The development of employee skills plays a key role in the sustainable success of companies. Especially in times of rapid digitalisation and change, targeted measures to develop employees' skills and abilities are becoming increasingly important. In this way, employee competence development helps to make the workforce fit for current and future challenges and to achieve operational goals more efficiently.
Building employee expertise as a strategic provision for the future
Companies from a wide range of industries are increasingly investing in the continuous development of employee skills. This enables them to secure their innovative strength and competitiveness. An example from the mechanical engineering sector: many companies in this sector use targeted training and practical courses to keep technical expertise up to date and familiarise employees with new technologies.
Building employee expertise also plays a key role in the IT sector. Employees receive individual coaching to learn agile methods and manage complex projects efficiently. In the service sector, companies promote communication and problem-solving skills through methodical training, which leads to better customer service.
In this way, employee competence development not only expands specialist knowledge, but also important social and methodological skills.
Effective methods to promote the development of employee competences
There are many tried-and-tested approaches to providing employees with competent support for their tasks. Three central levels can be distinguished:
Practice-orientated learning
At the action level, employees learn best in their direct working environment. Examples include job rotation in the healthcare sector, project work in the automotive industry or on-the-job training at software companies. In this way, employees acquire new knowledge through active application and reflect on it immediately.
Coaching and mentoring
Individual support from experienced coaches helps employees to realise their personal potential and overcome challenges in a targeted manner. One example is the onboarding of new managers in the financial sector with accompanying coaching sessions. Or mentoring programmes in the skilled trades, where old hands pass on their knowledge to young employees.
Structured further training
Traditional seminars, workshops and e-learning modules complement learning through experience. In the pharmaceutical industry, for example, employees are regularly trained in quality management, while in the tourism sector the focus is on service and foreign language skills. The combination of theory and practice improves implementation in everyday life.
BEST PRACTICE with one customer (name hidden due to NDA contract) A modular skills development programme was introduced in the manufacturing industry to gradually familiarise employees with new digital production processes. The combination of practical workshops, accompanying coaching and targeted learning videos led to noticeable increases in efficiency and higher employee motivation.
Important competences in the focus of employee competence development
It is worth taking a broad view of the concept of competence and considering methodological and social competences in addition to specialist knowledge.
- Expertise: Expert knowledge and technical know-how in the respective industry, e.g. IT security expertise or financial knowledge.
- Methodological expertise: The ability to approach work processes in an organised manner, evaluate information and solve problems systematically. Marketing agencies teach this through project management training, for example.
- Social competence: Communication skills, teamwork and conflict resolution - for example in social professions or for sales staff.
An employee competence development strategy that takes all areas into account creates an environment for the best possible development. Companies often report that employees become more self-confident and can act more independently as a result.
Practical example of methodological expertise
A marketing team implemented systematic learning formats in which employees try out new digital tools and present their results in internal meetings. This improved information processing and promoted the exchange of knowledge in the long term.
Strategic support through transruption coaching in employee competence development
transruptions coaching provides companies with targeted support in developing employee competences. It supports managers and employees in developing individual strengths and dealing with change processes.
Typical topics include the integration of new technologies, the development of agile methods and the improvement of team communication. It is important that the coaching acts as a catalyst and supports specific solutions tailored to the company.
BEST PRACTICE with one customer (name hidden due to NDA contract) As part of a digital transformation project, transruption coaching was used to increase acceptance of the new way of working. The coaching helped to reduce uncertainties and initiate individual development in a targeted manner. Employees reported greater self-efficacy and better collaboration.
My analysis
Developing employee expertise remains one of the central pillars of long-term business success. It requires a combination of customised training, practical learning and targeted support. The integration of methodological and social skills is particularly valuable, as these promote the handling of dynamic requirements.
Companies that rely on innovative coaching formats - such as transruptions coaching - create a motivating environment for continuous development. This creates impulses that strengthen employees and make the organisation fit for the future. Building employee expertise is a process that needs to be constantly monitored and adapted in order to be able to react to changes.
Further links from the text above:
Successful skills development: 9 tips and 3 levels
Methodological expertise: Why it is crucial for your success
Formats for building expertise in companies
Popular methods for developing employee competences
Competence management - definition, advantages and models
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