centre for assessment ltd. centre for assessment & recognition nw ltd session objectives ...
TRANSCRIPT
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
Session ObjectivesSession Objectives
Investors in People - UK context An international Standard Research findings Case study – RBS Group The Challenge Questions
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
UK - Vision and ObjectivesUK - Vision and ObjectivesVision
To increase the productivity of the UK economy by improving the way in which organisations manage and develop their people, leading to business improvement and better public services
Key objectives (by end 2007-8) At least 45% of the workforce employed in
organisations working with the Standard At least 40,000 small firms working towards the
Standard Support national, regional and sector partners in
achieving their objectives and targets for workforce and business development
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
UK - Profile and ImpactUK - Profile and Impact
Over 57,000 organisations currently working with the Standard ; c38% of the UK workforce (c9.5m)
c6,000 are large organisations (+250 employees), but these cover c7.2m employees
95% awareness of the Standard amongst all organisations
Wide economic and social partner support ; CBI, TUC, DTI, The Work Foundation
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
InternationalInternational
F Australia Bermuda Holland Channel Isles
P/F South Africa Slovenia France Sweden
P Pakistan Japan Spain Denmark Canada
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
InternationalInternationalMost established project = Australia
Most recent project = Poland
Biggest International project = S Africa
Majority of International projects have participation
from the Banking/Finance sector
7 Intangible Assets7 Intangible Assets
KnowledgeProcesses &systems
Brand & Reputation
Relationships
Leadership & Communication
Cultures &Values
Skills & Competencies
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
Researching the ImpactResearching the Impact
Building Capability for C21st Market Shape 2003 Quarterly Tracking study Databuild – Impact Assessment June
2004 Integral to UK Government Skills
Strategy
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
The Business CaseThe Business Case
7/10 have become more competitive 7/10 have improved productivity 9/10 have increased skills across
workforce 9/10 increased team working 8/10 report improved culture within
Organisation 9/10 have improved communication
across organisation
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
The Business Case …The Business Case … 91% said IiP improved their planning 68% saw people-orientated issues as the
key contribution to achieving business objectives
91% agreed it helps people achieve their potential
74% stated the standard delivered bottom line results
80% have increased customer satisfaction
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
Databuild June 2004Databuild June 2004 IiP Orgs ave increase in profit = 7.16% Non-IiP ave increase in profit = 3.7% Ave T&D spend is higher for IiP Orgs IiP orgs could evidence impact of spend
against non-IiP orgs 2/3rds saw internal benefits as key, 1/3rd
external benefits
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
DatabuildDatabuild Expectations from IiP are “Business
Improvement”, not seen as “HR tool only”
Orgs with “Top Level” support more successful, with greater returns
64% believed IiP helped in making and sustaining change initiatives and left them “Change Ready”
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
Change Is Inevitable …Change Is Inevitable … Change pressure not unique to any sector Legislative / competitive pressures “Change” an excuse not to or a reason
you must?? Our people drive the change for us Organisations are more flexible if people are on board and with us
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
Back to Basics …Back to Basics …
Communication Competent managers of people People knowing their role People knowing how they
contribute Measuring impact of approach
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
3 Vital Known Benefits3 Vital Known Benefits Establishing ROI for people
development Developing managers into
coaches, mentors and developers Setting values and attitudes in
those today who will be your managers and leaders tomorrow
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
Reasons Not To…Reasons Not To…
Already doing this It won’t add value It will cost too much Unsure of the benefits Fear of failure (corporate vanity) Not clear on links to existing practices
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
The Royal Bank of Scotland GroupThe Royal Bank of Scotland Group
115k employees Working with IiP since 1992 8 customer facing divisions 6 support functions Board level commitment Non-prescriptive policy
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
RBS Group – why IiPRBS Group – why IiP To raise standards of people performance across
the Group Improve managers people skills IiP to be the “Glue” that linked formerly
disparate strategies together To create flex and be ready for inevitable
change Develop more consistency in approach Improve communications “Grapevine issues”
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
RBS Group – Business RBS Group – Business RealityReality
Mergers Acquisitions Integration of different cultures Retain brands but add value and
customer offer Reduce headcount / efficiency
savings
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
RBS Group – Change RBS Group – Change ObjectivesObjectives
To retain commitment of employees To be an Investor in People despite the
uncertainty of change To ensure that people were key asset To foster trust and open
communications To improve people skills of managers
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
RBS Group - BenefitsRBS Group - Benefits Improved quality of communication Increased awareness and understanding IiP areas showed increased levels of
motivation and contribution vs. non-IiP People now want to be stretched,
welcoming the challenge Higher performing individuals worked in
IiP units
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
RBS Group – Way ForwardRBS Group – Way Forward More building blocks committed Peer pressure, don’t want to be left behind Integrate other initiatives into IiP philosophy Develop future leaders from within People to challenge the status quo “safely” IiP units - places where people want to work Learning environment where people feel
challenged
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
The ChallengeThe Challenge
Corporate commitment Visible support from the top Making the change in partnership Developing trust Communicating benefits Cultural shift
Centre for Assessment Ltd.Centre for Assessment Ltd.Centre for Assessment & Recognition NW Centre for Assessment & Recognition NW LtdLtd
The ChallengeThe Challenge
Maintaining IiP - Internal Champions Ongoing senior level commitment As a catalyst for change from within Embedded in culture and values Benchmark - yr on yr improvement Not walking away when things get
tough
Questions
Discussion