Micro credentialing is a term that is bandied about in the education and learning space constantly in recent times and there are many learning providers and organisations now adopting this new way of learning.

Why is that?

Many would argue the speed-to-market due to micro credentialing typically being non-accredited, therefore not needing to go through the rigour of traditional learning development. It’s also built to be digested much faster, delivered in short bursts, 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 time 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.

The industry is 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 so will the need for micro credentialing.

Credly Acclaim Badges

With the rise of micro credentialing, we’re also seeing a rise in digital badging.

This new initiative in the learning, training and development space has been adopted by companies like Google and IBM and provides staff and learners with a way to quantify the skills learned through micro credentialing.

Digital badges 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, 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, to name a few.

Moving through industries and changing career pathways is becoming increasingly more prevalent, and these new technologies and methods of learning will enable current and future workforces to be more agile and adapt to changing workforce needs.

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.

At Australian Training Products, we are working towards developing digital badges to sit within IBSA Academy, to help trainers promote their skills and professional development.

If you would like to find out more, please get in touch!