The targeted Employee skills development is one of the most important strategic tasks for companies in order to position themselves for the future. The eighth step of the KIROI model offers a well-founded structure to support this development in the long term. Companies from a wide range of industries are increasingly relying on this systematic support to promote existing talent and tap into new potential.
Structured employee skills development with KIROI Step 8
The focus of KIROI Step 8 lies in the structured support of competence development. The aim is to develop employees' professional, methodological and social skills in a targeted and planned manner. This creates sustainable added value that has a positive impact on the entire organisation.
A tried and tested approach combines various learning formats that have proven themselves in practice many times over:
- Training on the job: Learning directly on the job by experienced colleagues or with the help of project work.
- Training near the job: In-house seminars and workshops to teach theoretical principles with direct practical relevance.
- Training off the job: External workshops, e-learning programmes and coaching to broaden professional and methodological horizons.
Companies in the manufacturing industry often use mentoring programmes in which experienced employees pass on their knowledge directly. In the IT sector, AI-supported learning platforms are increasingly being used to support individual learning. In the retail sector, on the other hand, job rotation is an effective way of developing employees in a wide range of areas.
BEST PRACTICE with one customer (name hidden due to NDA contract) A medium-sized technology group combined on-the-job training with mentoring. Feedback from employees showed a significant improvement in methodological skills and increased confidence in working independently on complex projects.
Practice-orientated methods in employee skills development
A combination of different methodological approaches is used in the implementation of employee skills development. Three central methods are particularly effective:
- Self-directed learning: Employees work independently to expand their skills. This encourages individual commitment.
- Exchange of experience: Feedback rounds, mastermind groups and peer coaching sessions strengthen the exchange of knowledge and motivate further development.
- Experience-orientated learning: Specific tasks and challenges enable direct learning experiences and reflection.
As an example, a mechanical engineering company uses project work to promote leadership skills. Role plays and simulations in workshops are used to strengthen technical and social skills in equal measure. In the financial sector, employees benefit from individual learning paths that they can complete flexibly with the help of digital platforms. In the logistics sector, job rotation helps employees to familiarise themselves with different areas of responsibility and thus increase their flexibility.
Accompanying coaching as the key to sustainable development
Accompanying coaching is a central component of employee skills development in the KIROI model. It offers individualised support to promote strengths and overcome challenges in a targeted manner. In this way, the development of competences is promoted precisely where there is the greatest need.
An example from the IT sector shows how regular coaching sessions not only enhance technical skills, but also strengthen team communication and collaboration. In a manufacturing company, coaching helps to better master change processes. In a retail company, a combination of coaching and job rotation enables the targeted promotion of leadership skills and personal development.
BEST PRACTICE with one customer (name hidden due to NDA contract) A mentoring programme interlinked with on-the-job training was introduced in a medium-sized industrial company. Employees reported that this systematic support improved their methodological and social skills and helped them to manage more complex tasks more independently.
Tips for decision-makers on successful employee skills development
It is crucial for managers and decision-makers to understand employee skills development as a continuous process. Here are a few practical recommendations:
- Carry out a systematic needs assessment in order to define clear development goals.
- Use a combination of different learning formats for balanced skills development.
- Implement regular feedback to track progress and adapt learning processes.
- Promote an open learning culture that supports collaboration and knowledge sharing.
- Rely on practical methods to closely link theory and application.
Companies that take this approach often report greater motivation among their employees and improved adaptability to change.
My analysis
The Employee skills development is proving to be an indispensable component of sustainable corporate strategies. The eighth step in the KIROI model supports companies in implementing this development in a targeted and systematic way. By combining practical learning formats, individual coaching and a supportive learning culture, employees can realise their potential. The diverse examples from the mechanical engineering, IT and retail sectors show how different and effective these approaches can be. Employee skills development is therefore a key lever for successfully mastering future challenges and strengthening competitiveness.
Further links from the text above:
Mastering employee development: focus on KIROI step 8
Employee skills development: how KIROI step 8 works
Employee skills development: KIROI step 8 for decision-makers
Employee skills development as a success factor - KIROI
Skills development: definition + successful examples
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