Strengthening employee expertise in a targeted manner - a decisive factor for sustainable success
Employee expertise is an essential basis for making companies fit for the future. Time and again, managers turn to us with the desire to systematically develop the skills of their teams. This is not just about pure expertise, but also about the ability to react flexibly to change and help shape innovative solutions. Strengthening "employee competence" in a targeted manner means combining processes, knowledge transfer and individual support.
Holistic approaches for sustainable employee competence development
The development of employee competences is most effective when different methods are combined. For example, our clients often report good experiences with learning-by-doing. This means that employees gain important insights through active participation in projects or through job rotation models in which they discover new areas of responsibility. This practical learning is supplemented by workshops in which theoretical principles are deepened and current trends are discussed. In addition, customised coaching sessions offer individual support that focuses on personal strengths. This creates a learning-friendly environment that caters to different types of learners.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract) A company from the manufacturing industry was looking for support in the development of a new product. The employees were specifically supported through skills analyses, received practical workshops and took part in job rotation. The development was also supported individually through coaching. The result was a significant increase in employee expertise, which played a key role in the success of the project.
These diverse approaches help companies to continuously develop employee expertise and make them fit for the future. The interlinking of different learning formats creates a sustainable effect that strengthens not only individuals, but the entire team.
Promoting leadership skills as part of employee competence
A particular focus is often on developing leadership skills. Our clients report positive experiences with mentoring programmes in which experienced managers support junior staff. Trainee programmes help to prepare young talent for management tasks at an early stage and retain them in the company in the long term. Training on the job offers direct practical relevance here by allowing managers to grow directly in their environment. Rotation programmes are also helpful for getting to know new specialist areas and thus promoting an understanding of company-wide interrelationships.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract) A medium-sized company supported its managers as part of an individual coaching programme. The process was supported by internal mentoring sessions and workshops on current leadership topics. This combination of practical experience and personal support led to a sustainable increase in employee competence at management level and increased the managers' self-confidence in dealing with change processes.
Such programmes strengthen employee skills in key positions and thus ensure the competitiveness and flexibility of companies.
Integration of digital skills development into the employee competence process
Digital skills have become an integral part of everyday working life. This is why many companies report that they are increasingly relying on online courses, virtual training and digital learning platforms to strengthen their employees' skills. These formats allow a high degree of flexibility and can be customised to the individual needs of employees. In agile working environments in particular, digital tools promote dialogue and collaboration regardless of time and place.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract) A service provider from the IT sector introduced a learning portal that offers a wide range of online seminars and microlearning units on digital topics. This is accompanied by regular webinars and individual coaching sessions. This enabled employees to develop their digital expertise in a targeted manner and help shape new projects in an innovative way.
Digital learning opportunities offer a valuable addition to traditional employee skills development and support the sustainable development of the workforce.
My analysis
Employee skills can be effectively strengthened through a balanced interplay of practical orientation, individual support and theoretical training. Experience from a wide range of industries shows that sustainable progress can only be achieved through this holistic approach. Targeted skills development opens up new perspectives for individual development and at the same time promotes corporate change. Those who focus on this combination create the conditions for long-term success.
Further links from the text above:
[1] KIROI step 8: Building employee expertise for future success
[3] KIROI Step 8: Building employee competences for managers
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