The conference presented some of the findings of research carried out by Cedefop in recent years(Microcredentials for labor market education and training). It facilitated a discussion on tools and initiatives to support people on their journey toward lifelong learning.
What is a micro-credential?
The recording and certification of the learning outcomes that a person achieves by completing a short learning period (e.g., a short training course). The person who completes such a shorter learning period becomes the micro-certificate owner and can share it with other actors in the education and labor market, both at home and abroad. All stakeholders should understand the content of micro-certificates and be able to verify their authenticity.
What is the difference between a micro certificate and a regular certificate obtained in a course?
The main differences between certificates and micro certificates are their focus and validity. Certificates tend to be very specific and are awarded to people who have successfully demonstrated their skills and competencies in a particular professional area. This means that the holder can perform a limited set of tasks related to the qualification for a specific work environment, such as the ability to operate machinery safely. Micro-certificates can cover many skills and competencies and often have no particular validity period. They can be obtained as evidence of existing skills with no link to a qualification, such as people management or stress management.
Another difference between certificates and micro-certificates is how they are shared. For example, digital badges are becoming very popular. Badges consist of an image and metadata uniquely linked to a specific person. You can imagine, for example, a QR code held by a job seeker. This QR code is shared with the potential employer, who can access information about the candidate's competencies without reading through the CV.
Microcertificates are often presented and promoted as a new way for individuals to build their skills profile (portfolio) by collecting and 'stacking' learning flexibly, at their own pace, and according to their priorities. They can also acquire their competencies through non-formal or informal learning.
Microcertificates in practice
Microcertificates are nothing new. Some European countries have successfully applied them in higher education, but they are less well understood in further education for the labor market. Contributions from some countries pointed to the need to communicate micro certificates to employers, possibly trade unions, and the public before introducing them into the education system.
It has worked well in Sweden to develop micro-certificate-based courses according to employer requirements. The course is completely tailored to the employer's needs, so the micro-certificate is an easy-to-understand and transparent way of verifying the acquired competencies.
Denmark sees excellent scope for micro-certificates in emerging areas such as climate protection, data management, data visualization, digitalization, privacy, and cyber security, which is still rarely and inadequately covered by education and training. Ireland is also developing micro-certificate-based courses only for qualifications not aligned with current labor market requirements.
The European Union is preparing a system allowing micro-certificates to transfer between Member States to ensure their transparency, recognition, and stackability.
UTB is currently developing five new CŽV courses based on micro certificates. All of them are related to the labor market and the current needs of employers. These include security and crisis management courses, plastics for the 21st century, blockchain technology, and software testing. We will start offering courses in September of next year. Keep an eye on our website for the latest information.
Source : https://www.utb.cz/aktuality-akce/aktuality-czv/mikrocertifikaty-megatrend-trhu-prace/