Investors in People research on the New Choices Approach
This report details research into the New Choices approach to Investors in People (IIP), which was introduced in May 2009. The project, undertaken by HOST Policy Research, identifies the impact of New Choices approach on attitudes towards and take up of IIP. Research included stakeholder interviews, an e-survey of employers engaged with the New Choices approach, and case study work with employers. The report identifies areas for potential future activity, including: targeted marketing of IIP to smaller orgns; increased use of IIP Champions and Employer Representatives; greater links with the wider business and labour market infrastructure; and further consideration of how the award levels are promoted.
Investors in People Research on the New Choices Approach: Evidence report 28 (PDF, 830 Kb)
Published June 2011
Investors in People is a business development tool that was first launched in 1990. Organisations need to meet 39 evidence requirements as set out in the Investors in People Standard to become Investors in People accredited.
The New Choices approach to Investors in People was introduced in May 2009 to provide greater flexibility and customisation of Investors in People to an employer’s priorities and goals. It also recognises organisations which meet additional evidence requirements through Bronze, Silver and Gold awards.
This project, undertaken by HOST Policy Research, identifies the impact of New Choices approach on attitudes towards and the take up of Investors in People. It will inform future strategy for Investors in People and support the Commission in meeting longer-term objectives for Investors in People.
The research included stakeholder interviews, an e-survey of employers engaged with the New Choices approach, and case study work with employers to add depth to the understanding of how New Choices was working.
The research found that the introduction of the New Choices approach involved further development of the established Investors in People brand through customisation, graduated recognition and benchmarking as well a shift in the role of Investors in People specialists. The main reasons employers gave for engaging with the extended framework under New Choices were: to recognise existing practice; to provide a business development tool; and to demonstrate excellence to customers.
The report identifies areas for potential future activity, including: targeted marketing of Investors in People to smaller organisations; increased use of Investors in People Champions and Employer Representatives; greater links with the wider business and labour market infrastructure; and further consideration of how the award levels are promoted.
