Investor in People Successes for University of Leicester
total of seven departments/units at the University of Leicester have now been
accredited for the excellent standards they have achieved in terms of investing
in their staff.
University of Leicester Archaeological Services (ULAS) is the latest section to
have gained the ‘Investor in People’ Award.
in People’ was developed by small and large companies in 1990 to benefit both
employers and employees and comes with the backing of major business
organisations like CBI, TUC and IoD. Until now over 29,000 organisations have
formally achieved the standard.
‘Investor in People’ follows four key principles:
Commitment - to develop
employees to achieve business goals and targets,
Planning - to review
training and development needs required in context of the business,
Action - assuring
relevant steps are taken to meet training and development needs,
Evaluation - measuring the outcomes of
training and development for individuals and the organisation.
Patrick Clay director of the ULAS said: “We didn't really have any
difficulties in achieving this success - the staff were largely supportive in
our pursuing this award and many of the IIP principles were already in place for
ULAS as the 'philosophy' was one we shared. Overall it was a very positive
completing a questionnaire the department knew which areas needed improvement.
“Much of the preparation for assessment was therefore to formalise structures
which were already in place”, said Dr Clay.
other things, the department had to produce a staff handbook and a staff
newsletter, they carried out a skills audit of all staff and updated the
business plan and discussed it with the staff.
the University of Leicester the following departments, in addition to ULAS, have
Services (1998), Catering Services (1998), Centre of Labour Market Studies
(1998), The Scarman Centre (2000), Sports and Recreation (2001), Staff
Development Centre (2002)
recognised as an ‘Investor in People’ involves a number of steps:
Standard and its strategic implications for your organisation
Undertaking a review
against the Standard to identify any gaps in current practice
Making the commitment to
meet the Standard and communicating that commitment to all members of staff
Planning and taking
action, to bring about change
Bringing together the
evidence for assessment against the Standard
recognition as an ‘Investor in People’
Working to keep the
culture of continuous improvement alive.
organisations being recognised gain competitiveness, greater profits and
outputs, customer loyalty and a motivated and loyal workforce.
reasons for Helen Clarke of the Staff Development Centre of the University of
Leicester to encourage more parts of the University to achieve the award:
"We hope that other departments will consider committing to IIP and the
Staff Development Centre will offer any assistance we can".
Further information is available from Helen Clarke, Staff Development
Centre, 0116 252 5211.
This document has been approved by the head of department or section.