(Solution) CIPD 5OS06 range of stakeholders and the involvement they have in leadership and management development initiatives (AC 3.2)


Stakeholder management describes the process of organising, monitoring and improving relationship with stakeholders (Carroll and Brown, 2022). Stakeholder’s management matrix provides a framework in which stakeholders are identified and managed based on their influence and power. Stakeholder management process starts by identifying stakeholders, identifying their needs and prioritising these needs. The importance of managing stakeholders to have positive relationship with them, involve them and ensure they are satisfied (Albats et al., 2020). Failing to manage stakeholders can result to failed projects because they have power to reject. Various types of stakeholders affected by LMD initiatives are:

The United LEC CEO

The CEO is at the top of organisational chart which means all decisions should get approval from the CEO, especially L&D decisions. In the case study, we can see the CEO has higher influence over the health of the organisation in terms of employee satisfaction and wellbeing. The CEO calls the HR for a crisis meeting and want to understand how training will be delivered without affecting day-to-day operations. The CEO also want to ensure optimum performance by ensuring people have skills and knowledge to perform efficiently.

The Head of HR

The Head of HR has an influence in designing and implementing LMD initiatives that have positive and long-lasting impacts to people and organisation. It is the responsibility of the Head of HR to ensure leaders and managers skills and knowledge are aligned with the business strategy. As a result, HR conducts learning need analysis, design learning interventions, coordinates the learning and evaluate the effectiveness of the learning programmes. The role of HR is to ensure people have the right skills to help the company achieve a sustainable performance.

Line managers

Line managers is another group of stakeholders that have influence over LMD initiatives. They have an opportunity to create solutions and responses to HR issues together with human resource business partner with more alignment to organisation strategy (Quilliam, 2022). The role of a business partner is to respond to the needs of line managers because line managers have knowledge on the best practices to incorporate learning. Line managers also take part in communicating LMD initiatives across the departments. They can get everyone ready through involvement and participation.

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