Micro credentialing is a term that is bandied about in the education and learning space unswervingly of late and there are many learning providers now moving in to this space.
Why is that?
Many would argue the speed-to-market due to micro credentialing being non-accredited, therefore not needing to go through the rigour of tradition learning development. It’s also built to be digested much faster, delivered in short bursts, and designed to engage learners and increase outcomes.
There are many other reasons why micro credentialing is becoming more mainstream and why learning providers are moving into this space.
Learners are continually becoming more time-poor and expect instant gratification from a product or service. Their roles are requiring them to upskill at a rate we haven’t seen in recent times, and this does not allow learners the time to complete a traditional 1 – 3-year degree or qualification. Giving a learner the ability to learn at their own pace, and in their own time, is quickly becoming less of a luxury and more a necessity.
Industry is also demanding that workers maintain and increase their skills. In a recent Deloitte study, they estimated that the average worker needed to have 18 critical skills to meet the requirements for an advertised job. In 2009 the average worker had 93% of these skills. Today it’s estimated the average worker has only 88% of these skills.
The skills deficit is anticipated to grow – and in turn, so will the need for micro credentialing.
Digital badges are a relatively new introduction to the learning space and provide validation to the skills that learners and workers are developing.
They can be added to CVs, LinkedIn profiles, and other platforms to promote learned skills, and they are increasingly becoming a valuable commodity within many industries.
IBM, who were one of the first companies to adopt digital badges, have noted an increase in engagement and completion rates for courses since the introduction of digital badges.
In fact, they noted an added value to all measures within their business, including sales, staff satisfaction, talent verification, and employee recognition.
As we continue to see a skills deficit across the board in Australia, training and development is becoming increasingly more important, and industry tells us we need more of it, and micro credentialing may be the solution.
Australian Training Products join with
Restaurant & Catering Australia to launch Menu Based Resources
Australian Training Products have partnered with peak industry body Restaurant & Catering Australia (R&CA) to revolutionise hospitality training for the Vocational Education & Training (VET) sector.
This new Menu Based Delivery model will replace the traditional linear approach for those training to become chefs and hospitality professionals.
The program, to be piloted by William Angliss Institute (VIC) and Quality Training & Hospitality College (SA), will provide intensive upfront training in an educational setting, while applying necessary workplace skills and knowledge to the learner’s journey.
The Menu Based Delivery model will replicate the day-to-day tasks carried out by professionals in the hospitality industry and has been designed in response to the decline in apprenticeship numbers in the hospitality industry. Current NCVER data has shown a 40% decrease in hospitality apprenticeships over the last 5 years.
The model aims to attract a broader range of apprentices and secure the supply of qualified people to address ongoing skills shortages and provide broader benefits to the hospitality industry.
Australian Training Products Executive Director Garry Gow commented, “the Menu Based Delivery model helps to increase the practical learning of apprentices and allows them the opportunity to enter industry with the appropriate skill sets”.
The model will see the clustering of traditional Units of Competencies (UoCs) to create a more context rich learning environment. Stage One of the model will include the teaching of eight (8) menus that work across 15 traditional UoCs, saving time and increasing engagement for the learners.
For further information on the Menu Based Delivery model, please contact: Katrina Higham, Commercial Operations Manager email@example.com, +61 417 669 724
Tim Nelson, Marketing & Communications firstname.lastname@example.org, +61 (0)3 9815 7021
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At the beginning of the year, I wanted to challenge myself to a project that would take me through 2019. I have always been interested in different types of pastas and I love cooking for my family. It seemed like a natural fit to do something with the two things in mind.
I then created the project #myyearofpasta where I would consistently try different types of pasta that I have or haven't done before with sauces and experiment!
I will be updating this as we move into the last months of the year, but here is a snapshot below!
The Hot List: Japanese sando sambos in Sydney, Four Pillars' Christmas pudding gin and cookies with attitude