Employee skills development: the key to sustainable HR development
Employee skills development plays a central role in modern organisations. It supports decision-makers in systematically promoting the individual skills of employees and at the same time ensuring the long-term competitiveness of the organisation. With a clearly structured approach, competences can be strengthened in a targeted manner and adapted to the requirements of dynamic working environments.
Why employee skills development is essential for decision-makers
Decision-makers are repeatedly faced with challenges that cannot be fully mastered with existing knowledge and skills. Employee skills development provides valuable impetus here and supports processes for implementing new ways of working. Targeted qualification measures can identify and close skills gaps, which not only increases the individual performance of employees, but also strengthens the overall team dynamic.
In the manufacturing industry, it is often the case that the introduction of digital systems without accompanying skills development leads to uncertainty and rejection. With the help of systematic skills development, however, employees are able to accept new technologies and utilise them productively. For example, training in digital quality management measurably increases product quality and promotes employee engagement.
Methods of employee competence development as practical support
Various methods can effectively support employee skills development. Coaching offers individualised support that addresses specific challenges and develops practical solutions. Mentoring is also used, in which experienced specialists or managers pass on their knowledge and promote dialogue. Further education and training also play an important role when it comes to imparting new skills in a targeted and structured manner.
In the service sector, one company relied on regular workshops to strengthen digital skills. As a result, new software tools could be introduced without any problems and the teams felt more confident in dealing with technology, which made the entire change process easier.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)
As part of a digitalisation project, employees' methodological skills were systematically developed. Agile working methods were gradually introduced, which significantly improved collaboration, even in virtual teams. Coaching accompanied the process with regular feedback sessions and helped to successfully establish the cultural change.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)
In the digitalisation of customer service, the focus was on promoting social and communication skills. Employees learnt how to handle customer concerns effectively and deal confidently with new communication channels. The support adapted flexibly to the challenges faced by employees and established sustainable skills development.
The importance of the manager in employee skills development
Managers have a special responsibility when it comes to developing employee competences. They themselves need continuous support in order to fulfil their role as promoters and initiators. A combination of coaching, mentoring and practical training enables them to better support the individual development of team members and thus improve team performance.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)
A manager in the IT sector was supported over several months through individual coaching. The coaching focused on analysing strengths and improving communication skills within the team. This encouraged more open feedback in meetings and brought about a noticeable positive change in collaboration.
How decision-makers can sensibly organise employee skills development
The design of employee skills development requires a holistic approach that encompasses both professional and social skills. Decision-makers should focus on supporting learning processes flexibly and in line with employees' needs. Instead of making promises of effectiveness, what counts above all is the provision of impulses that support self-organisation and personal responsibility.
It is equally important to understand change as a continuous process that is characterised by repeated feedback and adjustments. This is the only way to create a sustainable culture of open learning and feedback that motivates employees and makes companies fit for the future.
My analysis
Employee skills development is a key lever for strengthening companies in a rapidly changing world of work. Decision-makers are faced with the task of systematically promoting individual and collective skills in order to remain value-adding. Accompanying support through methods such as coaching, mentoring and in-depth training is proving to be effective and sustainable. The effect is particularly evident where competences are expanded in a practical way and communicated openly. Projects with long-term support motivate employees, promote cooperation and facilitate change processes.
Further links from the text above:
Employee training: Strengthening specific competences with KIROI 8
KIROI Step 8: Employee skills development for managers
SEO in recruiting: tips for better findability
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