Employee skills development is at the centre of modern HR strategies and is crucial for sustainable corporate success. Decision-makers in particular often ask themselves how they can optimise the potential of their teams and promote it in a targeted manner. KIROI Step 8 is about not only maintaining skills, but also actively and purposefully developing them further - and thus ensuring the future viability of the company.
Why employee skills development is so important for decision-makers
Many customers report that they are unsure how to systematically build employee competences during change processes. They often lack a clear picture of which skills are needed today and which could be relevant in the future. Skills development is not an end in itself, but a response to the changing demands of the market. It helps to increase quality, innovation and motivation in the team[3].
Examples from practice
A medium-sized industrial company carried out a detailed skills analysis and relied on targeted on-the-job training to teach new skills directly in the workplace. Employees benefited from immediately applicable knowledge and productivity increased measurably.
In another case, transruptions coaching supported a team in the service sector in establishing a feedback culture. Regular reflection sessions and individual coaching helped to strengthen both professional and methodological expertise in the long term.
An example from the healthcare sector: through job rotation, nursing staff familiarised themselves with different stations, broadened their horizons and developed a better understanding of the overall processes in the company.
Methods of employee competence development
Skills development is most successful when different approaches are combined. Traditional training courses and workshops impart theoretical knowledge, while practical formats such as project work or job rotation allow what has been learnt to be applied directly[5]. Digital learning platforms and e-learning enable flexible, individualised learning - regardless of time and place[7].
Coaching and mentoring are particularly effective when it comes to recognising personal strengths and developing them in a targeted manner[3]. External coaching, such as transruption coaching, provides professional support for teams and managers and gives valuable impetus for practical work.
Activating approaches for daily work
Sharing experiences in mastermind groups or regular case study presentations promote the transfer of knowledge within the team and strengthen social skills[1]. Self-organised learning, for example through research, podcasts or specialist articles, supports employees' personal responsibility[2].
Feedback cultures create transparency and help to make strengths and development potential visible. Peer learning initiatives, in which colleagues pass on their knowledge in a targeted manner, have also proven successful in many companies[3].
Structured implementation: from demand to sustainable development
Successful employee skills development begins with a well-founded needs analysis. Decision-makers should clarify which competences are needed today and in the future in order to achieve strategic goals[1]. The next step is to identify suitable employees and agree individual development plans.
The actual skills development then takes place through targeted measures - from training and coaching to practical training[1]. It is important to integrate the measures into everyday working life and to evaluate them continuously[9]. This is the only way to create sustainable benefits for the company.
Example from the IT sector
BEST PRACTICE with one customer (name hidden due to NDA contract) In a software company, a skills matrix was introduced that mapped all the relevant skills of the workforce. With the help of transruptions coaching, specific gaps were identified and tailored development programmes were implemented. Employees took part in internal hackathons, attended industry-specific workshops and benefited from regular feedback through coaching. After a year, not only technical expertise, but also team dynamics and innovative strength increased noticeably. Customer loyalty improved because employees were now able to respond more competently to individual requirements.
Challenges and solutions
Decision-makers often report a lack of time, budget restrictions or a lack of self-motivation in the team. These hurdles can be overcome by setting priorities, taking small steps and making successes visible. Digital tools can make skills development more efficient and reduce administrative effort[7].
It is important to actively involve employees and take their needs seriously. Only those who feel valued are committed to their own development in the long term. An open error culture and regular reflection also promote continuous learning within the company.
My analysis
Employee skills development is not a short-term project, but an ongoing process that strengthens the company in the long term. It promotes not only professional expertise, but also social and methodological skills, which are indispensable in a changing world of work[1]. Decision-makers who take this step consistently secure a clear competitive advantage and create a culture in which learning and development are firmly anchored.
Especially in times of digitalisation and demographic change, the targeted promotion of skills is becoming increasingly important[4]. transruptions-Coaching provides you with professional support in the implementation process and helps you to combine individual and corporate goals.
Further links from the text above:
- Skills development: definition + successful examples [1]
- 11 Employee development methods & benefits [2]
- Popular methods for developing the skills of company employees [3]
- Strategies, methods and practice - Prof. Dr Kai Reinhardt [4]
- Successful skills development: 9 tips and 3 levels [5]
- Successful skills development in 5 steps [9]
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