Posted on Leave a comment

Assessors Course

Introduction to the Assessors Course.

In order to become an Assessor, you need both an Assessor course 115753 and occupational competence through TrainYouCan Accredited Training Network.

PURPOSE OF THE UNIT STANDARD
This generic Assessors Course is for those who assess people for their achievement of learning outcomes in terms of specified criteria using pre-designed assessment instruments. The outcomes and criteria of the assessors course may be defined in a range of documents including but not limited to Assessors Courses, exit level outcomes, assessment standards, curriculum statements and qualifications.

Those who achieve this assessors course will be able to conduct assessments within their fields of expertise. This assessors course will contribute towards the achievement of a variety of qualifications, particularly within the fields of Education Training and Development Practices and Human Resource Development. Continued professional development is important in order to improve the skills and knowledge that you have.

People credited with this assessors course are able to carry out assessments in a fair, valid, reliable and practicable manner that is free of all bias and discrimination, paying particular attention to the three groups targeted for redress: race, gender and disability.

In particular, people credited with this Assessors Course will be able to:

  • Demonstrate understanding of outcomes-based assessment;
  • Prepare for assessments;
  • Conduct assessments;
  • Provide feedback on assessments; and
  • Review assessments.

They are responsible for making a decision if a learner is competent or not yet competent in a specific topic or learning objective. The varied role of an Assessor will mean that no two days will be the same. Whether you are recording achievements, running through evidence or marking work, you will soon develop a wide range of skills. You will be regularly communicating with your learners, and time management is also important when running your own diary.

They are great decision-makers and judges and are intuitively built and trained to ensure and see to it that learners are learnt and trained adequately.

They evaluate the skills and competencies demonstrated and provided by the learner and directly engage in providing constructive feedback by means of support and remediation to ensure the learner understands what it takes to reach the desired learning outcome.

Assessors are the glue which holds the learner and the end-result together.

115753 Assessor Course

Posted on Leave a comment

Importance of the facilitator course

TrainYouCan Accredited Training Network in South Africa who also offer the Train the Trainer Course also known as Facilitator course is aimed to accredit you as the Trainer or Facilitator to be SETA certified that is also nationally and internationally recognised by most countries.

Why is Facilitation Important? Facilitation is important because meetings of large groups of people can be very hard to organize as well as to control when they are in progress. First of all, a facilitator can help members of a group get to know each other and learn to cooperate.

Good facilitation helps a group achieve your purpose by hearing each other, coming to understandings, pooling your wisdom and making wise decisions. The facilitator focuses on both purpose and process. The purpose is what the group has agreed to discuss or make a decision around.

Facilitators often teach courses that require reflection and application of information to a job, such as communications, leadership, problem-solving, and more.

Facilitation skills are the abilities you use to provide opportunities and resources to a group of people that enable them to make progress and succeed. Some examples include being prepared, setting guidelines, being flexible, active listening and managing time.

The facilitator’s job is to support everyone to do their best thinking. They create an environment where everyone is encouraged to participate, understand one another’s point of view and share responsibility.

But conflict needs managing effectively so that it remains part of a creative rather than destructive process. This is where effective facilitation is extremely helpful to keep the team on track, keep relationships intact, and successful outcomes achieved for the business.

117871 Train the Trainer Course

Posted on Leave a comment

Assessors Course

In order to become an Assessor, you need both an Assessor course 115753 and occupational competence through TrainYouCan Accredited Training Network.

PURPOSE OF THE UNIT STANDARD
This generic Assessors Course is for those who assess people for their achievement of learning outcomes in terms of specified criteria using pre-designed assessment instruments. The outcomes and criteria of the assessors course may be defined in a range of documents including but not limited to Assessors Courses, exit level outcomes, assessment standards, curriculum statements and qualifications.

Those who achieve this assessors course will be able to conduct assessments within their fields of expertise. This assessors course will contribute towards the achievement of a variety of qualifications, particularly within the fields of Education Training and Development Practices and Human Resource Development.

People credited with this assessors course are able to carry out assessments in a fair, valid, reliable and practicable manner that is free of all bias and discrimination, paying particular attention to the three groups targeted for redress: race, gender and disability.

In particular, people credited with this Assessors Course will be able to:

  • Demonstrate understanding of outcomes-based assessment;
  • Prepare for assessments;
  • Conduct assessments;
  • Provide feedback on assessments; and
  • Review assessments.

