“Grandma has an uncanny knack of selecting great Christmas presents”

1. Investors in People StandardInvesting In Your People Works- Can 40,000 Organisations Be wrong?CAVAL Conference - October 2009 1

2. “Grandma has an uncanny knack of selecting great Christmas presents” “ Yeah Right!”

3. “Our people are our greatest Asset” “ Yeah Right!”

4. ‘Our Greatest Asset’ & More Jargon • We need to work more on the business, not in • Work smarter not harder • Walk the talk • Employee engagement • Aligning values • We need to watch the bottom line • High Performing Organisation!!

5. So What is a ‘High Performing Organisation’? Let’s cut the rhetoric! • Genuine commitment to provide the development and support people need • People are clear on where the organisation is going • People know their managers are effective in supporting them and are equipped to do so! • People feel valued by knowing their contribution will be recognised

6. People and Performance • Many organisations try and develop a ‘happy’ work environment or; • Many organisations focus purely on results • In fact it is the alignment of both People & Performance that is critical to success! • Link is effective leadership & management practices • Research shows that people leave their manager, not the organisation

7. Effective Leadership & Management • Clarity of direction • Effective HRM systems and processes • Well defined roles and responsibilities (Skills, Knowledge & Behaviours) • Consistent delivery against these requirements (i.e. “what good looks like” for managers)

8. The essential philosophy of Investors in People Clearer direction Unfocused effort Results Better Get everyone pulling together to produce better results faster 7

9. The Investors in People framework 9

10. The IIP Standard is… • Straightforward, no tricks! • A business tool that stimulates and challenges • Ensures skills and capabilities are maximised • A link between individual and business growth • Aligns business needs with training and development practices • Focuses on continuous improvement

11. The IIP Standard is NOT… • Tick box process • An audit or trying to ‘catch you out’ • Only for management • Adding stuff you shouldn’t already be doing • Not a ‘happy’ survey PROCESS v OUTCOMES

12. Cranfield University Research [Nov 2008] • Clear link between adopting IIP and business performance • HR policies adapted to focus on outcomes not process • Higher levels of trust, co-operation and engagement • Better flexibility to adopt change • Non-financial performance indicators better with IIP [e.g. quality of services, customer satisfaction, attraction and retention] • Financial KPI’s out-perform non IIP accredited companies

13. Uni. of Wollongong Library [Case Study] Impact of Investors in People: • Improved staff retention • Consistently achieving and exceeding annual goals • Viewed as an exemplar within the wider UOW • Staff know the link between professional development and performance. Targeted L&D strategies result. • High level of engagement at all levels • Consistency in the way managers lead and manage

14. Who is using the Standard • University of Wollongong Library • Cardinia Shire Council • Goulburn Ovens Institute of TAFE • TNT Express • Sony • Estee Lauder • Department of Environment, Water, Heritage & the Arts • Department of the House of Representatives • Turnaround, Printrak, CEVA, WHK Melbourne & others

15. What are 40,000 organisations saying? • Can attract better people • Lower levels of sickness • Improved profitability • Better staff retention • More success tendering for contracts • Spending less on training & development (more focus) • Our people take more risks • We now promote from within

16. “My people are my greatest Asset” “ Absolutely!”

17. Q&A Not everything that can be counted counts and not everything that counts can be counted Albert Einstein