Choose your own learning adventure: micro-credentials vs short courses
Both micro-credentials and short courses give you the chance to upskill quickly – so what’s the difference between the two learning options? Let’s take a closer look.
While navigating an ever-changing world of work might sometimes feel challenging there are strategies and attitudes you can adopt to help you stay on track. An important one is a commitment to lifelong learning.
Just as our careers seem more flexible than ever, so too are opportunities for learning and development. Many universities now offer shorter learning options alongside traditional degrees. Two common offerings are “short courses” and “micro-credentials”. But what are these, exactly? And how can you choose between the two?
We asked Professor Josephine Lang, education innovation expert at the University of Melbourne, about how to discern the best short learning option for you or your employees.
Why consider a shorter study option?
If you’re reading this, we probably don’t need to convince you of the benefits of professional learning and development.
There are many reasons to take on a new educational challenge that falls outside of traditional degree programs.
The shorter time frame for upskilling often allows learners to quickly gain new skills they can apply immediately in the workplace, while cost can also be a factor with shorter study options typically being more affordable than further study.
Shorter study options such as short courses and micro-credentials also often allow for greater flexibility and can empower you with new skills and knowledge that’s directly relevant to your industry.
Professor Lang helps us break down the key differences between these two study options.
What is a micro-credential?
Micro-credentials have emerged in recent years as quick, professionally focused learning options now offered by many respected universities across Australia and the world.
A 2023 study carried out in the United States by education analysts EAB highlighted their growing importance with 67% of American adults surveyed indicating that getting a micro-credential is worth the cost, while 81% of executives felt that employees who hold micro-credentials gain credibility.
“The emergence of digital micro-credential technology and Open Badge standards just over a decade ago has created an innovative ecosystem to rethink how we design, develop, and engage with lifelong learning,” says Professor Lang.
She adds, while micro-credentials can be considered a type of short course, the key distinction is in the certification you receive upon completion.
“Micro-credentials could [be seen] as a sub-set of short courses – but the difference is that the digital micro-credential technology provides the opportunity to integrate detail about what was learned and assessed.”
This means that after completing a micro-credential, you will receive a “digital badge” that you can show employers and display on professional networking sites, such as LinkedIn.
The metadata in this badge describes what you learned and how your knowledge was assessed. Essentially, this provides concrete proof of the skills you have gained.
Lang says another key feature to keep in mind about micro-credentials is that they could help you ladder into further university study.
Some of the University of Melbourne’s micro-credentials stack together into series of courses that upon completion can be used as pathways into more substantial study.
““We design these courses as a quarter of a postgraduate subject; so, with certain micro-credentials the option is there for learners to complete four courses in a series and then get credit into a postgraduate degree, for example.”
Crucially, the University of Melbourne’s micro-credentials are also often co-developed with leading industry sources, meaning your learning is directly relevant and applicable to your professional role.
Why take a micro-credential?
Lang is directly involved in the university’s development of micro-credentials – and hears feedback from the learners who take them.
“When I’m reviewing students’ evaluations [after completing micro-credentials], what I’m finding is that there are two things they really appreciate,” says Lang.
“One is the transferability – they don’t have to wait six months, 12 months, two years, before they can put their learning into practice; they are amazed how transferable it is immediately within their workplace,” she says.
“The second is the opportunity to explore a new skill supported by specialist experts.”
Lang says the learners who undertake micro-credentials at the University of Melbourne can be confident they are tapping into the knowledge of the experts at the university, who are often leading thinkers in their fields.
“Micro-credential learners are [upskilling] in an area they’ve identified they need more formal learning in, that they can’t just get through learning on the job,” says Lang.
“This has allowed them to explore specialisation within their field and start gaining those cutting-edge skills and techniques from the best at the University of Melbourne.”
What is a short course?
A short course, by contrast, is a broader term for a short learning option. This could be a course that takes a few weeks or months to complete or might be a series of workshops or a masterclass.
These courses are not always assessed and hence may not result in certification. This is a key distinction between micro-credentials and short courses.
Short courses, particularly when offered by leading universities, are still a quality learning option and will offer you new skills and knowledge but are not usually designed to open pathways to further study and may not support shareable digital certificates.
Why take a short course?
Lang says a short course might be a better option when pursuing a personal interest or skill area.
“A short course, rather than a micro-credential, might be considered worthwhile when a trusted source of learning evidence is not required,” says Lang.
“For example, a person may want to pursue learning about gaining a new hobby – or an employee wants to participate in a short course to quickly hear about a new technique or practice that might be useful for their workplace, but they don’t want to invest lots of time or energy.”
Lang says short courses are still a worthwhile learning option for employers to consider offering to staff, but they are likely not assessed and may not provide a digital certificate.
“An employer might want to invest in professional learning for their employees, but not require documentation of the level of learning achieved through the evidence of personalised assessment – then a short course may be an appropriate investment by the employer, rather than a micro-credential program.”
How to decide what’s right for you?
It pays to consider a few factors when working out whether a micro-credential or short course may be your best bet.
Whether it’s for you as an individual or for your employees, keep these questions in mind when settling on a short study option.
Learning goals
Take a close look at the learning outcomes in the course you’re considering. Does it involve an assessment? Is it applicable to your current role? What skills will you gain?
Certification
Do you want to have evidence of what you learned in the course? A micro-credential allows you to display this easily to current or prospective employers as part of a digital badge.
A short course, on the other hand, might not involve assessment and so may not have concrete outcomes that you can display. This may not matter to you – but have a think about it.
Industry alignment
How relevant is the course’s content to your current role or industry? Was it co-designed with industry experts? Who is teaching the content?
Time commitment
Also consider how much time you’re willing to sink into the course.
The University of Melbourne’s micro-credentials, for example, tend to take four to six weeks to complete, and typically involve 42 hours of part time learning.
Short courses may be more varied and range from a day-long masterclass or a series of workshops that stretch over a few weeks.
Not one-size-fits-all
Ultimately, though, there’s no one-size-fits-all answer to what will work best for your learning needs. When designed and delivered by leading university experts, micro-credentials and short courses are both quality learning options that will help you hone new skills and get you to where you want to be.
Need more help deciding what learning option may work best for you or your employees? Browse your options or get in touch with our team.