In addition to the Standard and complimenting its power, are three other business improvement tools we also instigate and manage- the Work/Life Balance model, the Leadership/Management model, and the Recruitment and Selection model.

The Work/Life Balance model

Work-life balance is a term that is now widely used in New Zealand and employers are struggling to clarify what this means to their business and what they should be doing about it.

This Model will help you to shape and structure your response to this important business issue. It draws together best practice in a simple framework to help you use work-life balance solutions to improve the way you do business and make your organisation a more attractive place to work.

The Model only encourages solutions which are possible and will benefit your organisation as well as your people. And it builds in measures to check the effect that solutions are having on your people, customers and productivity.

If you want people to work for you and do business with you, you need to acknowledge their individuality. One of the best ways you can do this is to give people some control over their lives. The Model brings this into life by helping you to build flexibility into your processes so you can create a culture of choice.

Work-life balance solutions can improve loyalty and customer satisfaction, reduce turnover and absenteeism, and encourage the creativity and innovation that your organisation needs. They can help you to attract the best people and make current teams more energised and productive.

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The Leadership and Management model

The Leadership and Management Model provides a framework for making sure your organisation creates, manages and invests in effective leadership - now and in the long run.

It ensures that your leaders and managers know what good leadership and management look like and that they are committed to developing themselves and their successors.

The Model was developed to improve the quality and effectiveness of managers and leaders, which is a critical success factor in terms of organisational strategy and continuous improvement through the development of people. It focuses on measuring the quality of approaches to leadership and management effectiveness by:

- Providing a challenging framework to measure and improve the organisation’s approach to leadership and management effectiveness.
- Requiring the organisation to:
- identify who its current and potential leaders are
- define what effective leadership and management looks like
- select, develop and manage leaders and managers in line with the requirements

Whatever the size of your organisation, the Model can help you take the right steps to make sure you continue to develop effective leaders and managers.

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The Recruitment and Selection model

Finding and keeping the best people is now one of the biggest and most important business challenges in New Zealand and will continue to be over the next decade.

The Investors in People Standard helps to get the best out of the people that are already in your organisation - not the people that haven't joined yet. The Recruitment and Selection Model closes the loop by helping you to determine what skills you need now and in the future. However, you do not have to be working with the Standard in order to attain the Investors in People Recruitment and Selection Model.

The Model is a clear, simple framework based on the four principles of the Standard with 10 indicators that compare your organisation with the very best in recruitment practice.

This will help you to identify recruitment practices in your organisation which will be costing you extra money. If you're already following good practice then the framework encourages you to keep updating and developing your approach.

The Model is an excellent way of sharing effective and efficient recruitment practices with all of your managers so that everyone who is involved in recruitment works consistently, knowing what to do and why it matters.

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