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There are two standards against which a company can be assessed.
Firstly, there is the basic "Investors in People standard" which gives a picture of the current people performance (www.investorsinpeople.co.uk). This assessment level would be where organisations typically start. After a number of years of experience with the IIP tool and with consistent annual improvement, an organization might move to the second 'profile" standard. The profile standard 'provides a challenge to not only extending the existing IIP approach to new levels of effectiveness but it also challenges you to look at areas of leading, managing and developing people that could be quite new to you (www.investorsinpeople.co.uk).

The five benefits of IIP are as follows:
~ Customer satisfaction -IIP encourages employees to be more focused on the customer
~ Reduced cost -IIP encourages skilled employees to reduce waste
~ Improved quality - IIP constantly promotes quality improvement through ISO 9000, BS 5750 and BS 6113
~ Improved skills - IIP attracts the best job applications and therefore improves the quality of employees employed

By being certified for IIP, organisations can make sure they are constantly ahead of their competitors. A research by the Institute of Employment Studies (IES) has shown that by using the standards set by IIP, an organisation can gain on average ~176/employee/year in their gross profit (wikepedia.org).
The downside of IIP is that the over concentration on "employees" tends to mean other aspects of business performance are ignored

Looking at the strengths of IIP, it is worth mentioning a number:
~ Productivity and growth - through employees working harder.
~ Customer satisfaction - tip helps employees to become more customer focused.
~ Employee motivation - IIP works towards even more involvement of employees through rewarding incentives to encourage them to go over and beyond their duties
~ Reduced cost -IIP encourages people to constantly reduce waste.
~ Competitive advantage - IIP promotes competition through employee performance. (www.investorsinpeople.co.uk)
For all the reasons that have been explained, liP play a strong part in business success. Organisations realise that improving their people is a great way to improve business performance. IIP provides a benchmark of best practice which enables organisations to assess how they are performing against other leading edge companies. The regular assessment (every 3 years) by liP means that if any standards are slipping, this will be revealed. These challenges I think axe important since it is too easy to get set in your ways, do https://www.51lunwen.org/requirements.html things in the same old way and ignore suggestions of employees. I have personal experience of the frustration of having good ideas to impart to the organisation, not being asked to contribute, not being listened to when I make suggestions and no action being taken by managers to my worthy suggestions. Such is life for employees in ordinary organisations.

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