{"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-competency-development-kiroi-step-8-3","status":"publish","type":"post","link":"https:\/\/risawave.org\/en\/mitarbeiterkompetenzentwicklung-kiroi-schritt-8-3\/","title":{"rendered":"Employee Competence Development: How KIROI Step 8 Succeeds"},"content":{"rendered":"

Employee competence development is a key success factor for companies looking to remain competitive in the long term. As part of KIROI Step 8, the focus is on structured support for competence building, in order to systematically foster employees' potential and enable sustainable development. A planned implementation not only supports individual skills but also contributes to strengthening the entire organisation.<\/p>\n

Structured employee competence development: the significance of KIROI Step 8<\/h2>\n

Employee competence development is particularly successful when it is not left to chance. The eighth step in the KIROI model outlines methods and procedures that help companies to specifically support the development of their employees' skills. This involves combining various learning formats to provide diverse opportunities for expanding technical, methodological, and social competencies.<\/p>\n

For example, manufacturing companies often rely on mentoring programmes. Experienced colleagues pass on their knowledge directly at the workplace (training on the job). In parallel, in-house seminars take place, which impart theoretical foundations (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 client (name withheld due to NDA agreement): A medium-sized technology company combined on-the-job training with mentoring. Employees reported that this noticeably increased their methodological competence and enabled them to tackle more complex projects more independently.<\/p>\n

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

In mechanical engineering, further training for aspiring managers is common practice. Industrial foreman courses combine academic content with practical workshops that are precisely tailored to the requirements. This allows for individual employee skills development, which secures the pipeline of future managers.<\/p>\n

AI-powered learning platforms are increasingly being used in the IT industry. These independently identify skill gaps and recommend personalised training. As a result, employees can purposefully expand their knowledge of programming languages and stay up-to-date with technology.<\/p>\n

In retail, job rotation is a tried-and-tested method. Employees move through different departments, gaining diverse experiences and thereby developing important key competencies. This versatile learning method promotes flexibility and prepares employees for future responsibilities.<\/p>\n

KIROI Step 8 in practice: Effectively using combined learning formats<\/h3>\n

Successful employee skills development relies on cleverly linking learning formats. Alongside training on the job and seminars, individual coaching is a significant building block. Here, personal strengths are identified and further developed, while challenges are systematically overcome.<\/p>\n

A typical coaching scenario involves supporting employees through change processes and assisting them in applying newly acquired skills in their daily work. This strengthens the sustainability of their competency development.<\/p>\n

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

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

For KIROI Step 8 to be effective, it is recommended:<\/p>\n