In IiP terms, these skills are implicitly embedded in the requirements of every indicator. 3.2 Managers are effective in carrying out their responsibilities for training and developing employees 3.3 Managers are actively involved in supporting employees to meet their training and development needs 4.4 Top management understands the broad cost and benefits of training and developing employees. They take the opportunity to encourage staff to learn new skills, or develop new knowledge and share this with their colleagues. They also realise that individuals have particular personal training and development needs. An empathic manager will also try to build these into the training and development plan for individual team members.
Managers are people who like to see results and who appreciate value for money.
Good managers know that people need to be thanked for their time and effort, and will take time out to make sure their team members are valued for the role they play. In Investors in People, managers are recognised for the valuable roles they perform and the particular interpersonal skills required to do a good job. Indicator 3.2 therefore ensures that managers themselves are offered training to ensure they perform effectively. The performance of managers should also be reviewed during the PDR process, and relevant aims and objectives agreed for the forthcoming year. Click here for details.