This master thesis concentrates on challenges for companies caused with the development of competences. The requirement for flexibility and rapid implementation is essential within the business processes. The development of competences is to be realized by the employees, while the company can achieve a beneficial influence by forming the framework. The research question of this master thesis deals with the practical implementation by the company: Which framework has to be generated in order that employees can develop their competences. The aim is to generate the necessary theoretical background in the development of competences from a company point of view as well as from an individual person. Therefore, an exemplification of learning organization is generated. A learning organization is influenced by the structure and culture of the company. Various forms of learning can be realized within a company, which have to be supported and promoted by the organization. A learning organization consists of individual, collective and organizational learning. The combination of individual and organizational learning leads to a learning organization which creates the basis for the development of competences. The individual influence is responsible for successful implementation. For this purpose, the main focus is on self-control, which is dependent on motivation and reflection willingness of employees. In addition, the ability, desire and permission to the individual and the organization are bound. Finally, measures are introduced that are available by personnel development. Therefore, two selected instruments which can lead to successful development of competences are compared. Coaching and mentoring are measures which promote self-control of employees, however, are controlled by the organization. Both methods can help build skills, but have a different objective.