Building and developing employees' competences, or employee competence development for short, is one of the most important tasks in HR management. Effective methods and strategies are essential in order to promote the skills and strengths of employees in a targeted manner and make the company successful in the long term. In this article, we will look at the most important approaches and examples from the industry in order to successfully manage employee competence development.
Basics of competence management
Effective skills management begins with a clear definition of objectives and an analysis of current skills in the company. This includes identifying needs, analysing the requirements of different positions and developing a suitable competency model [2][4]. Such a model typically distinguishes between different areas of competence such as professional, methodological, social and personal competence [4].
Methods for skills development
There are several proven methods for the targeted development of employee competences. These include:**/on-the-job training, mentoring, coaching** and the use of case studies [3][5]. These methods enable employees to improve their skills in real work contexts or to develop further through feedback and individual support.
Another important aspect is **self-training**, in which employees develop and expand their competences independently. This is often achieved through the use of constructivism, which promotes employees' own initiative [5].
Strategies for building employee competences
Several strategic steps are important in order to successfully develop employee competences. These include determining requirements, identifying and promoting key employees and developing suitable development plans [5].
A key element is the **involvement of all stakeholders** in order to ensure the acceptance and practicality of the measures. This includes the involvement of managers, HR experts and the employees themselves [2].
Practical examples from the industry
One example of successful employee competence development is the implementation of **job rotation and project work**. These approaches enable employees to take on new roles and improve their skills in different contexts [3].
BEST PRACTICE with one customer (name hidden due to NDA contract) we supported the introduction of regular **workshops** and **mentoring programmes** in a medium-sized company. These measures enabled employees to significantly expand their social and professional skills. The results were not only measurable in terms of performance, but also in terms of increased employee satisfaction.
Effective tools for skills development
In addition to the methods mentioned above, **competence models** also play an important role in employee competence development. These models help to identify the relevant competences and group them into meaningful categories in order to systematically develop employees' skills [2][4].
**Assessment centres** and 360-degree feedback** are also effective tools for evaluating and promoting employees. They provide comprehensive insights into the strengths and weaknesses of employees and enable targeted development measures [2].
My analysis
To summarise, employee competence development is a decisive factor for the long-term success of a company. Through the targeted application of competence models, mentoring programmes and theory-practice methods, companies can effectively promote their employees and increase organisational performance. It is important that all stakeholders are involved in the development process in order to ensure a high level of acceptance and practicability.
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Popular methods for skills development
Competence model for successful personnel development
Successful competence development strategies
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