They are responsible for making a decision if a learner is competent or not yet competent in a specific topic or learning objective. The varied role of an Assessor will mean that no two days will be the same. Whether you are recording achievements, running through evidence or marking work, you will soon develop a wide range of skills. You will be regularly communicating with your learners, and time management is also important when running your own diary.

They evaluate the skills and competencies demonstrated and provided by the learner and directly engage in providing constructive feedback by means of support and remediation to ensure the learner understands what it takes to reach the desired learning outcome.

Assessors are the glue which holds the learner and the end-result together.

They are great decision-makers and judges and are intuitively built and trained to ensure and see to it that learners are learnt and trained adequately.

Continued professional development is important in order to improve the skills and knowledge that you have that could be achieved through the Assessors course.

115753 Assessor Course

Posted on Leave a comment

Why the Facilitator course

TrainYouCan Accredited Training Network in South Africa who also offer the Train the Trainer Course also known as Facilitator course is aimed to accredit you as the Trainer or Facilitator to be SETA certified that is also nationally and internationally recognised by most countries.

Facilitation is essential to successful team and group work. That means it is also critical to organisational success, especially given the presence of conflict in organisations.

The facilitator’s job is to support everyone to do their best thinking. They create an environment where everyone is encouraged to participate, understand one another’s point of view and share responsibility.

Facilitation skills are the abilities you use to provide opportunities and resources to a group of people that enable them to make progress and succeed. Some examples include being prepared, setting guidelines, being flexible, active listening and managing time.

Why is Facilitation Important? Facilitation is important because meetings of large groups of people can be very hard to organize as well as to control when they are in progress. First of all, a facilitator can help members of a group get to know each other and learn to cooperate.

Facilitators often teach courses that require reflection and application of information to a job, such as communications, leadership, problem-solving, and more.

Good facilitation helps a group achieve your purpose by hearing each other, coming to understandings, pooling your wisdom and making wise decisions. The facilitator focuses on both purpose and process. The purpose is what the group has agreed to discuss or make a decision around.

117871 Train the Trainer Course

Posted on Leave a comment

Employment Equity Course

Employment Equity Course

The Employment Equity Act requires that designated employers design and implement an Employment Equity plan in order to drive “reasonable progress” around employment equity. These plans should also assist in eliminating unfair discrimination in the workplace, and to achieve equitable representation of employees from designated groups by means of affirmative action measures. ​ ​

This course is for all persons, both individuals and employees who need to know what employment equity is.  This Employment Equity course also investigates the Employment Equity Act and all of its ramifications for organisations.

The training ensures that Employment Equity Committees understand their role and function. After completion of the Employment Equity course participants will understand the history of learning in South Africa, they will be able to describe transformation legislation and will understand the rights and responsibilities of employers and employees. The Employment Equity course looks at the legal reporting requirements of organisations as per affirmative action reports.

This Employment Equity Training course – which is run throughout South Africa – will equip your managers and Employment Equity committee members with the necessary knowledge and skills to meet all the legislative requirements of the EE Act and begin the process of building a culture that values diversity.

https://www.elearningskills.co.za/courses/employment-equity-committee/ 

Posted on Leave a comment

EMPLOYMENT EQUITY Training

Study Employment Equity Training online through elearningskills.co.za

The Employment Equity Act requires that designated employers design and implement an Employment Equity plan in order to comply around employment equity.

Employment Equity Committee Training course is essential if you want to avoid your company being fined up to 10% of your annual turnover for not complying with the Employment Equity Act. This Equity Committee Training course programme enables managers and consultation forums to work together effectively to ensure a constructive business transformation process.

The Equity Committee Training course ensures that Employment Equity Committees understand their role and function. The Equity Committee Training course looks at the legal reporting requirements of organisations as per affirmative action reports.

In this half-day Employment Equity course you will develop an understanding of the Employment Equity Act, focusing on its content, application and interpretation thereof. We’ll take you through all the aspects involved in your employment equity submission, from preparation, implementation, monitoring and reporting to avoid substantial penalties for your business.

Most of us are familiar or recognise the meaning of the terms equity, unfair discrimination and transformation, but the question remains, how do you in fact comply within this scope? The Equity Committee Training course will assist with this.

The Employment Equity Act requires that designated employers design and implement an Employment Equity plan in order to achieve reasonable advancement in employment equity. In the Equity Committee Training course  we will look how the plans will also assist in curbing unfair discrimination in the workplace, and to achieve equitable representation of employees from designated groups. Businesses are expected to comply and meet targets and are subjected to penalties which according to the new amendment to the Employment Equity Act will target the turnover and force non-compliant businesses to close their doors and result in more unemployment and economic downturn.

