The targeted Employee skills development is indispensable for managers who want to strengthen their teams in the long term. In the eighth step of the KIROI model, the aim is to systematically promote the individual skills of employees. This phase offers valuable impulses on how competences can be further developed in a customised manner so that managers can effectively support change processes.
The importance of employee skills development in modern management processes
Managers are often faced with the challenge of recognising employee potential and developing it in a targeted manner. Particularly in dynamic industries, the Employee skills development methodically so that the organisation remains competitive in the long term. Various methods such as mentoring, coaching and project-orientated learning are used for this purpose.
In industry, managers are often faced with the challenge of combining technical expertise with social skills. For example, they support employees through internal workshops in which cross-team communication is trained. In service companies, success can be seen when technical training is combined with practical counselling. In the IT sector, agile learning formats are often used, which enable rapid adjustments and therefore bring employees' skills up to date in a timely manner.
Practical approaches for KIROI step 8 for employee competence development
The eighth step in the KIROI model focuses on strengthening managers as facilitators in skills development by designing individual learning paths with their employees. Here are some tried and tested examples:
- In the manufacturing industry, managers work with teams to develop specific training plans that combine technical knowledge and occupational safety. Employees benefit from practical exercises and continuous feedback.
- In the healthcare sector, managers are trained to support their employees in personal development meetings. This results in targeted measures to promote professional and social skills and prevent burnout.
- In the financial sector, managers support their teams in the use of digital tools through on-the-job training. They provide regular coaching that strengthens application expertise and promotes adaptability.
BEST PRACTICE with one customer (name hidden due to NDA contract) In a medium-sized company, KIROI Step 8 was used to implement a further development programme in which managers created individual skills profiles for their employees. This resulted in targeted training courses that were combined with face-to-face workshops. The result: a measurable increase in employee motivation and continuous improvement in the quality of work.
Tools and methods for successful skills development
In addition to traditional training courses, the focus is increasingly shifting to personalised development formats. Coaching and mentoring are central pillars of this. Managers can work together with experienced coaches or even act as internal mentors. Other effective tools include
- Job rotation: Employees change departments or tasks for a limited period of time and thus acquire a broader range of skills.
- Workshops: Practical events promote the direct application of new skills in team settings.
- Digital learning platforms: Flexible, self-directed learning supports individualised development needs and is particularly effective in global teams.
These methods make it possible not only to build up skills, but also to consolidate them and anchor them in everyday working life.
Making employee skills development sustainable - tips for managers
Successful Employee skills development is achieved through clear communication and regular dialogue. Managers should specify which competences are important for future challenges and actively involve employees in the planning process. The following tips will help:
- Use individual skills analyses to precisely identify strengths and areas for development.
- Establish a feedback culture that supports continuous learning and makes successes visible.
- Encourage independent learning through targeted programmes such as e-learning or peer groups.
An open dialogue with employees strengthens motivation and promotes acceptance of the measures.
My analysis
The Employee skills development as part of KIROI Step 8 emphasises the important role of managers as development facilitators. A combination of different tools and methods can be used to systematically promote individual skill profiles. The examples from various industries show how practice-orientated measures can create sustainable added value. Those who consciously take this step not only support the personal development of their employees, but also strengthen the entire organisation for future challenges.
Further links from the text above:
[1] Popular methods for skills development
[2] 11 Employee development methods
[3] Competence development: definition + examples
[5] Successful skills development - tips and methods
[9] Skills development: importance and methods
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