---
esco_uri: http://data.europa.eu/esco/skill/714eebcb-569a-4f1b-b592-28f70b59a9ba
esco_label: "develop staff"
relation: essential
onet_soc: 11-3121.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# develop staff — HR Manager

For an HR Manager, 'develop staff' isn’t about *delivering* training – it’s orchestrating a system where employees consistently grow their skills to meet business needs. Daily this means moving beyond annual performance reviews. You're constantly identifying skill gaps (through data analysis of performance, succession planning exercises, and future-skills forecasting), then connecting individuals with opportunities: mentoring programs, stretch assignments on projects, external courses, or internal job shadowing. A key task is building *development plans* that are tied to both individual career aspirations AND departmental/company objectives – it's not just 'what they want', but 'what the business needs them to become'.

Tools used heavily include Learning Management Systems (LMS) for tracking training, performance management software to document progress and feedback, skills matrices to visualize team capabilities, and budget allocation for development initiatives. You’ll also be partnering with line managers – coaching *them* on how to give effective, ongoing feedback, not just waiting for the formal review cycle. A common pitfall is focusing solely on 'fixing' weaknesses instead of leveraging strengths; good development emphasizes building on existing talent.

What ‘good’ looks like isn’t a fully-trained workforce, but a *learning* workforce. It’s demonstrated by increased internal mobility (people moving into new roles), improved employee engagement scores related to growth opportunities, and ultimately, better business results linked directly to upskilled employees. You'll see managers proactively requesting development resources for their teams, and employees taking ownership of their own learning journeys.

Finally, remember the ESCO definition’s emphasis on feedback & reward. 'Develop staff' isn't complete without recognizing progress – celebrating successes (big or small) and linking development achievements to performance-based rewards. This reinforces a culture where growth is valued and incentivized, making your role more than just administrative; it becomes strategic.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
