The targeted Employee skills development is one of the most important strategic tasks for companies to position themselves for the future. The eighth step of the KIROI model offers a well-founded structure to support this development sustainably. Companies from various industries are increasingly relying on this systematic support to foster existing talent and tap into new potential.
Structured Employee Competency Development with KIROI - Step 8
The focal point of KIROI Step 8 lies in the structured support of competence development. The aim is to specifically and systematically enhance employees' technical, methodological, and social skills. This creates sustainable added value that has a positive impact on the entire organisation.
A proven approach combines various learning formats that have been successfully implemented in practice many times:
- On-the-Job Training Learning directly at the workplace from experienced colleagues or with the help of project work.
- Training on the Job In-house seminars and workshops for imparting theoretical foundations with direct practical relevance.
- Training off the Job: External workshops, e-learning offerings and coaching sessions to broaden professional and methodological horizons.
Companies in the manufacturing sector often use mentoring programmes, where experienced employees pass on their knowledge directly. In the IT sector, there is increasing reliance on AI-powered learning platforms that support individual learning. In retail, however, job rotation is proving to be an effective measure for developing employees in a broad range of skills.
BEST PRACTICE with one customer (name hidden due to NDA contract) A medium-sized technology group combined on-the-job training with mentoring. Employee feedback showed a significant improvement in methodological competence and increased confidence in independently handling complex projects.
Practice-oriented methods in employee competence development
In the implementation of employee competence development, the combination of different methodical approaches comes into play. Three central methods are particularly effective:
- Self-directed learning Employees work autonomously to expand their skills. This promotes individual commitment.
- Exchange of experience Feedback rounds, mastermind groups, and peer coaching strengthen the shared exchange of knowledge and motivate further development.
- Experiential learning Specific tasks and challenges enable immediate learning experiences and reflection.
For example, an engineering company uses project work to promote leadership skills. Technical and social skills are strengthened equally through role-playing and simulations in workshops. In the financial sector, employees benefit from individual learning paths, which they can complete flexibly using digital platforms. In the logistics industry, job rotation helps employees to familiarise themselves with different areas of responsibility, thereby increasing their flexibility.
Accompanying coaching as a key to sustainable development
A key component of employee competency development in the KIROI model is accompanying coaching. It offers individual support to foster strengths and overcome challenges in a targeted manner. This promotes competency building precisely where the greatest need exists.
An example from the IT industry shows how regular coaching sessions not only expand professional competencies but also strengthen team communication and collaboration. In a manufacturing company, coaching helps to better manage change processes. In a retail company, a combination of coaching and job rotation allows for the targeted development of leadership skills and personal growth.
BEST PRACTICE with one customer (name hidden due to NDA contract) A mentoring programme has been introduced at a medium-sized industrial company, which is integrated with on-the-job training. Employees reported that this systematic guidance improved their methodological and social skills and helped them to tackle more complex tasks more independently.
Tips for Decision Makers on Successful Employee Competence Development
For leaders and decision-makers, it is crucial to understand employee competency development as a continuous process. Some practical recommendations include:
- Carry out a systematic needs assessment to define clear development goals.
- Utilise a combination of different learning formats for balanced skills development.
- Implement regular feedback to track progress and adapt learning processes.
- Foster an open learning culture that supports collaboration and knowledge sharing.
- Opt for practical methods to closely link theory and application.
Companies that proceed in this way often report increased employee motivation and improved adaptability to change.
My analysis
The Employee skills development proves to be an indispensable component of sustainable corporate strategies. The eighth step in the KIROI model supports companies in implementing this development in a targeted and systematic manner. Through a combination of practical learning formats, individual coaching, and a supportive learning culture, employees can develop their potential. The diverse examples from mechanical engineering, the IT industry, and retail show how varied and effective these approaches can be. Employee skills development is therefore a key lever for successfully mastering future challenges and strengthening competitiveness.
Further links from the text above:
Mastering Employee Development: Focusing on KIROI Step 8
Employee Competence Development: How KIROI Step 8 Succeeds
Employee competence development: KIROI Step 8 for decision-makers
Employee competence development as a success factor – KIROI
Competence Development: Definition + Successful Examples
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