The Investors in People Standard
Action
An Investor in People develops its people effectively in order to improve its performance
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Indicator |
Evidence |
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8 Managers are effective in supporting the development of people |
The organisation makes sure that managers have the knowledge and skills they need to develop their people Managers at all levels understand what they need to do to support the development of people People understand what their manager should be doing to support their development Managers at all levels can give examples of actions that they have taken and are currently taking to support the development of people People can describe how their managers are effective in supporting their development |
What this means in practice
Your managers help you ensure that your people develop effectively and do what you need them to.
This indicator tests how effective your managers are at supporting the development of people.
To meet it, you need to show the steps you take to ensure that managers have the knowledge and skills they need to support people development.
You managers must be able to describe what their role in developing people involves and what they have done to support the development of people.
Your people must understand their manager's role in their development and be able to say how their manager has been effective in that role.
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Indicator |
Evidence |
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9 People learn and develop effectively |
People who are new to the organisation, and those new to a job, can confirm that they have received an effective induction The organisation can show that people learn and develop effectively People understand why they have undertaken development activities and what they are expected to do as a result People can give examples of what they have learnt (knowledge, skills and attitude) from development activities Development is linked to relevant external qualifications or standards (or both), where appropriate |
What this means in practice
You must follow your commitment to developing people with effective action aimed at improving performance.
This indicator tests how effectively your people learn and develop.
To meet it, you need to show that your development activities, like training and induction, result in people learning and developing effectively. To do this, your people need to describe why they did certain activities, what they learnt from them and what they expect to do with their new knowledge or skill.
If it is beneficial to both organisation and individuals, you should consider linking development activities to relevant external qualifications or standards (or both).