Residential Estate Industry Journal 4 - Page 45

THE FUTURE STONEHURST MOUNTAIN ESTATE EDUCATION EDUCATION, TRAINING AND DEVELOPMENT OF STAFF IN A RESIDENTIAL COMMUNITY HOMEOWNERS’ ASSOCIATION (HOA) BY FAR THE MOST NEGLECTED AREA IN COMMUNITY MANAGEMENT! Recent research shows that most estate managers come from a security or military environment. There are many who have cut their teeth in the hospitality and retail sector, and there are many who have worked in local government and civil engineering. While there are generic training programmes and qualifications for finance managers, administrators and facilities management, there are no nationally recognised qualifications for community managers. ARC established 2. To compile and submit an Annual Training Report (ATR) at the end of the term that compares what was planned for and what training was conducted It is not always necessary to send staff on lengthy qualification type programmes. Through the Institute of Professional Estate Managers (IPEM), staff can attend short courses aligned to the National Qualifications Framework (NQF). These short programmes will include: • • Dealing with difficult people • • Problem-solving and decision-making skills the Community Associations Institute SA (CAISA), and • • Intelligent business communications through this body, community managers can acquire • • Time-management skills internationally developed qualifications and designations. At the moment, all training and education programmes • • Effective people-management skills are individually based and too few HOAs are adopting • • Dealing with diversity an integrative approach to the needs of the organisation. • • Project management Such an approach includes: 1. Conducting a skills audit of all staff in the HOA 2. Interrogating job descriptions of all staff members • • Working in teams These are not necessarily linked to an occupation and will apply to all staff in an HOA where the programme is 3. Comparing the above two points and creating a needs analysis related to the gaps geared to various levels of the staffing structure. Specific 4. Identifying what training and skills development can be dealt with on the job, and if there are individuals who could provide coaching of these skills the programme content to the needs of an HOA. 5. Identifying what training will require formalised off-site programmes, and sourcing appropriate nationally accredited programmes to address these HOA to participate in learnership programmes where All HOAs pay a skills levy to the Services Sector As the host employee of the learner, the HOA will Education and Training Authority (SSETA) and for this, a range of grants are available. The SSETA then expects the HOA to conduct the following: 1. To compile a Workplace Skills Plan (WSP), based on the above points HOA-related case studies also assist to contextualise Through the various Sector Education and Training Authorities (SETAs), there are also opportunities for the the HOA can access a grant to take on unemployed graduates. provide the workplace experiential component of the learnership, and an accredited external training provider will provide the theoretical component. A stipend included in the grant is paid to the learner, and learnerships generally run for 12 months. PAGE 43