To this end, corporate L&D programs should employ micro-credentials to allow employees to pursue both personal and organisational goals at the same time. “I want to learn SEO so I can create better company blog content and improve our lead generation” – or, they could be part of a larger effort to upskill the workforce in a diversity of ways. Organisational learning goals may be related to a role one wants in the company – i.e. The latter, however, is where we’re going to focus. The former is self-explanatory: They take courses related to their individual career goals, and if they’re outside the domain of their current position, they may have to fund them themselves. When choosing to pursue a micro-credential on their own, rather than under a company mandate, learners typically have two goals to consider: personal goals and organisational goals. I break this process down into four phases of the learning journey: Choosing the Destination By this logic, we aren’t so much “bridging” the gap as we are enabling employees to find their own way across. Thus, the key is to help each individual create their distinct plan for career success. In the Learning & Development space, we speak often about “bridging the skills gap.” But no bridge is built without a surefire blueprint. Workers can complete courses at a reasonable pace without jeopardising day-to-day work, and with stackable micro-credentials, it becomes easier for leaders to rank individual proficiencies and monitor overall skills growth in the workforce. But while corporate training programs abound, the flexibility inherent to micro-credentials makes them especially attractive. In 2022, 78% of UK organisations experienced a decline in output, profitability and/or growth due to a lack of available skills, indicating a dire need for deeper investment in skills development. When stacked with other similar credentials, micro-credentials can be accumulated together, roll into more comprehensive badges or certifications, and even help build long-term career pathways. And while a surge in skills-based hiring has likely caused that percentage to shrink, for many leaders, the true value of these stackable skill credentials lies shrouded in mystery.Ī micro-credential is a single credential representing proficiency in a given skill, typically after a single course. Note: Movement Speed is bugged and the upgrades listed here currently do not register on the Stats Tab of the Staff Inspector.īest qualification combinations with job assignments for assistants.In this article, Danny King offers insight into how stackable micro-credentials can help employers upskill their teams while steering employees toward their individual career goals.Īccording to a 2021 study, over 80% of Scottish employees had never heard the term “micro-credential”. Marketing Skill will also not appear on the Stats Tab of the Staff Inspector until at least one level of the Marketing Qualification is learned, but the base improvements will still be in place. These are the base figures for Assistants, which can be improved further with Qualifications and Positive Feelings. Speed Dating (Requires A Stitch In Time DLCĮach new Ability level provides improved skill levels for members of staff.
Marketing Room (Requires Marketing Qualification) These are the tasks that Assistants can be given on the Job Assignment Screen. There is the pie chart and the overall skill percentages.
Under the Stats Tab you can view staff type specific information.
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