By attending this Equity Committee Training course you will be equipped with the necessary tools and knowledge to head back to your workplace and be confident in the processes in relation to Employment Equity procedures.

What you’ll learn:

1.ABOUT EMPLOYMENT EQUITY.

  • ABOUT EMPLOYMENT EQUITY.
  • PURPOSE OF THE EMPLOYMENT EQUITY.
  • PURPOSE OF THE EMPLOYMENT EQUITY LEGISLATION.
  • EMPLOYEES REPORING
  • WHAT HAPPENS IF I DON’T REPORT TO THE DEPARTMENT OF LABOUR?

2. EMPLOYMENT EQUITY STRATEGY.

  • EMPLOYMENT EQUITY STRATEGY.
  • EMPLOYMENT EQUITY PLANNING.
  • DEVELOPING AN EMPLOYMENT EQUITY STRATEGY.
  • INFORMATION INCLUDED IN AN EMPLOYMENT EQUITY STRATEGY.

3. CODES OF GOOD PRACTICE.

  • INTRODUCTION.
  • PURPOSE OF THE CODES OF GOOD PRACTICE.

4. AFFIRMATIVE ACTION.

  • AFFIRMATIVE ACTION.
  • AIM OF AFFIRMATIVE ACTION.
  • WHAT DOES AN EMPLOYER NEED TO DO IN ORDER TO COMPLY?
  • WHAT ELSE IS EXPECTED FROM AN EMPLOYER?

5. BLACK ECONOMIC EMPOWERMENT.

  • BLACK ECONOMIC EMPOWERMENT.
  • B-BEE OBJECTIVES.
  • B-BEE CODES AND SCORECARDS.

6. DISCRIMINATION.

  • UNFAIR DISCRIMINATION.
  • STEPS TO TAKE WHEN UNFAIR DISCRIMINATION TAKES PLACE.

7. RECRUITMENT AND SELECTION PROCESS.

  • RECRUITMENT AND SELECTION PROCESS.
  • DISCRIMINATION AND THE RIGHT TO PRIVACY.
  • DIRECT AND INDIRECT DISCRIMINATION.
  • DIFFERENCE BETWEEN FAIR AND UNFAIR DISCRIMINATION.
  • AFFIRMATIVE ACTION MEASURES.
  • INHERENT REQUIREMENTS OF THE JOB.
  • MEDICAL TESTING.
  • PSYCHOMETRIC TESTING.
  • PRIVACY DURING AN INTERVIEW.
  • AFFIRMATIVE ACTION CAN AFFECT SKILLS SHORTAGE?
  • SUITABLY QUALIFIED CANDIDATES.

8. EMPLOYMENT EQUITY COMMITTEE / FORUM.

  • EMPLOYMENT EQUITY COMMITEE/FORUM
  • EMPLOYMENT EQUITY MANAGERS.
  • CRITICAL INTERVENTIONS NEEDED FOR THE EE COMMITTEE.
  • SELECTION AND APPOINTMENT OF EMPLOYMENT EQUITY COMMITEE/FORUM.
  • OBJECTIVES FOR THE COMMITEE/FORUM.

9. EMPLOYMENT EQUITY PLAN.

  • GENERAL EQUITY PLAN QUESTIONS AND ANSWERS.
  • DEFINITIONS.
  • HOW IS AN EMPLOYMENT EQUITY PLAN DRAWN UP?

10. EMPLOYMENT EQUITY REPORT.

  • EMPLOYMENT EQUITY REPORT.
  • FORM EEA 2 Employment Equity Report
  • FORM EEA 4 Income Differential Statement
  • OTHER EMPLOYMENT EQUITY FORMS.

11. COMMUNICATION DURING MEETINGS.

  • COMMUNICATION DURING MEETINGS.
  • THE MEETINGS OBJECTIVE.
  • USE TIME WISELY.
  • SATISFYING PARTICIPANTSTHAT A SENSIBLE PROCESS HAS BEEN FOLLOWED.

EMPLOYMENT EQUITY COMMITTEE

Posted on Leave a comment

Facilitator Course Introduction

Effective  Facilitator Course skills are a highly desirable attribute for individuals who wish to manage meetings and planning sessions in South Africa for more timely and productive outcomes. Facilitator Course is more than just setting a meeting time. It requires skills in presentation, negotiation, elaboration and communicating with stake holders.

