Employee skills development: KIROI step 8 for decision-makers

The targeted Employee skills development is a key success factor for companies. In the eighth step of the KIROI model in particular, it becomes clear how crucial structured support for the development of competences is. Decision-makers receive valuable impulses to systematically promote employees and at the same time closely link the company's goals with individual potential.

Employee skills development in KIROI step 8: Structured support for learning processes

The eighth KIROI step focusses on a Structured support for the development of expertise through a variety of learning formats. Companies combine on-the-job training, near-the-job training and off-the-job training, for example, in order to fulfil different learning needs and enable sustainable development. A balanced mix of practical learning directly at the workplace, internal seminars and external training programmes has proven its worth.

A practical example from production: experienced specialists take on the role of direct learning guides in a mentoring programme. They impart practical knowledge directly in the work process. At the same time, in-house workshops are offered to supplement methodological and theoretical skills. Employees also take part in external training courses, for example on new technologies or quality standards.

The effectiveness of this structured support is also evident in the IT sector. Artificial intelligence helps to create customised learning paths. Employees receive automated recommendations on which programming languages or frameworks are useful to better fulfil current project requirements. In this way, employee skills development is promoted in a precise and targeted manner.

Practical examples of targeted skills development in various sectors

Structured training programmes for future managers are common in mechanical engineering. Industrial foremen go through academic courses, practical workshops and individual coaching. This combined form of learning optimally prepares them for complex management topics and supports their personal development.

Job rotation is a tried and tested method in the retail sector: employees gain experience in different departments. This broad-based learning broadens individual competences and promotes adaptability to changing areas of responsibility.

Financial services companies are recognising the importance of transparent career paths. AI-supported systems help to analyse qualification profiles and recommend individual development steps. This method strengthens employee loyalty and motivates through realisable prospects.

BEST PRACTICE with one customer (name hidden due to NDA contract)A medium-sized technology company implemented a mentoring programme combined with practical on-the-job training. Employees report that this direct support has significantly improved their methodological skills. This has resulted in greater self-confidence and the ability to work independently on complex projects.

Key components of employee skills development

Decision-makers can provide targeted support for employee skills development through various measures:

• Identification of individual and corporate skills requirements through comprehensive analyses.
• Promoting self-learning processes and collaborative forms of learning that strengthen exchange within teams.
• Integration of coaching and mentoring for individual support, which provides impetus for personal strengths and development potential.
• Use innovative technologies, especially AI-supported learning platforms, to personalise learning experiences and make them more efficient.
• Networking different learning settings so that theoretical knowledge can be transferred directly into daily practice.

A combination of these elements promotes the sustainable expansion of professional competence, social competence, methodological competence and self-competence - the four central dimensions of any employee competence development.

Recommendations for decision-makers

To successfully implement the eighth KIROI step, it is advisable to plan learning processes well and provide continuous support. The following tips will help:

• Determination of requirements: Analysis of current competences and future requirements as a basis for targeted development measures.
• Added value through combination: Combine different learning formats to optimally cater for different learning styles.
• Coaching as individual support: Supportive discussions enable personal strengths to be recognised and help overcome challenges.
• Integrate technology: Use AI-supported tools to analyse and recommend learning needs in order to increase efficiency.
• Ensure practical relevance: Apply acquired knowledge quickly in everyday working life and thus increase the sustainability of the learning process.

This makes it possible to support employees competently and retain them in the long term.

My analysis

Employee skills development is an ongoing and strategically important task for companies. KIROI Step 8 provides valuable impetus for structured support in skills development. Decision-makers benefit from a mix of practical learning formats, coaching and intelligent technologies. This combination supports employees in developing relevant skills, increases their self-efficacy and has a positive impact on the organisation's competitiveness.

The examples from production, IT, retail and the financial industry show how diverse and practical employee skills development can be. Decision-makers benefit from proven methods that promote individual potential and at the same time strengthen the company's strategic goals. Sensible support and encouragement in line with KIROI Step 8 is therefore a key component of successful personnel development.

Further links from the text above:

Mastering employee development: focus on KIROI step 8
Employee skills development: KIROI step 8 for decision-makers
Employee skills development: KIROI step 8 at Sauldie
Skills development: definition + successful examples
Successful skills development in 5 steps

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