IIP full form - Embibe
  • Written By Team_Embibe
  • Last Modified 26-07-2022
  • Written By Team_Embibe
  • Last Modified 26-07-2022

IIP Full Form

IIP full form is Investors in People. In Hindi, IIP full form is लोगों में निवेशक. IIP is a benchmark that helps corporations enhance performance and fulfil their objectives by developing and managing their employees. IIP warrants that the organisation’s staff is imbibed with essential techniques and practices to help the business further. IIP provides accreditation based on simple evaluation guidelines to ensure high performance.

IIP is a global phenomenon. Since its inception, it has certified more than 50,000 organisations spread across 80 countries in over 30 languages. The assessments are available at local delivery centres throughout the United Kingdom (UK) and internationally. They have worked with big and small organisations, charities, Small and Medium Enterprises (SMEs), public sectors, Public Limited Companies (PLCs), and more. It also provides international accreditation using IIP International.

History of IIP

The Department of Employment, UK, was responsible for establishing a nationally accepted standard for training and development. While the concept was founded in 1990, IIP was formed in 1991. The company was launched by the then Secretary of State for Employment, Rt. Hon Michael Howard, QC, MP at the CBI conference, Glasgow. It was based in London.

The IIP started as a Non-Departmental Public Body (NDPB). It was formerly funded by the UK Department for Business, Innovation, and Skills (DBIS). In April 2010, the UK Commission for Employment and Skills (UKCES) was tasked with work involving strategic ownership. Till January 2017, it was under the control of the UK government. On 1 February 2017, IIP was converted to a community interest company.

Framework

The framework for IIP is rather flexible and simple. It is inspired by the business planning cycle, to help companies follow a transparent method. In 2008, the framework noticed the importance of continuous improvement and employee acknowledgements. The planning cycle and the framework consist of the following three principles.

  1. Plan

It ensures that clear and comprehensible strategies are curated to enhance the performance of the business. The strategies must focus on learning and developing skills and techniques. Schemes to effectively handle employees must also be developed to provide equal opportunities. It can be done by assigning a manager who aligns with the organisation’s goal and can lead, manage, and develop employees efficiently.

  1. Do

After the strategies are formulated, the managers must perform their responsibilities. The employees are also imbued with individual accountability and responsibility to develop themselves and recognise decisions to contribute to the goal. They must be willing to learn, develop, and grow.

  1. Review

After the tasks are carried out, the employees and the impact of the activities must be assessed. The evaluation will confirm the degree of improvement and learning for high performance. The advancements are periodically made, with action being taken for employee management and development.

Current Standard

In 2010, in its fifth standard era, health and wellbeing was considered an important part of certification. Since September 2015, IIP has been accrediting according to the sixth generation standard. It discusses the modern trends, employee conditions, leading practices, and workplace harmony for greater output. It focuses on three elements – improving, leading, and supporting.

Based on high-performing conglomerates, it has set nine performance indicators. These define the level where the organisation is at.

  1. Level 1 – Developed
  2. Level 2 – Established
  3. Level 3 – Advanced
  4. Level 4 – High performing

To achieve minimum accreditation from IIP, a company must showcase all nine indicators and be at least level 1, i.e. developed. An external reviewer is employed to evaluate the business and the implementation of the indicators and practices. When ready, the organisation can request an assessment. The assessment may include staff appraisals, interviews, observations, and feedback. Once an IIP is granted, the organisation must be reviewed once every three years. 

Accreditation

IIP certifies both public and private sector companies. By 1999, every one in three companies in the UK was accredited. By 2002, one-fourth of the UK employed population, amounting to seven million, was working for a company with an IIP certification. By 2011, more than 2,500 schools in the UK have also achieved the certification. Since 2013, there are four levels of accreditation – Accredited, Silver, Gold, and Platinum. All of these accreditations come with different perks and conditions.

Review and Research

The standards set by IIP are periodically reformed by the organisation. Independent research is also conducted to analyse accreditation’s performance, benefits, and impact on people and employment. Research is also conducted on employees’ psyche and attitudes via satisfaction surveys and the Job Exodus Trends Report. A few of the research conducted by IIP are listed below.

  1. In 2002, IIP conducted research on graduate employment trends to analyse the process of job selection by graduates and its dependence on employer training and development programs.
  2. In August 2005, they surveyed employees on colleague competence under designated working hours.
  3. In 2009, they collaborated with the Health and Safety Executive (HSE) and Chartered Institute of Personnel and Development (CIPD) to understand the relationship between employee perks and economic shutdown. 

Benefits of IIP

An IIP assessment and evaluation can help a business in multiple aspects. Some of the benefits of IIP accreditation are mentioned below.

  1. Aid in the recruitment procedure and workforce expansion.
  2. Offers pointers for autonomic and objective business growth.
  3. Increases employee efficiency and engagement in diverse market sectors and sizes.
  4. They bear guaranteed profit and are sustainable.

Frequently Asked Questions on IIP

Q: What is IIP full form?
A
: IIP full form is Investors in People. In Hindi, IIP full form is लोगों में निवेशक. IIP is a preset standard which helps corporations to increase performance and satisfy their goals by developing and efficiently managing their employees. IIP provides accreditation based on simple evaluation guidelines to ensure high performance.

Q: When was IIP formed?
A
: The concept of IIP was formed by the Department of Employment, UK in 1990. IIP was officially launched in 1991. The company was formed by the then Secretary of State for Employment, Rt. Hon Michael Howard, QC, MP at the CBI conference, Glasgow.

Q: How many levels of accreditation are there in IIP?
A
: The following performance indicators define the level of the organisation.

  1. Level 1 – Developed
  2. Level 2 – Established
  3. Level 3 – Advanced
  4. Level 4 – High performing

Additionally, IIP has four levels of accreditations – Accredited, Silver, Gold, and Platinum. Each of accreditation comes with different perks and conditions.

Q: What are the benefits of IIP?
A
: Some of the benefits of IIP accreditation are mentioned below.

  1. It helps in the recruitment procedure and allows expansion of the workforce.
  2. Pointers for autonomic and objective business growth.
  3. Increased employee efficiency and engagement in diverse market sectors and sizes.
  4. Guaranteed profit and sustainability.

We hope this article on IIP in full form proves helpful to you. Do let us know if you have any questions on the same through the comments section below and we will get back to you at the earliest. For more such informative articles, keep visiting Embibe.

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