Employee skills development is a decisive factor for companies that want to remain competitive in the long term. With KIROI Step 8, targeted structures can be created that enable employees to receive sustainable and individualised support. This supports the development of personal skills and the transfer of responsibilities, which often leads to significantly improved performance across the entire team.
Employee skills development with KIROI Step 8: Efficient support for success
The eighth step of the KIROI model focuses on the systematic support of competence development. Companies from various sectors report on how they use this phase to specifically promote employees and achieve corporate goals at the same time. In the manufacturing industry, for example, companies are increasingly relying on mentoring programmes in which experienced employees pass on their knowledge in a practical way. At the same time, workshops and on-the-job training programmes are used to make the learning process dynamic.
In the financial services sector, employee skills development is supported by individual learning paths. Digital tools and AI-supported systems help to automatically recognise specific training needs. Employees thus receive customised training and coaching offers that expand their skills in a targeted manner. In the retail sector, companies are increasingly using job rotation programmes so that employees can get to know different areas and expand their methodological skills.
This combination of practical experience and structured learning measures exemplifies the added value of KIROI Step 8, which provides managers with the tools to support employee skills development efficiently and sustainably.
Diversity of methods as the key to targeted employee skills development
The variety of methods within KIROI Step 8 makes it possible to optimally meet individual and organisational requirements. Coaching, mentoring and workshops are among the central approaches. Coaching, for example, supports managers in developing talent in a targeted manner and mastering difficult tasks. Mentoring, on the other hand, offers young employees from sectors such as IT or technology valuable guidance and promotes practical learning.
Job enrichment and job rotation are also tried and tested methods. In the mechanical engineering industry, for example, employees rotate between different departments, which increases their professional and social skills. At the same time, they improve their ability to adapt to changing requirements. Target agreement meetings also help to concretise individual development goals and make them measurable.
Continuous communication is also an important aspect. Regular feedback rounds and transparent dialogue strengthen trust and help to identify and address development needs at an early stage.
Practical examples from employee competence development
In the healthcare sector, a team leader implemented monthly feedback sessions that offer employees space for personal concerns. This resulted in individualised learning paths that are tailored to real needs. In the IT sector, companies organise workshops and coaching sessions to further develop skills and strengthen teamwork. In the manufacturing industry, companies are increasingly focussing on on-the-job training, which takes place directly at the workplace and thus enables rapid learning progress.
BEST PRACTICE with one customer (name hidden due to NDA contract) A medium-sized company in the technology sector combined mentoring with practical training in the workplace. Employees appreciated the direct support and reported improved methodological skills and greater personal responsibility when working on complex tasks.
Tips for the successful implementation of employee skills development
Managers can promote employee skills development with a few simple but effective measures. Firstly, individual skills profiles should be created in order to visualise strengths and areas for development. Building on this, clear development goals with defined milestones help to make learning progress measurable. Equally important is an open feedback culture that encourages self-reflection and personal initiative.
The integration of different learning formats, such as face-to-face seminars, digital learning platforms and project work, appeals to different types of learners. This creates motivation and supports sustainable learning. In addition, managers can ensure that skills are kept up to date and current requirements are met through regular assessments.
The targeted support provided by KIROI Step 8 can thus provide impetus for effectively integrating employee competence development into the day-to-day running of the company. It not only strengthens individual employees, but also promotes the cohesion and performance of the entire team.
My analysis
Employee competence development is a multi-layered process that contributes significantly to the success of a company. The eighth step of the KIROI model offers valuable tools to support this process in a structured and targeted manner. By combining practical methods, individual support and intelligent technology, organisations can specifically help their employees to develop further and better meet challenges. This systematic support has a positive effect on motivation, loyalty and ultimately on overall performance.
Further links from the text above:
Mastering employee development: KIROI step 8
Employee competence development: KIROI step 8 for ...
Mastering employee development: focus on KIROI step 8
KIROI Step 8: Employee competence development ...
Employee skills development for decision-makers - KIROI
For more information and if you have any questions, please contact Contact us or read more blog posts on the topic Artificial intelligence here.
Deutsch 
English (UK)