Investors In People: more process than profit - There is no doubt that the Investors in People award has been influential in driving through changes in people management processes - particularly in such areas as appraisal systems, personal development plans and the evaluation of trahiing. Ten years on smee its launch, we take stock of its more profound achievements. Has it contributed to improved productivity, performance and profits? And, more generally, what have been the experiences of employers in working towards and achieving the award? We find that organisations' initial aims have been achieved, at least in part. They set out to link their training activities more closely to business needs, and to raise the quality of their learning provision. Most employers that have since gained IiP status consider that these aims have been met. Just over half have found that there have been public relations benefits, too. The work involved in gaining the award is significant and, in many ways, our research finds that those involved consider it well worth the effort. It takes an average of 19 months from initial commitment to accreditation, and costs smaller organisations (with fewer than 250 employees) around GBP37 per head of staff. There are, though, significant economies of scale, and the largest organisations incur a per capita outlay of only GBP1.63. However, most of the reported benefits relate to training and people management processes. The initial aim of the Investors in People award was to use these processes as levers for greater efficiency and profitability; and it seems that this has still to be demonstrated satisfactorily.