Micro-credentials document the learning achievements of individuals and encourage the development of skills necessary to be successful in their careers. Typically, they are not meant to replace higher education degrees but to supplement them by better identifying specific skills and knowledge. On the other hand, micro-credentials lessen the inequities of higher education pathways, such as cost and time constraints, making it an option for those not able to pursue a higher education degree. This option has been favored by historically and systematically excluded learners like those from low-income backgrounds; rural learners; those with learning disabilities; and Black, Indigenous, and Latinx learners.
Digital Promise micro-credentials are competency-based, research-backed, personalized, and on-demand. Digital Promise works with dozens of micro-credential issuers, including Clark County Education Association and Harvey B. Gantt Center for African-American Arts+Culture.
Clark County Education Association offers multiple pathways composed of several micro-credentials. These pathways focus on professional development topics such as 21st Century Learning through Global Education, Engaging Stakeholders in Effective Communication, Families as Partners in Education, and and more. More than 18,000 educators are able to participate in the learning opportunities these micro-credentials offer via their organization.
Harvey B. Gantt Center for African-American Arts+Culture offers a pathway composed of several micro-credentials. This pathway focuses on Cultural Proficiency. This micro-credential is public so anyone is welcome to earn it.
The learning experience required of micro-credentials enhances the professional development of an organization. An individual earns a micro-credential by successfully demonstrating competency via an assessment of the specific skill or set of skills. The assessment requires the individual to implement the new skill(s) in a workplace setting and show evidence of this implementation. The verification of the implementation is possible because of the metadata stored in the digital badge that accompanies the micro-credential. This alleviates competency concerns organizations may have about their current or prospective employees.
“Employers are looking for quick ways to train a workforce to increase productivity” (Gauthier, 2020, p. 2).
Micro-credentials are a valuable option to increase productivity since they remove the time constraints that come with pursuing a degree. Organizations like Google and Amazon are developing micro-credentials to incorporate into their organization’s professional development.
When it comes to hiring, micro-credentials are valuable to organizations because they “help narrow down the pool of potential candidates and select those who demonstrate the specific skills needed for a job” (Tamoliune et al., 2023, p. 10). Gauthier (2020) adds: “micro-credentials would help employers identify an applicant’s authentic skills related to the job for which they applied” (p.4). The skill(s) that a micro-credential recognizes are lost in a degree or transcript. Today, a transcript no longer provides detailed information on the individual’s accomplishments.
“In the past decade, micro-credentialing has emerged as a time-saving and cost-effective method to prepare workers in an ever-changing job market.” Aside from strengthening and filling in the gaps in an employee’s learning journey, micro-credentials provide employees the ability to upskill or reskill with competencies that are currently in demand by an industry. “Micro-credentials will decrease skills mismatch and enhance employability” (Pirkkalainen et al., 2022, p.12).
Tamoliune et al. (2023) states that micro-credentials that give “learners a quicker and more cost-effective mechanism for acquiring specific industry-recognized competencies and skills that are necessary for successful work performance and/or employability are valued and recognized by employers” (p. 10). By the time the micro-credential is earned to meet the industry demand, years have not passed like they do when pursuing a formal degree. They provide the opportunity of obtaining the right specific credential at the right time.
Aside from being affordable, flexible, and personalized, micro-credentials create a constructive learning environment. The assessment of the micro-credential requires the employee to construct their knowledge by applying the specific skill or set of skills authentically in a workplace setting. This learning opportunity allows the employee to build on their expertise or expand into a new area of interest.
Organizations, as influential representatives of their industries, are the key end consumers of micro-credentials, and the driving force in determining and cultivating the skills that these credentials should assess. With that established, organizations can offer micro-credentials to enhance professional development and upskill or reskill their employees to increase productivity. Whoever views the micro-credential, be it a current or prospective employer, is able to verify that the individual is competent in that specific skill. Earning micro-credentials throughout a learning journey captures lifelong and lifewide knowledge, showing the individual is learning and improving themselves.
Do you have a great story of how micro-credentials have supported your organization? Please contact us to learn how you can share your story. If you are interested in learning more about micro-credentials, check out our current offerings on the Micro-credential Platform or sign up for our quarterly newsletter to stay updated on micro-credentials.
Gauthier, T. (2020). The value of microcredentials: The employer’s perspective. Competency-based Education, 5(2). 1-6.
Tamoliune, G., Greenspon, R., Tereseviciene, M., Volungeviciene, A., Trepule, E., & Dauksiene, E. (2023). Exploring the potential of micro-credentials: A systematic literature review. Frontiers in Education. https://doi.org/10.3389/feduc.2022.1006811
