The Investors in People standard is based on three key principles:
1. Develop strategies to improve the performance of the organisation – an Investor in People develops effective strategies to improve the performance of the organisation through its people.
Use The McQuaig System to ensure the ‘right’ people are in the ‘right’ jobs and are supported in delivering performance improvements.
The McQuaig Job survey defines the ‘successful’ behaviours of the job. The McQuaig Word Survey describes the behavioural performance of the employee, matched to the job. Finally The McQuaig Self Development Survey identifies a development strategy for the employee. This supports development in the current role and future opportunities.
2. Take action to improve the performance of the organisation – an Investor in People takes effective action to improve the performance of the organisation through its people.
An organisation using using The McQuaig System tool kit, will promote a sense of ownership and responsibility within the individuals in the team.
The McQuaig Self Development Report and action plan encourages Individual team members to take responsibility and ownership for their own development. This delivers improvements in self-awareness and confidence and high morale will encourage them to be more involved in decision-making at both team and company level.
3. Evaluate the impact on the performance of the organisation – an Investor in People can demonstrate the impact of its investment in people on the performance of the organisation.
The McQuaig System will deliver improvements in the performance of individuals. It will also help the line manager deliver improvements to the organisation through effective people management. Using the system in a continual and ongoing process delivers ongoing improvements in personal performance, career progression and organisational development and growth.
The McQuaig System is a cost effective and practical element in the ongoing learning and development of the people within the organisation.
