{"id":20729,"date":"2021-10-12T00:30:29","date_gmt":"2021-10-12T05:30:29","guid":{"rendered":"https:\/\/trainingmag.com\/?p=20729"},"modified":"2021-10-10T17:19:57","modified_gmt":"2021-10-10T22:19:57","slug":"designing-micro-credentials-for-the-future-of-work","status":"publish","type":"post","link":"https:\/\/trainingmag.com\/designing-micro-credentials-for-the-future-of-work\/","title":{"rendered":"Designing Micro-Credentials for the Future of Work"},"content":{"rendered":"

The relationship between learning and work is constantly changing. As someone who has spent their career designing and developing learning experiences, I have personally seen the magnitude and pace of change accelerating in exponential ways. In the book, \u201cLong Life Learning: Preparing for Jobs that Don\u2019t Even Exist Yet<\/a>,\u201d Michelle Weise explored how changes in the human lifespan and the disruption of work norms likely will have radical implications on the future intersection of learning, education, and work.<\/p>\n

The Changing World of Work<\/h2>\n

As training industry leaders, we are arguably at the epicenter of this change, which will present both challenges and opportunities. If we are to prepare people for jobs that don\u2019t yet exist and design pathways for \u201clife-wide\u201d career changes, we first need to create strategies that help the value propositions of learning experiences become more visible and accessible.<\/p>\n

A growing number of training organizations use micro-credentials to certify learning outcomes and achievement<\/a>; however, we are beginning to see an exciting expansion of applications for micro-credentials on the business side of the organization. For example, organizations are using micro-credentials to drive eligibility for employee scheduling logistics, certify safety verifications, and inform talent management decisions. The development of skill taxonomies in HR technology platforms also provide a logical opportunity to connect micro-credential data to organizational competency models and organizational development strategies.<\/p>\n

Invisible Learning<\/h2>\n

The expansion and development of micro-credentials and digital badges create customizable pathways for people to build agency and ownership in their learning experiences. Micro-credentials provide an attractive alternative to \u201cmarathon learning experiences\u201d (e.g., degrees, certification programs) by helping people engage in short, focused, and evidence-based learning experiences that allow them to demonstrate their verified achievements in accessible ways.<\/p>\n

Successful micro-credential strategies consider both the design of learning experiences and how outcomes of learning experiences are communicated. Digital badges are a common way through which the achievement of micro-credentials is presented and shared. Digital badges are often thought of as only a graphic, but it\u2019s the digital metadata behind the graphic that describes the learning achievement and enhances its value (Open Badges<\/a>). This not only helps people to better understand and communicate their learning achievements, it also allows this data about learning achievements to be translated into a machine-readable language. This further expands the reach and value of the micro-credential.<\/p>\n

The following graphic illustrates the relationship between competency frameworks\/models, micro-credential learning experiences, and digital badges. The competency frameworks are used to inform the design of micro-credential learning experiences, and digital badges are used to communicate evidence-based learning achievements.<\/p>\n

\"doddgraphic\"<\/p>\n

Figure 1. Illustration of the relationship between micro-credentials and digital badges.<\/em><\/p>\n

A Mosaic of Human Capabilities<\/h2>\n

The ideal outcome of micro-credentials and digital badges is making learning milestones and achievement more visible. When multiple digital badges are earned, they create a personalized \u201cmosaic\u201d of capabilities. This helps people demonstrate their capabilities and plan and create a vision for their future learning experiences. Combining micro-credentials provides an opportunity to \u201cstack\u201d knowledge, skills, and abilities together in personalized ways. This gives people a uniquely personalized way of communicating their capabilities with others. In rapidly shifting economies that are driving new workforce needs<\/a>, this ability has never been more important.<\/p>\n

Designing Micro-Credentials<\/h2>\n

While micro-credentials and digital badges offer exciting opportunities to connect learning and work, this vision can only be achieved through an intentional strategy and design processes. Creating successful micro-credentials means strategically addressing several design characteristics:<\/p>\n