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Development of staff by Human Resources (HR) department in any organisation is crucial to implement its strategy, operations, goals and for eventual success. Similarly, in Higher Education Institutions (HEIs), the Middle Managers (MM) are drivers who execute an organisation vision, mission and contribute towards its desired attainment. MM job titles at faculty level include Deans, Head of Departments, Subject leaders and Principle lecturers/Programme leaders. However, evidence from contemporary literature, changes and challenges transpiring in the HEIs sector is influencing and generating tremendous pressures and workloads for MM to work effectively and efficiently in their respective roles. Therefore, the fortitude of this study is to explore this phenomenon and capture true MM Development Needs (DN) and propose a conceptual model. In stage one (qualitative stage), a semi-structured interview protocol was derived from 2 pilot semi-structured interviews and a literature review theoretical model. A meso case study (subcases and individual embedded cases) of a UK Post 1992 university was conducted with 23 semi-structured interviews lasting an hour each. 14 interviews were analysed in rich detail. The major findings depict 251 themes from the qualitative data analysis categorised under six main categories. To validated and cross-compare the themes, nine collected interviews were audio listened to verify and validate the findings. This study seeks to contribute to middle management theory and narrow the gap existing in HEI management development programme provision and align with middle managers requirements via proposing structured, relevant programmes to be implemented by human resources.

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