---
esco_uri: http://data.europa.eu/esco/skill/e54ff029-1ce9-447d-a5b2-eb7283a23e6e
esco_label: "train employees"
relation: essential
onet_soc: 13-1082.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# train employees — Project Manager

As a Project Manager, 'training employees' isn’t about formal classroom sessions alone – it’s woven into *how* you deliver the project. It means proactively identifying skill gaps within your team related to specific tasks (e.g., new software, Agile methodology, risk assessment) and addressing them *just in time*. This often looks like quick ‘lunch & learns’, pairing junior members with experienced ones for shadowing, or creating short how-to guides/videos focused on project-specific processes. Think less 'HR training' and more 'enabling my team to successfully complete this deliverable'.

Typical tasks include onboarding new team members to the project’s tools (Jira, MS Project, collaboration platforms), explaining specific workflows you’ve established (change request process, reporting cadence), or upskilling existing staff on techniques like sprint planning or stakeholder communication. Tools used are often internal knowledge bases (Confluence, SharePoint), screen recording software (Loom, QuickTime), and the project management platform itself for task assignment & progress tracking. A key part is *demonstrating* skills – showing someone how to use a tool is far more effective than just telling them.

A common pitfall is assuming everyone has the same baseline knowledge. Failing to assess individual skill levels upfront leads to frustration and rework. Another is 'death by PowerPoint' - lengthy, theoretical training that doesn’t translate into practical application on the project. Good looks like a team consistently delivering quality work *because* they understand not just *what* needs doing, but *how* to do it efficiently within the project context. It also means fostering a culture of continuous learning where people feel comfortable asking questions and sharing knowledge.

Finally, remember training isn’t always about hard skills. A significant portion is 'soft skill' development – coaching team members on conflict resolution during disagreements, providing constructive feedback, or helping them improve their presentation skills when communicating with stakeholders. This requires emotional intelligence and the ability to adapt your approach based on individual needs and learning styles.

## Weitere Anreicherung

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