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KIROI - Artificial Intelligence Return on Invest: The AI strategy for decision-makers and managers

Start » KIORI Step 8: Building staff competence for decision-makers

1 April 2025

KIORI Step 8: Building staff competence for decision-makers

Digital Leadership Digital transformation HR work and Teams 4.0 Artificial intelligence AI Glossary

Developing employee competence is a key component of successful company development. Many decision-makers wonder how they can specifically strengthen their teams. Clients often report that they face the challenge of fostering technical knowledge, methodological competence, and social skills simultaneously. Developing employee competence is not a one-off process, but a continuous journey. It supports companies in reacting flexibly to changes and growing sustainably.

Why employee skills development is crucial

Companies that take employee development seriously benefit from increased efficiency and better motivation. Teams are more innovative and stay with the company longer. The development of technical expertise, methodological skills, and social abilities is particularly important in this regard. Many managers report that they can react more quickly to new requirements through targeted measures.

A practical example: In a medium-sized company, methodological competence was strengthened through regular reflection sessions. Employees learned to systematically analyse problems and develop solutions. As a result, the quality of work noticeably improved.

Another example: A team from project management used peer-learning formats to support each other. This allowed everyone involved to benefit from the experiences of others and expand their own skills.

A third example: In an international company, communication skills were fostered through special workshops. Employees learned to present information clearly and understandably. This led to better results in collaboration with customers and partners.

Employee competence development in practice

Practical methods for employee competence building

The practical level is an important building block for employee competency development. Here, learning through direct application takes centre stage. Job rotation, project work, and on-the-job training are proven methods. Employees take on new tasks and improve their skills in a real-world context.

For example: In a technology company, job rotation was used to integrate employees into different departments. This allowed them to gain new perspectives and broaden their expertise.

Another example: A customer service team worked on a challenging project outside their regular remit. This not only helped them develop technical skills but also project management skills and teamwork.

A third example: In a manufacturing company, on-the-job training was used to quickly integrate new employees. Experienced colleagues were available as contacts and provided assistance. This led to faster integration and higher satisfaction.

Individual support and feedback

Coaching is crucial for developing employee skills. Mentoring programmes and one-on-one coaching provide targeted feedback and individual support. Coaches help to overcome challenges and build personal strengths.

For example: In a service company, a mentoring programme was introduced. Experienced employees supported new colleagues over a longer period. This led to faster integration and higher motivation.

Another example: A team from the sales department used regular feedback rounds to improve their communication skills. The employees received constructive feedback and were able to specifically build on their strengths.

A third example: Leadership coaching was offered in an international company. Managers received individual support and were able to develop their skills in a targeted way.

Structured further training and knowledge transfer

The training level is important for building employee competence. Workshops, seminars and training courses impart specific skills and expand theoretical knowledge. The focus is on applying what has been learned in practice later on.

For example: Regular workshops on new technologies were offered at a financial services company. Employees learned to use digital tools effectively and optimise their work.

Another example: A team from the marketing department utilised e-learning platforms to learn flexibly and independently. The employees were able to expand their knowledge at their own pace and apply it immediately.

A third example: In a manufacturing company, seminars on quality management were offered. The employees learned to optimise processes and avoid errors.

BEST PRACTICE with one customer (name hidden due to NDA contract) A comprehensive competency model was developed in an international company. Employees received individual development plans and regular feedback. Through targeted measures, they were able to expand their technical skills, methodological skills, and social abilities. This led to increased efficiency and better teamwork.

My analysis

The development of employee competencies is a central component of successful business development. It supports companies in reacting flexibly to changes and growing sustainably. Practical methods, individual support, and structured training are crucial for success. Many managers report that they can respond more quickly to new requirements through targeted measures. The development of employee competencies is not a one-off process, but a continuous journey. It not only promotes the performance of employees, but also the innovative strength and motivation within the company.