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.