{"id":348184,"date":"2024-11-01T11:58:28","date_gmt":"2024-11-01T10:58:28","guid":{"rendered":"https:\/\/sauldie.org\/de\/mitarbeiterkompetenzentwicklung-kiroi-schritt-8-3\/"},"modified":"2024-11-01T11:58:28","modified_gmt":"2024-11-01T10:58:28","slug":"employee-competence-development-kiroi-step-8-3","status":"publish","type":"post","link":"https:\/\/sauldie.org\/en\/employee-competence-development-kiroi-step-8-3\/","title":{"rendered":"Employee skills development: how KIROI step 8 works"},"content":{"rendered":"

Employee skills development is a key success factor for companies that want to remain competitive in the long term. As part of KIROI Step 8, the focus is on structured support for skills development in order to systematically promote employees' potential and enable sustainable development. Planned implementation not only supports individual skills, but also helps to strengthen the organisation as a whole.<\/p>\n

Structured employee competence development: importance of KIROI step 8<\/h2>\n

Employee skills development is particularly successful when it is not left to chance. The eighth step in the KIROI model shows methods and procedures that help companies to support the development of their employees' skills in a targeted manner. Various learning formats are combined so that professional, methodological and social skills can be expanded in a variety of ways.<\/p>\n

For example, manufacturing companies often rely on mentoring programmes. Experienced colleagues pass on their knowledge directly at the workplace (on-the-job training). At the same time, in-house seminars are held to impart theoretical principles (training near the job). In addition, external workshops or e-learning courses serve to broaden horizons and provide new learning impulses.<\/p>\n

BEST PRACTICE with a customer (name concealed due to NDA contract): A medium-sized technology company combined on-the-job training with mentoring. Employees reported that this enabled them to noticeably improve their methodological skills and work on more complex projects more independently.<\/p>\n

Practical examples from various industries<\/h2>\n

Further training for prospective managers is common practice in mechanical engineering. Industrial foreman training programmes combine academic content with practical workshops that are precisely tailored to requirements. This makes it possible to develop individual employee skills and secure the next generation of managers.<\/p>\n

AI-supported learning platforms are increasingly being used in the IT sector. These independently identify skills gaps and recommend personalised training courses. This allows employees to expand their knowledge of programming languages in a targeted manner and stay technologically up to date.<\/p>\n

Job rotation is a tried and tested method in retail. Employees rotate through different departments, gaining a wide range of experience and developing important key competences as a result. This versatile learning method promotes flexibility and prepares employees for future responsibilities.<\/p>\n

KIROI step 8 in practice: using combined learning formats effectively<\/h3>\n

Successful employee skills development is based on skilfully combining learning formats. In addition to on-the-job training and seminars, individual coaching is an important building block. Here, personal strengths are recognised and further developed, while challenges are systematically mastered.<\/p>\n

A typical coaching scenario accompanies employees during change processes and supports them in applying newly acquired skills in everyday life. This strengthens the sustainability of skills development.<\/p>\n

In addition, networking groups or mastermind meetings in companies can promote the exchange of experiences. Employees learn from each other and pass on valuable ideas, which has a positive effect on the team culture.<\/p>\n

Tips for supporting employee skills development<\/h3>\n

In order for KIROI step 8 to work effectively, it is recommended:<\/p>\n