Time was when hard-won parchments were hung high with pride, alongside posed generational snaps, on groaning home study walls. The mortarboard, that crowning glory of prowess, epitomised victory, like the Olympians’ laurel did in Julius Caesar’s time. It did, before the braggers that are post-nominal initials, slunk off, leaving pompous self-pride and job certainty limping behind. That, and a lingering awareness that college degree holders are no longer an employer’s dream.

That’s change again for you, moving so fast that when grad ball comes around, what was taught in three or four-year stints, is often so dated, it’s mere mirth fodder for bots.

Gone are the days when a single degree could sustain an entire career. Skills gaps are inevitable in today’s fast-moving work environment, leaving workers and employers grappling hard to stay on top of trends.

Enter micro-credentials: those compact, targeted courses that equip individuals with the skills they need to meet the demands of the modern workplace.

For stretched workforces, micro-credentials offer employees the chance to upskill or reskill efficiently. Often lasting between six and 12 weeks, they are designed with flexibility in mind. Many are delivered online or through a blended format, enabling learners to balance education with professional and personal responsibilities.

Spearheading this new approach to learning on our shores is the MicroCreds project. Led by the Irish Universities Association (IUA) it has been embraced by University College Cork (UCC) and six others: University College Dublin, University of Limerick, Trinity College Dublin, Dublin City University, University of Galway and Maynooth University.

Launched in 2020, the €12.3 million five-year project aims to address the barriers to participation in lifelong learning, including time constraints for learners and inflexibility in current programme provision and delivery.

Mags Arnold, MicroCreds project lead at UCC, believes this innovative approach holds real, transformative potential, for individuals and industries alike: “Short-form learning allows us to continue our education across our career. Not many people have the time or finances to complete a full master’s, but working towards that goal in bite-sized pieces is more achievable.” 

 It’s clear that for Arnold, work is a passion, not just a role. “We are currently working with GreenTech SkillNet to create a suite of micro-credentials to support those seeking to upskill or reskill in renewable energy,” she says. “But not all collaborations are big-business based. One of our micro-credentials won an award for inclusivity and accessibility in the Arts — which shows how micro-credentials impact society as well as business.That team was a joy to work with.” 

Arnold has been in education since leaving University back in the 90s. In that time, she has seen many changes: “When I began on this project back in July 2021, I was excited to see where the MicroCreds project would take UCC. The opportunities for inclusion and working with enterprise were and continue to be a focus for me on the project. I truly believe in the transformative potential of education. It can have a wonderful impact on the prospects and self-esteem of learners.” 

Asked whether enough people know how important micro-credentials are becoming in the workplace, Arnold replies: “The national project is raising awareness of micro-credentials with learners and enterprise. The fact that their popularity continues to grow, has been helped by the recent HCI funding of 1400 learner places across 650 different micro-credentials.” 

While not all participants have their courses paid for by their workplace, many do. Companies are increasingly funding employees to enroll in micro-credential courses, seeing that as a cost-effective and efficient way to bring their teams up to speed on the latest skills.

Elucidating further on how micro-credentials are changing the workplace, Arnold says: “They help learners fill specific gaps in their skill sets, while helping employers invest in the careers of their existing staff. It’s much better to upskill or reskill someone you know works well in your industry, than to recruit someone new that looks good on paper.” 

Today, the majority of MicroCred learners are employed and looking to upskill within their current role or reskill to pursue new opportunities. However, Arnold says increased funding for micro-credentials would make them all the more accessible to people seeking to rejoin the workforce.

According to the Irish Universities Association, learners may choose to undertake an individual micro-credential — one of the hundreds of micro-credentials on offer here in Ireland — or they could continue on studying, advancing their skills and knowledge over time.

Certain Irish micro-credential courses are stackable, meaning learners can progress at their own pace, by combining multiple micro-credentials to earn a larger qualification, such as a professional diploma or a master’s degree.

While standard short courses offer participants a ‘certificate of attendance’ or a ‘certificate of completion’, accredited micro-credentials award internationally recognised ECTS (European Credit Transfer and Accumulation System) credits.

Arnold sees this as a key advantage: “Earning ECTS for a short course allows learners to potentially stack those credits towards a larger programme, providing the freedom to turn a short-term investment into a long-term one.

“As the range of micro-credential offerings continues to expand, this approach is expected to provide learners with the flexibility to curate a personalised and engaging educational journey that aligns with their unique needs and interests. Short-form learning allows learners to continue their education across their careers. While not many people have the time or finances to complete a full Masters, working towards that goal in bite-sized pieces is more achievable.” 

Accredited by leading Irish universities, MicroCreds were created in-line with high standards of quality assurance by leading academics in their field. Quality assurance refers to the processes universities use to monitor, evaluate, and improve the quality of their teaching, learning, research and services.

For those interested in learning more on the topic, the microcreds.ie website is laden with information: MicroCreds partner universities are Designated Awarding Bodies (DABs) under the Qualifications and Quality Assurance Act (2012). These universities follow strict internal and external quality assurance policies in place, which meet national and European standards. As DABs, each university must ensure the robust quality and academic rigor of their micro-credentials, upholding their commitment to delivering high-quality education.

On this, Arnold says: “Working as part of a national project with the IUA and the 6 other partner universities brings together the best that Higher Education in Ireland can offer. Working together, we have created so much more than seven universities could achieve separately.” 

Because UCC recognises both formal education and experiential learning through Recognition of Prior Learning (RPL), this opens pathway options to a wider pool of participants. Arnold believes this inclusivity is vital to the success of the MicroCreds project: “Acknowledging the value of both formal and experiential learning is a core value of UCC and brings a range of learners onto our courses,” she says.

Interestingly, Arnold has noted a split between what she calls “early career” and “mid-career learners”.

“Those at the start of their career often pursue micro-credentials to broaden their horizons, while mid-career professionals use them to plug specific skills gaps,” she says.

It is to the credit of Arnold — and others with her prowess and passion for driving educational progress — that Ireland is recognised as a leader in micro-credentials within Europe. Arnold credits the Higher Education Authority (HEA) and HCI Pillar 3 project funding for enabling our progress in this space: “Such funding is vital if we are going to upskill and reskill our workforce in such a dynamic labor market,” she says.

Globally, the need for continuous learning is underscored by reports, including that of the World Economic Forum’s Future of Jobs, which predicted that 44 per cent of workers’ skills will be disrupted in the next five years, with six in every 10 workers expected to require training before 2027.

Arnold sees micro-credentials as a timely solution: “Every day, I get to see the very best from my academic colleagues, combined with the needs of Ireland to create courses that give real opportunities to learners now and not in four years’ time. What they are gaining are real skills to take out into the world. Skills that can be used straight away.” 

 In the hands of Arnold and her colleagues, we can rest assured that in a business landscape that’s shifting faster than jet-stream propelled high altitude clouds, micro-credentials are, for learners at least, a fast lifeboat to safe harbour, for the moment anyway.