levies to, and work with Industry Training Boards for necessary skills training. This shifted the emphasis in employer training from the piecemeal system of industry training boards and levies towards more centralised development of policy and strategy.
At the time, the MSC through its network of Area Offices was offering employers grants towards the costs of training and associated consultancy. This started the movement towards competence-based qualifications to standards of competence developed by lead bodies for specific industries. Evaluation of the Adult Training Campaign suggested that a more action-oriented approach was needed to change employer attitudes and behaviour. These events featured videos, inputs from sporting personality speakers such as Freddie Trueman, Chay Blythe, J P R Williams, Rachel Heyhoe-Flint and testimony from successful local business speakers on their training achievements.
In , the National Training Awards were introduced to promote and encourage examples of exceptionally effective training by employers, training providers and producers of training media and, latterly, individual achievement.
Extensive national press advertising was used to encourage entries. This is the first real example of a national initiative which sought out examples of training execution and products which started by addressing the business objectives, went through the training design and delivery processes and finished with evaluating the results in terms of trainee satisfaction and payback to the organisation leading to further improvements — a true investment cycle.
Around 80 winners were celebrated at the first awards ceremony in London at the end of the year — an event held annually ever since.
Brian Wolfson soon to be knighted , Chairman of Wembley plc, was appointed as its Chairman. The paper was a major influence in securing more widespread employer involvement and leadership in skills training issues. Paragraph 4. This latter statement was effectively the genesis of what became Investors in People. Training Programme. Strategic overviews and practical training. Sign up for updates. Join our mailing list. Sign Up. Tweets by nefconsulting. About Us. Our associates Our people Our partners Job opportunities Menu.
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