TrainYouCan trainers are all professional facilitators who have the expertise to design and lead effective meetings, team and organisational processes.

Successful meetings harness the wisdom and experience of everyone present to reach outcomes they couldn’t have achieved individually.  We work with you to determine what needs to be achieved and then manage the group process so that everyone does their best thinking.

We can add value to:

  • Conference facilitation and presentations
  • Strategic planning
  • Meetings
  • Forums and events
  • Team development sessions

There has been a growing realization that we have to pay attention to the Facilitator Course process elements of meetings if we want them to be effective. With its focus on asking rather than telling, and listening to build consensus, facilitation is the new leadership ideal, the core competency everybody needs. Managers and supervisors are often asked to Facilitator Course rather than instruct or manage their meetings and training sessions.

How can you facilitate, rather than control, group decision-making and team interaction? With no formal training, people may find it difficult to make the transition from instructors or managers to facilitators.

Posted on Leave a comment

Introduction to Facilitation Course

Introduction to Facilitation Course

Facilitation is a technique used by trainers to help learners acquire, retain, and apply knowledge and skills. Participants are introduced to content and then ask questions while the trainer fosters the discussion, takes steps to enhance the experience for the learners, and gives suggestions. They do not, however, do the work for the group; instead, they guide learners toward a specific learning outcome.

What is the importance of facilitator course?

In this context, facilitation can help a group improve how they work together, identify and solve problems, make decisions, and handle conflict. The role of the facilitator is to guide the group to work together more efficiently by creating synergy, generating new ideas, and arriving at consensus and agreement.
The importance of quality facilitator course skills can be seen across industries.

Within education, the same trends can be seen. As classrooms shift away from teaching students mainly rote facts and knowledge that they need to memorize and shift more towards teaching students the skills they need to thrive in the work environment alongside core knowledge, facilitator skills only become more important.

“Those with facilitation skills can help to bring about
an environment of learning and collaboration.”

They help to encourage those in the space to work together and see what they can accomplish jointly. Educators and leaders want to encourage those within their group to have the mindset that will encourage them to continue to look at the situation from new perspectives, to have the skills to try a variety of different solutions, and the understanding of how to work with others to find a solution that will help them thrive.

“Facilitation lies at the core of intellectual stimulation and helping students
to develop their competencies both in the classroom and then out in the work environment.”

The benefits of facilitation course skills

When leaders and educators take the time to learn more about facilitation skills and how to implement them in the work or learning environment, they will find that they can experience a variety of benefits. Here are some of the main advantages that many will experience as they incorporate these skills into their environment.

Facilitator course is essential to successful team and group work. That means it is also critical to organisational success, especially given the presence of conflict in organisations. Conflict is a natural part of working in a team. While conflict may at first seem destructive and may not feel very comfortable, it can be creative.

Conflict can help teams and organisations to take an innovative approach to products, services, processes and solutions. But conflict needs managing effectively so that it remains part of a creative rather than destructive process. This is where effective facilitation is extremely helpful to keep the team on track, keep relationships intact, and successful outcomes achieved for the business.

Facilitators have the role of easing a process. This is not always easy, especially if there are strong feelings on different sides. Facilitators should take a neutral position and focus on the process that gets a group, or even just two people to achieve an objective. Everyone in the organisation benefits from good facilitation skills. Those that benefit from most are likely to be team leaders and supervisors, or those leading projects. Facilitator course skills enable a team to arrive at a satisfactory outcome with different stakeholders involved, different agendas and varied preferred outcomes, .

Posted on Leave a comment

The Role of a Facilitator

The Role of a Facilitator

In many types of group situation, and particularly in complex discussions or those where people have different views and interests, good facilitation can make the difference between success and failure.

We are all feeling it: the pressure to build smart, innovative organizations. How do leaders and their organizations craft a learning organization? By creating safe and involving environments where people can identify and solve problems, plan together, make collaborative decisions, resolve their own conflicts and self-manage as responsible adults. Facilitative mind and skill sets are essential ingredients to making real a learning organization.

By definition, a facilitator is “a person…that makes an action or process easy or easier.” If ever there was an insufficient definition for something, this is it.

Effective facilitators have to wear many hats in any given session. The role encompasses presentation abilities, training abilities, people skills, project management – and more. This person has to keep the group focused, take them deeper with a topic, and (sometimes) keep a potentially volatile situation at bay. This is a dynamic role in which the facilitator is delivering important content and helping to engage productive interactions without necessarily knowing as much as the individuals he or she is facilitating.

