Building employee competences is a key success factor in modern companies. The eighth step plays a decisive role in the KIROI model in particular, because this is where development processes are specifically designed. Companies that systematically support the development of employee competences create the basis for sustainable growth and competitiveness. This article shows how this process can be implemented in a practical and effective manner.
Employee competence development: a strategic link in KIROI step 8
In the eighth step of the KIROI model, there is a strong focus on the targeted development of skills. Here, employee skills development is not just a one-off event, but a continuous process. AI-based systems provide technological support for personalised development by analysing individual training needs and creating suitable offers. In this way, learning content is tailored precisely to the strengths and weaknesses of employees.
In the automotive industry, for example, advanced AI systems recognise the skills required for new production technologies at an early stage. Employees receive targeted training that prepares them step by step for upcoming challenges. In the logistics industry, similar technologies are used to provide drivers and warehouse staff with customised training, which reduces errors and increases safety. In the healthcare sector, this kind of customised skills development facilitates rapid adaptation to new medical standards and patient software.
Practical examples from different industries
BEST PRACTICE with one customer (name hidden due to NDA contract)This mechanical engineering company completely transformed its training programme: digital learning platforms and accompanying coaching are now used to continuously train employees to operate and maintain innovative machines. This has led to a sustainable improvement in employee skills, resulting in a measurable increase in productivity.
In the IT sector, companies rely on skills analyses that automatically recommend suitable e-learning courses based on project requirements. This keeps employees up to date with the latest programming languages and frameworks. Similarly, the financial sector benefits from AI-supported career paths that prepare employees specifically for management tasks and thus increase commitment and loyalty.
How companies successfully organise employee competence development
The success of employee competence development depends heavily on the involvement of managers. They play the role of learning guides who recognise individual potential and formulate development plans together with employees. Clear target agreements and regular feedback meetings are fundamental here.
Specific measures include coaching, workshops and project-related learning tasks that appeal to different types of learners. Companies in the service sector also rely on flexible learning formats such as microlearning in order to be able to react to changing requirements at short notice. In the manufacturing industry, progress reviews make learning progress visible and promote continuous development.
This approach not only strengthens individual competences, but also increases overall team performance. In particular because employees are motivated to play an active role in shaping the company through transparent career paths and recognised learning successes. Employee competence development therefore does not remain an abstract concept, but becomes tangible and tangible.
Tips for sustainable skills development in everyday corporate life
- Use competency models as a guide to recognise and structure individual development needs.
- Promote an open feedback culture that supports self-reflection and constructive dialogue.
- Integrate versatile methods such as coaching, mentoring, workshops and learning projects.
- Agree clear development goals with defined milestones in dialogue with employees.
- Work with real-life practical examples to facilitate the transfer from learning to professional application.
My analysis
Within the framework of KIROI Step 8, employee competence development is a key driver of sustainable corporate success. It makes it possible to combine strategic and individual development goals and promotes both employee motivation and loyalty. The use of digital technologies and personalised learning formats supports the effective implementation and tailored support of all learning phases.
Companies that systematically integrate the development of employee competences into their day-to-day management create better conditions for keeping pace with the challenges of the modern working world. Transparent communication and an actively organised learning culture pay off in particular. Employee competence development is therefore a central building block that provides impetus for innovation and productivity.
Further links from the text above:
Employee competence development: KIROI step 8 for ...
Employee skills development: KIROI Step 8 for managers
Skills development: importance and methods
KIROI Step 8: Employee competence development ...
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