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Identify and engage stakeholders for successful HR projects
Your HR projects move forward when the people involved understand their role and what matters to them. Identify stakeholders, listen to their expectations and adapt your engagement approach. Strengthen your ability to mobilise contributions and anticipate resistance.
- Duration
- 2 days 14 hours
- Code
- RH035FR Code
Presentation
The HR function sits at the intersection of many stakeholders. Whether implementing an HR information system, a remote-working policy or a transformation plan, success depends less on technology than on the ability to build support. Mapping each stakeholder's expectations and influence is the first step towards a successful rollout and avoiding roadblocks.
This 2-day course provides a practical guide using a power/interest matrix, expectations grid and positioning templates. Real cases involving remote working, a merger and a new LMS will help you tailor your approach without overlooking key stakeholders.
By the end of the programme, you will have a complete engagement plan covering messages, channels and schedules, alongside negotiation techniques to turn resistance into active involvement. With a tested method and a ready-to-use toolkit, your HR project is set up for success.
Objectives
By the end of this course, you will be able to:
- identify all internal and external stakeholders in an HR project;
- map their expectations, needs and levels of influence;
- assess the strategic issues and risks associated with each stakeholder;
- develop a communication and engagement strategy suited to each profile;
- apply negotiation and conflict management techniques to overcome resistance;
- build and manage an operational action plan for sustained stakeholder engagement.
Program
Module 1: Identifying and mapping HR stakeholders
- The fundamentals of the stakeholder concept in human resources projects.
- Identifying internal stakeholders, including senior management, managers and employee representative bodies, and external stakeholders, including providers and institutions.
- Using mapping tools: power/interest matrix, influence grid and stakeholder mapping.
Case study
- Map stakeholders for an HR project, such as implementing an HR information system, remote working or workforce and skills planning.
Module 2: Defining strategies and managing engagement
- Developing communication and engagement strategies tailored to stakeholder profiles and expectations.
- Applying negotiation and conflict management techniques with key stakeholders.
- Defining relationship management and monitoring methods, including indicators and adjustments.
- Structuring an HR action plan that incorporates stakeholder management.
Hands-on exercises
- Build a complete engagement plan for a real or fictional case.
Audience
This course is intended for professionals who navigate complex ecosystems to deliver HR initiatives, including:
- HR managers and directors leading strategy and seeking senior management and manager buy-in to secure their projects;
- HR project officers and HR business partners implementing operational projects, such as HR information systems or workforce and skills planning, to ensure employees adopt tools and processes;
- line managers participating in cross-functional HR projects and communicating decisions to engage their teams;
- internal or external HR consultants supporting transformation and analysing stakeholder dynamics to deliver successful advisory assignments.
Prerequisites
The following prerequisites apply:
- Professional experience: initial experience in human resources, team management or project management is required. This experience is needed to contextualise case studies and apply mapping tools to real professional situations.
- Basic knowledge:
- understanding of interpersonal communication fundamentals;
- understanding of the HR function's role and core responsibilities;
- an overall understanding of organisational stakeholders, including managers and senior management.
Teaching and assessment methods
- Initial skills assessment
- Training materials provided to participants
- Continuous assessment throughout the course
- End-of-course feedback questionnaire
- Combination of theory and practical application
- Attendance records
- Post-course follow-up evaluation
- Practical exercises
- Case study
Course highlights
- Operational approach: alternate theory with scenarios inspired by real business cases to test your facilitation skills immediately.
- Practical HR tools: use influence matrices, expectations grids and positioning templates to map each stakeholder clearly and prioritise actions.
- Hands-on workshops: work as a group to build a complete engagement plan covering messages, channels and schedules, then validate it through role play with immediate feedback.
- Action plan: leave with a detailed individual plan covering objectives, steps and indicators, ready to deploy in your context the next day.
Dates and sessions
Choose the date and delivery format that suit you.
No upcoming sessions are currently available.