Employee skills development is a key lever for making companies fit for the future. It helps organisations to systematically promote individual skills and align them with strategic goals. In today's dynamic working world, employee competences are becoming increasingly important as they make a significant contribution to increasing efficiency, motivation and innovative strength.
Understanding the basics of employee competence development
The development of competences among employees involves the conscious expansion of knowledge, skills and abilities. This process integrates technical as well as social and methodological competences. For example, employees in the manufacturing industry benefit from learning how to operate new machines through targeted training, while in the service sector soft skills such as customer communication and problem-solving skills are strengthened.
There are many different methods for developing employee skills, ranging from traditional workshops and practical training to individual support through mentoring or coaching. For example, internal mentors in the IT sector enable less experienced colleagues to deepen their knowledge of agile methods. In logistics, on-the-job training is promising, as employees can learn and apply new processes directly in their daily work.
Targeted promotion of employee skills development: Practical approaches
Targeted development is only possible if companies first analyse the current skills level of their employees and compare it with the requirements of the future. In the metal industry, for example, the digital skills required to operate new production systems are regularly analysed and how employees can develop these skills.
Customised development plans can be created based on this. One company from the retail sector, for example, has introduced special coaching programmes that support employees in improving their advisory skills and sales techniques. E-learning programmes can also be used to enable flexible further training - for example for sales representatives in the pharmaceutical sector who are often on the road.
Holistic development also includes on-the-job training. An example of this is a project in the construction industry, where employees temporarily take on different areas of responsibility in new teams in order to expand their expertise and strengthen team skills at the same time. Such initiatives promote not only professional but also social learning.
Best practice: Individual support through transruption coaching
Transruption coaching can support the development of employee competences by providing guidance during complex change processes. For example, a medium-sized mechanical engineering client successfully expanded its management development competences with the support of transruptions coaching. The individualised support helped to overcome uncertainties and establish new management approaches.
BEST PRACTICE with a customer (name hidden due to NDA contract): As part of a transruption coaching programme, employees from the IT department were empowered to apply agile methods with confidence. Individual development ensured greater personal responsibility in projects and thus contributed to faster decision-making processes.
BEST PRACTICE with a customer (name hidden due to NDA contract): In a large logistics company, team communication was strengthened through targeted workshops as part of employee skills development. The coaching helped to introduce new conflict resolution strategies, which measurably improved cooperation.
BEST PRACTICE with a customer (name hidden due to NDA contract): A retail company used transruptions coaching to introduce digital sales tools. Employees received personalised support in using the new technology, which increased acceptance within the team and had a positive impact on sales.
Tips for successful employee skills development
Successful skills development is achieved through several important building blocks:
- Clear definition of the desired competences based on the corporate strategy
- Employee involvement through individual development plans
- Combination of different methods such as mentoring, on-the-job training and workshops
- Continuous review and adjustment of measures through feedback and performance assessment
- Creating learning spaces in which employees can also make mistakes and learn from them
For example, a technology company has established regular innovation workshops in which teams test new ideas and gain expertise in innovation management. In the service sector, teams benefit from regular peer coaching for a better communication culture.
My analysis
Employee skills development is an ongoing, systematic process that enables employees to develop professionally and personally. Numerous methods, from traditional training to innovative coaching approaches such as transruption coaching, support this process. Companies from a wide range of industries benefit from this because it not only promotes the satisfaction and motivation of their employees, but also strengthens their competitiveness. It is important to personalise the coaching and to dovetail it closely with the company's goals.
Further links from the text above:
Popular methods for skills development - Mentiway
Skills development: Definition + successful examples - karrierebibel.de
Successful skills development in 5 steps - Evermood
Successful skills development: 9 tips and more - Easy LMS
Competence development: Meaning and methods - Personalberatung.de
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)