Ruth Spellman, chief executive of Investors in People, commented: “Many managers begin the New Year with fresh ideas and enthusiasm, but it's important to identify specific areas for improvement within the context of their business plan before launching any action.  Without this attention, new plans will not be properly targeted and delivered and, as a result, may not deliver any real benefit to the business.

Ms Spellman continued: “Employers may have only a brief window for action before the general pressures of day-to-day business erupt once more.  I urge them to act now to detox their workplace; the effort they put in and the changes they make could have significant benefits on business performance, in the next twelve months and beyond.”

The web-based test will guide employers through multiple choice questions exploring life within the workplace and give them a green/amber/red rating based on how their workplace measures up to good practice contained in Profile, the Investors in People development tool. Profile builds on the Investors in People Standard to provide a path for further improvement, so employers can continue challenging themselves and keep developing in line with evolving business needs/opportunities.   

Investors in People is also offering ‘top tips’ to help managers take simple steps to prepare for challenges over the year ahead:

• Conduct a future skills audit – map your team’s current capabilities against what you are likely to need to deliver your goals.  Develop plans to address any ‘skills gap’ you uncover.
• Make the link between goals and individuals – to contribute fully towards 2006’s goals, your people need to know what you expect from them. Help them understand what you are looking to achieve, how it will help the organisation, and what they need to do to bring the vision to life.
• Prioritise communication with staff – ensure you have clear and well-known mechanisms for regular interaction with your staff.  Maintain the flow of information and invite feedback so you can gain their input and ideas. This will ensure your staff know they are involved and that their contribution is valued
• Make sure measures are in place – when you’ve defined what you are looking for, put measures in place to evaluate success. It’s vital that you can both systematically review progress and identify emerging issues as early as possible
• Celebrate milestones – part of an employee’s relish for future challenges comes from recognition of the progress already made.  As your team reach milestones over the year, make sure you celebrate them to keep commitment and enthusiasm high.

To use the web-based test, visit wwww.investorsinpeople.co.uk/profile and click ‘register’. Just enter four details into the form (your first name, surname, postcode and e-mail address) to download the tool.

For further information about how Investors in People or the Standard could help your business perform better, visit www.investorsinpeople.co.uk

- Ends -

1. Investors in People UK was established in 1993 to provide national ownership of the Investors in People Standard and is responsible for its promotion and branding, quality assurance and development.

2. The Investors in People Standard provides a framework for improving business performance and competitiveness through good practice in human resource development.

3. The Investors in People Standard is promoted and developed by Investors in People UK - a public body whose main stakeholder is the Department for Education and Skills.

4. The Investors in People Standard is delivered by a partner network:

            In England, the Learning and Skills Council (LSC) and Business Links.

            In Scotland, Scottish Enterprise (SE) or Highlands and Islands Enterprise (HIE).

            In Wales, the National Council for Education and Training for Wales and the Higher Education Funding Council for Wales, jointly known as Education Learning Wales (ELWa).

            In Northern Ireland, the Department for Employment and Learning.