Targeted employee development is a high priority for companies in order to promote talent in the long term and secure competitive advantages. The focus on KIROI step 8 shows how important it is to build up competences in a structured manner and to support development prospects in the long term. Employee development thus creates potential for both employees and the organisation.
Organising employee development in a structured way with KIROI Step 8
The eighth step within the tried-and-tested KIROI model focuses on **structured support for skills development**. In this way, companies systematically support their employees in expanding their technical and methodological skills. The mix of different learning formats, such as on-the-job and off-the-job training, promotes targeted learning both on and off the job.
For example, experienced employees in production technology companies can be deployed as mentors who pass on their knowledge directly at the workplace. At the same time, theoretical principles are taught in in-company seminars. In addition, external workshops and e-learning programmes help to broaden horizons.
BEST PRACTICE at a customer (name concealed due to NDA contract): A mentoring programme combined with practical on-the-job training was introduced at a medium-sized technology company. Employees reported that this direct support significantly improved their methodological skills and enabled them to work on complex assignments more independently.
Practical examples from various industries
In mechanical engineering, further training programmes for industrial foremen are standard in order to prepare specialists specifically for management roles. These consist of academic courses accompanied by practical learning workshops and coaching sessions. Such measures support individualised employee development and help to secure the next generation of managers in the long term.
The integration of artificial intelligence is also becoming increasingly important in the IT sector. Systems automatically recognise deficits and recommend personalised learning content. In this way, employees can use AI-supported platforms to expand their skills in programming languages in a targeted manner and remain marketable.
Job rotation is common in retail, where employees rotate through different departments. In doing so, they gain a wide range of experience and develop key competences beyond their original area of responsibility. This practical learning promotes flexibility and prepares employees for broader responsibilities.
Employee development: tips for implementation in the company
In order to successfully establish employee development, a combination of different formats is recommended. Companies should pay attention to this:
- Promote on-the-job training, where learning takes place through daily tasks and project work.
- To offer seminars and workshops tailored to individual development needs.
- Using external coaches as companions to visualise potential and overcome challenges.
- Use digital learning platforms that enable personalised learning paths.
- Conduct regular employee appraisals to determine the current situation and agree objectives.
Another tried-and-tested example is mentoring, in which experienced specialists accompany new colleagues through their first steps in the company. They provide valuable impetus and help to build trust and expertise.
Technology supports employee development
Artificial intelligence is increasingly offering opportunities to organise employee development more efficiently. For example, AI-supported tools analyse skills and recommend tailored further training opportunities. This enables personalised support through digital learning solutions that adapt dynamically to requirements.
In the financial sector, such systems help to make career paths more transparent. This gives employees a better understanding of their development opportunities and keeps them motivated. At the same time, automated HR assistance relieves teams of administrative tasks and creates space for strategic personnel development.
My analysis
Employee development is multidimensional and requires customised support. KIROI Step 8 illustrates the importance of structured and multifaceted support for skills development in order to strengthen employees in a targeted manner and retain them in the long term. Tried-and-tested methods such as on-the-job training, coaching, mentoring and digital learning formats complement each other perfectly.
Companies that consistently pursue this approach create a working environment in which employees can fulfil their potential. In this way, employee development not only supports the individual, but also the success of the entire company in the long term.
Further links from the text above:
[1] Employee skills development: KIROI step 8 for decision-makers
[2] Personnel development: goals, measures and practical examples
[3] KIROI step 8: Strengthen employee development in a targeted manner with AI
[4] Employee development: 5 concepts, examples & tips
[6] The 10 best examples of employee development plans
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