Human Resource Management

HRM Guide Updates
HRM Guide publishes articles and news releases about HR surveys, employment law, human resource research, HR books and careers that bridge the gap between theory and practice.

  ; ?>

IiP May Contribute 'Little If Anything'

February 27 2008 - Research by Professor Kim Hoque of Nottingham University Business School published in the Industrial Relations Journal has found that a significant number of minority groups (women, ethnic minorities, temporary/fixed term employees, the disabled and older workers) are disadvantaged with regard to training provision in workplaces with Investors in People (IiP) accreditation compared to those without the award.

Drawing on data from almost 15 000 participants in the 2004 Workplace Employment Relations Survey, 46 per cent of whom were in IiP accredited organizations, the study found that IiP had failed to improve training levels for many of these groups. The author explained that these are unexpected findings because following extensive revision in 2000, IiP has required organizations to fulfill an equal opportunities "indicator" with regard to employee development. The research suggests that large numbers are failing in this respect.

The author argues that these results support the government's decision in 2007 to reject the Women and Work Commission's recommendation to award IiP £1 million of public money to support promotion and expansion of equality and diversity best practice. The study found no evidence that IiP is associated with increased training levels for workers classified as "routine unskilled". The author concludes that IiP may be contributing "little if anything" to the achievement of a key government target of increasing the proportion of the adult workforce qualified to level 2.

Kim Hoque said:

"Although IiP requires organizations to uphold equal opportunities principles, it also requires them to gear their training provision to business need."

"In organizations where business need is narrowly defined, this often means developmental opportunities come to be targeted on a cadre of core value-creating professionals and managers, rather than the workforce as a whole. It does raise questions, though, as to how organizations are able to secure recognition despite failing to adhere to one of IiP's key requirements."

Human Resource Development: Strategy and Tactics

by Juani Swart, Alan Price, Clare Mann, Steve Brown
  Each chapter in Human Resource Development provides the reader with commentary, activities and review sections in an integrated approach. The action-oriented approach is vital for practicing managers but increasingly for postgraduate and final year undergraduates who have work experience. It is this aspect of the book that fills a gap that currently exists in the market. This text reflects organizational realities and balances and integrates the coverage of individuals, teams and organizational learning.The book is written in a straightforward manner and explains concepts and key issues in a lucid style. The activities are focused and are better suited to encouraging readers to learn.
  More information and prices from: - British pounds - US dollars - Canadian dollars - Euros - Euros

HRM Guide makes minimal use of cookies, including some placed to facilitate features such as Google Search. By continuing to use the site you are agreeing to the use of cookies. Learn more here

HRM Guide Updates
Custom Search
  Contact  HRM Guide Privacy Policy
Copyright © 1997-2018 Alan Price and HRM Guide Network contributors. All rights reserved.