In short, a good facilitator is focused on the topic at hand, the interaction process and participants, and the optimal path to reach the objective. This is a complex balancing act that requires numerous skill sets.

Facilitator Course

Introduction to Facilitation

Facilitation is a technique used by trainers to help learners acquire, retain, and apply knowledge and skills. Participants are introduced to content and then ask questions while the trainer fosters the discussion, takes steps to enhance the experience for the learners, and gives suggestions. They do not, however, do the work for the group; instead, they guide learners toward a specific learning outcome.

A good facilitator possesses the following skills:

  • Advanced preparation
  • Clear communication
  • Active listening
  • Asking questions
  • Timekeeping
  • Establishing a psychologically safe environment for sharing
  • Creating focus amongst the group
  • Unbiased objectivity
  • Managing the group decision process

A skilled facilitator is like the sails of a ship. They guide the team onboard where they need to go, with no objective other than to lead the team to their destination. A team can navigate a meeting without sails, but it is much easier and more effective if they have facilitation skills to guide them. Facilitator Course

What Is a Facilitator?

The definition of facilitate is “to make easy” or “ease a process.” What a facilitator does is plan, guide and manage a group event to ensure that the group’s objectives are met effectively, with clear thinking, good participation and full buy-in from everyone who is involved.

To facilitate effectively, you must be objective. This doesn’t mean you have to come from outside the organization or team, though. It simply means that, for the purposes of this group process, you will take a neutral stance. You step back from the detailed content and from your own personal views, and focus purely on the group process. (The “group process” is the approach used to manage discussions, get the best from all members, and bring the event through to a successful conclusion. How you design this depends on many factors, and we’ll explore this in a little more detail later in the article. The secret of great facilitation is a group process that flows – and with it will flow the group’s ideas, solutions, and decisions too.) Facilitator Course

Your key responsibility as a facilitator is to create this group process and an environment in which it can flourish, and so help the group reach a successful decision, solution or conclusion. Facilitator Course

Posted on Leave a comment

Plan for Facilitation

PLAN AND PREPARE FOR FACILITATION

2.1 Sector and Workplace Skills Plans

The Skills Development Act (Act No. 97 of 1998) and the Skills Development Levies Act

 

(Act No. 9 of 1999) require SETAs to comply with the following:

  • Develop a sector skills plan
  • Implement the sector skills plan
  • Promote, develop and administer learner ships
  • Support the implementation of the NQF
  • Undertake quality assurance
  • Disburse levies collected from employers in their sector
  • Report to the Director General and to SAQA

 

These acts require employers to:

  • Register with the South African Revenue Service (SARS) to pay the Skills

Development Levy, equivalent to 1% of total annual remuneration

  • Register a Skills Development Facilitator (SDF) with the relevant SETA
  • Submit a Workplace Skills Plan (WSP) to the relevant SETA
  • Implement the Workplace Skills Plan (WSP)
  • Submit levy grant claims to the SETA as per the provisions of the Funding
  • Regulations to access a percentage of the skills development levy, which is intended to promote skills development.

PLAN AND PREPARE FOR FACILITATION

This legal framework and the National Skills Development Strategy are intended to encourage employers to comply with legislation and, by so doing:

  • Contribute to the development of a culture of learning,
  • Help to create a competitive and productive work environment, and
  • Stimulate growth and employment in a sustainable way.

 

Employers are also required to consult representative structures when compiling their Workplace Skills Plan. The process of consultation must include:

  • An allowance for trade unions to participate in and conduct audits and needs assessments for their members.
  • The disclosure of necessary information as may be requested by trade unions subject to the terms of the LRA.
  • Consultation in departments, sections, or at Labour Forum level before referral to central structures.

The purpose of a Workplace Skills Plan, therefore, is to provide employers with a structured plan which should help them to ensure that skills development is encouraged and takes place at enterprise level.

PLAN AND PREPARE FOR FACILITATION

Workplace Skills Plans also provide the SETA with critical quantitative and qualitative information that enables it:

  • To understand the profile and composition of the sector;
  • To determine skills requirements and priorities across the sector;
  • To develop a clear picture of areas where there is a high demand for skills development – pinpointing areas where Learner ship and Skills Programmes should be developed.

 

The Workplace Skills Plans submitted by enterprises across the sector therefore serve as one of the primary sources of statistical information and data available to the SETA in the development of its Sector Skill Plan.

