{"id":347950,"date":"2024-08-10T00:13:23","date_gmt":"2024-08-09T22:13:23","guid":{"rendered":"https:\/\/sauldie.org\/de\/mitarbeiterkompetenzentwicklung-kiroi-schritt-8-2\/"},"modified":"2024-08-10T00:13:23","modified_gmt":"2024-08-09T22:13:23","slug":"employee-competence-development-kiroi-step-8-2","status":"publish","type":"post","link":"https:\/\/sauldie.org\/en\/employee-competence-development-kiroi-step-8-2\/","title":{"rendered":"Employee skills development: Strengthening sustainable skills with KIROI Step 8"},"content":{"rendered":"

Targeted employee skills development plays a key role in the long-term success of companies. The KIROI model, in particular step 8, can be used to strengthen and systematically expand competences in the long term. Companies and employees benefit from structured support that promotes professional and methodological skills and optimally develops individual potential.<\/p>\n

Employee skills development with KIROI Step 8: A structured approach<\/h2>\n

The eighth step in the KIROI model focuses explicitly on structured support for skills development. In this way, companies support their employees in continuously expanding their skills and using customised learning formats. The combination of on-the-job training, off-the-job measures and coaching makes it possible to organise learning content in a practical and individualised way.<\/p>\n

In the manufacturing industry, for example, there are mentoring systems in which experienced employees pass on their knowledge directly at the workplace. At the same time, seminars deepen basic specialist knowledge and external workshops expand methodological skills. E-learning platforms with AI-supported learning needs analyses are also effective tools for developing employee skills.<\/p>\n

BEST PRACTICE at a customer (name concealed due to NDA contract): A mentoring programme combined with practical on-the-job training was successfully introduced in a medium-sized technology company. The employees reported that this direct support enabled them to significantly improve their methodological skills. As a result, they are now able to process complex orders independently and confidently.<\/p>\n

Practical examples from various industries<\/h3>\n

In mechanical engineering, the focus is on further training programmes for specialists and managers. These include academic courses, practical workshops and individual coaching sessions. These measures support sustainable employee skills development and secure the next generation of managers.<\/p>\n

In the IT sector, artificial intelligence supports development through personalised learning opportunities. For example, specialists receive automatic suggestions for new programming languages or frameworks that are relevant to current projects. This adaptive learning environment promotes the continuous expansion of technical and methodological skills.<\/p>\n

Job rotation is a tried and tested procedure in the retail sector. Employees change departments in a targeted manner, gain diverse experience and develop key competences. This practical learning promotes flexibility and prepares employees for broader areas of responsibility.<\/p>\n

Personalised support and technological assistance<\/h2>\n

Modern employee competence development integrates coaching elements in order to be able to respond to the individual needs of employees. Mentoring and one-on-one coaching sessions help to recognise potential, support further development and develop new solution strategies. At the same time, the KIROI model relies on the use of intelligent technologies to customise learning paths.<\/p>\n

An example from the financial sector illustrates how AI-supported career planning ensures transparent development paths. Employees receive specific recommendations for further training that strengthen their skills profiles and increase personal loyalty to the company. In this way, employee skills development is not only targeted but also sustainable.<\/p>\n

Companies also use automated analyses to identify skills gaps in production. This means that training courses can be planned quickly and carried out without over- or under-challenging employees. This system supports a motivating learning culture that noticeably benefits employees.<\/p>\n

Implementation impulses for companies<\/h3>\n

Companies should first determine their specific skills requirements and link these to their strategic goals. A thorough inventory of existing skills is then recommended in order to define targeted development plans. Various methods are available for implementation:<\/p>\n