Micro Credentials Part 2 - How can they be used to enhance learning in the context of corporate learning

 Learning in the Corporate World

Learning does not end the day you finish a degree and then get a job, learning continues throughout one's life, this is called Lifelong learning. "Lifelong learning is the ongoing process in which you continue to educate yourself and build new skills over time" (Devry University, 2020). As we move into the 4th Industrial Revolution technology is advancing and with it the skills required to be competent in a specific job. According to Palmer 2017 "Technological change demands stronger and more continuous connections between education and employment". 

However a challenge that arises is the time-poor workforce. Currently many people in the workforce simply feel that they don't have the time to invest in learning - according to the LinkedIn Workplace Learning Report from 2018 - "The #1 reason employees say they are not engaging in workplace learning is because they don't have the time" (Spar et al, 2018)

So how can employers engage workers in learning and have them feel that their precious time is being used for good? If Employers want to increase their investment in the lifelong learning of their workers then they need a time efficient and also cost effective way to assist employees to maintain their skills, upskill and enhance their career development.

There are some general rules about micro credentials that meet the above requirements "When designed correctly, micro-credentials are flexible, portable and cost-effective to implement. They can help boost employee engagement and support employers by promoting a culture of lifelong learning while providing a map for an employee’s career path" (Perna, 2021). Cost-effectiveness is important as businesses have budgets to adhere to, the attrition rate of employees is another factor to consider "many employees tend to leave the job for various undisclosed factors such as ... lack of career advancement and(sic) desire for change in new opportunities..." as supported by (Guru Vignesh et al, 2018). This could be reduced if employees feel supported and have a defined career path where they know their goals are attainable.

A micro credential can provide the learner with a smaller chunk of a certification, in the form of a badge. These badges can be stacked over time, if desired, and a complete certification attained. Micro credentials tend to be easier to attain than traditional qualifications because it takes a lot less time to acquire one than say a full diploma or a degree.

See the example in the diagram below, an employee attains three badges over time, these three badges when stacked earn the learner a certificate. If a number of certificates are earned then these can be stacked to earn a higher certification such as a diploma and so on.

Source: https://bloomboard.com/

Micro credentials and badges also have the potential to be recognised by other institutions and organisations, this means that they are portable. Currently job-learnt skills are generally not formally recognised, they can be listed on a resume but are not shown as a certification. "It is a common occurrence that job-learned skills aren't acknowledged, as there has never been a simple way of solidifying this knowledge via a recognised qualification or badge"(Blazevic, 2020). Formal recognition of skills would enable a worker to provide proof to potential employers that they are competent in a given skill.

Not only can micro credentials provide a way of certifying skills learnt, they can provide the steps in a career pathway. If a learner has a goal and wants to get a promotion or work in another department of the business, or if a manager recognises talent and wants to encourage that worker to progress, there could be a correlating list of badges that must be attained before the learner would be classed as competent to enter that role or progress to the next level or higher pay grade.

What could these badges look like? See below for some examples of badges offered by various organisations.

     

      

Image Source: CPA Australia, Elearning.com and Arcitura Education Inc

The above is just a tiny example of the different types of badges and associated micro credentials, but it shows the great potential for the types of skills that could be represented.

The next blog will explore how micro credentials and badges are used currently in the educational setting, what are the opportunities, benefits and challenges faced in the corporate context, and what are some solutions to these challenges.