Workplace Skills Plan in summary is:

  • A plan developed every year at enterprise level that describes an organisation’s training and skills development strategy that will help it to meet its overall objectives and targets;
  • A key source of information about the sector – in terms of demographics, existing qualifications, and training and development priorities for the forthcoming year;
  • A document that will inform the SETA’s strategic priorities in the development of its Sector Skills Plan

 

IN SUMMARY

NATIONAL SKILLS PLAN

(On Government level)

Retail Sector Skills Plan
Financial Sectors Skills Plan
Mining Sectors Skills Plan
Company 1

Workplace Skills Plan

Company 2

Workplace Skills Plan

Company 3

Workplace Skills Plan

Company 4

Workplace Skills Plan

Company 5

Workplace Skills Plan

Company 6

Workplace Skills Plan

2.2 OUTCOME BASED EDUCATION

What is outcome based education & training?

PLAN AND PREPARE FOR FACILITATION

The initial principle of OBET is that we should describe education and training programs in terms of measurable exit outcomes we want learners to attain. In HET (and other workplace orientated educational sectors) these outcomes would derive from:

  • Entry level professional expectations (specific knowledge, skills and attitudes needed for entry level into the world of work)
  • The Critical Cross Field Outcomes (the general knowledge, skills and attitudes needed for entry level into the world of work – see below for these)
  • Current and future trends in the world of work (e.g. globalisation with its need for flexibility and innovation in the workplace and society)
  • Institutional focus

These exit level outcomes are too large to be assessed ‘in one go’ so they are broken down into smaller, more measurable outcomes.

2.3 WHAT ARE OUTCOMES?

  1. Outcomes are demonstrations of learning. They are general in that they either sum up a group of other outcomes or a group of tasks.

Outcomes can demonstrate very general life and work skills such as:

  • Solve problems

General occupational skills such as:

  • Sell products (retail management)
  • Relate engineering activity to environmental problems (engineering)

More focussed occupational or learning skills such as:

  • Approach customers and establish needs (retail management)
  • Relate a local environmental issue to a theoretical issue (engineering)
  1. When we assess outcomes we must make sure that we assess applied competence and that we assess attitudes and values. Attitudes and values typically refer to willingness to work in a group and a hierarchy and to listen and respect the opinions of others, being willing and confident to do tasks, being willing to learn from mistakes and from others (rather than giving up), being culturally sensitive and being environmentally sensitive, amongst others. Many of these attitudes/values are reflected in the CCFOs.
  • The Critical Cross Field Outcomes
  • Solve problems
  • Collect, analyse and organise information
  • Plan and organise one’s own and other’s activities
  • Communicate effectively, including mathematically and graphically
  • Work with others in teams
  • Participate responsibly in communities
  • Use technology
  • Learn from experiences/learn to learn more effectively
  • Show responsibility to others and the environment
  • Develop entrepreneurial abilities
  • Be culturally sensitive

PLAN AND PREPARE FOR FACILITATION

2.4 STAKEHOLDERS INVOLVED IN THE WORKPLACE SKILLS PLAN PROCESS

Stakeholders are a group or individuals that are affected by and/or have an interest in the operations and objectives of the business. All the relevant stakeholders must be involved in the process in order to conduct a workplace skills plan within the organisation.

The importance of stakeholders is to support an organisation in achieving its strategic objectives by interpreting and influencing both the external and internal environments and by creating positive relationships with stakeholders through the appropriate management of their expectations and agreed objectives. Stakeholder Management is a process and control that must be planned and guided by underlying Principles.

  • Stakeholder Management, within business or projects, prepares a strategy utilising information (or intelligence) gathered during the following common processes:
  • Stakeholder Identification – Interested parties either internal or external to organisation/project. Stakeholder Analysis – Recognise and acknowledge stakeholder’s needs, concerns, wants, authority, common relationships, interfaces and align this information within the Stakeholder Matrix.
  • Stakeholder Matrix – Positioning stakeholders according to the level of influence, impact or enhancement they may provide to the business or its projects.
  • Stakeholder engagement – It is primarily focused at getting to know and understand each other, at the Executive level. Engagement is the opportunity to discuss and agree expectations of communication and, primarily, agree a set of Values and Principles that all stakeholders will abide by
  • Communicating Information – Expectations are established and agreed upon the manner in which communications are managed between stakeholders – who receives communications, when, how and to what level of detail. Protocols may be established including security and confidentiality classifications.)