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White Paper Launch 16 September 2016 Slide 1
Demystifying
Credentials:
Growing capabilities for the future
White Paper Launch
Professor Marcus Bowles
DeakinDigital
16 September 2016
White Paper Launch 16 September 2016 Slide 2
1. Why- The ‘burning platform’
2. What –Credentials explained
3. How- Benefits
Agenda
White Paper Launch 16 September 2016 Slide 3
Credentials
A New Era of Managing and
Recognising Human Capability
© istockphoto.com/AndrewRich
White Paper Launch 16 September 2016 Slide 4
1. Why- The ‘burning platform’
2. What –Credentials explained
3. How- Benefits
White Paper Launch 16 September 2016 Slide 5
NEWS FLASH:
Release of the Industrial Age Version 4.0
White Paper Launch 16 September 2016 Slide 6
In many industries and countries, the most
in-demand occupations or specialties did not
exist 10 or even five years ago, and the pace of
change is set to accelerate.
- World Economic Forum (2016), The Future of Jobs
The accelerating pace of technological, demographic and socio-
economic disruption is transforming industries and business
models, changing the skills that employers need and shortening
the shelf-life of employees’ existing skill sets in the process. […]
Even those jobs that are less directly affected by technological
change and have a largely stable employment….may require very
different skill sets just a few years from now as the ecosystems
within which they operate change.
- World Economic Forum (2016), The Future of Jobs
White Paper Launch 16 September 2016 Slide 7
There are simply a myriad of reports stating
the volume and speed of change to skills for
leaders and workforces of the future.
CEDA suggest over five million jobs (almost
40% of existing Australian jobs) have a
moderate to high likelihood of replaced by
automation in the next decade
- CEDA Committee for Economic Development of Australia, 2015
“Governments need a clearer picture, not only
of how labour markets are changing, but of
how well equipped their citizens are to
participate in, and benefit from, increasingly
knowledge-based economies.”
-OECD (2016), Skills Matter
White Paper Launch 16 September 2016 Slide 8
Deloitte suggests longitudinal data confirm
traditional models for leadership are broken.
The rate of disruption and change is accelerating:
skills in the future will have a half-life of 2.5 to 5
years, the design of work and skills required will be
radically different, and firms will transform to be
agile and customer responsive through flexible
structures oriented by meaning and culture.
Traditional pipelines from universities to source
human capital are being questioned and new ones
created.
(http://www2.deloitte.com/au/en/pages/human-
capital/articles/introduction-human-capital-trends.html)
White Paper Launch 16 September 2016 Slide 9
The Capgemini 2015 report suggests the war for
talent exists not because there isn’t a shortage
of leaders, but a shortage of the right talent.
Digital disruption, the pace of change to
technologies, channels and business models has
outpaced the ability of educational providers or
companies to develop leaders equipped for the
digital age.
(https://www.capgemini.com/resource-file-
access/resource/pdf/the_digital_talent_gap27-09_0.pdf)
White Paper Launch 16 September 2016 Slide 10
The ABS figures also underscore the need in a
rapidly changing economy for higher education
to prepare people for career shifts and equip
them with broad skills that can be deployed in a
wide range of jobs.
To illustrate this point, while two in three
people with a bachelor’s degree are currently
working in the field of their highest
qualification, one in three has gone on to work
in a new field.
- https://www.universitiesaustralia.edu.au/Media-and-Events/media-
releases/Education-enhances-employability-in-a-changing-economy--
new-report#.V61O3ph95hF
White Paper Launch 16 September 2016 Slide 11
Sometimes you have to step back and
take a new perspective!
© istockphoto.com/AndrewRich
White Paper Launch 16 September 2016 Slide 12
1. Why- The ‘burning platform’
2. What –Credentials explained
3. How- Benefits
White Paper Launch 16 September 2016 Slide 13
Credentials represent a formal assurance and recognition
by an authoritative, independent third party that has
assessed and judged that a person through experience and
workplace performance has achieved a particular
professional capability standard.
Credentials
White Paper Launch 16 September 2016 Slide 14
Features of
credentials
(micro-credentials,
nano-degrees)
White Paper Launch 16 September 2016 Slide 15
Capability is specification of skills, knowledge, attributes and
personal experience that can be applied to a standard expected in
professional practice at a given level of proficiency. It is concerned
with the holistic view of an individual’s ability to perform in a
range of contexts and their potential to improve.
Capability
White Paper Launch 16 September 2016 Slide 16
© Bowles, 2003
Capabilities go deeper than competencies
White Paper Launch 16 September 2016 Slide 17
Growing capability is a strategic activity
White Paper Launch 16 September 2016 Slide 18
Professional Practice Credentials
We’re creating a new currency for career progression
that employers can recognise, understand and value.
Through Recognition of Professional Practice, we liberate the
knowledge, skills and potential of the experienced workforce.
Credentials recognise professional expertise and
benchmark this against recognised global standards.
White Paper Launch 16 September 2016 Slide 19
Professional Practice
Capabilities and Credentials
Professional/technical
expertise
•Innovation
•Risk management
•Project management
•Customer focus
•Data-driven marketing
•Industry specific
Core employability / soft skills Leadership
DeakinDigital Commercial in confidence
Further information: https://www.deakindigital.com/browse-credentials
White Paper Launch 16 September 2016 Slide 20
Capabilities are leveled and form benchmark scale to
compare and align different systems and approaches
Qualifications
(Oceania & Global)
Australian
Qualifications
Framework (AQF)
DeakinDigital
Professional
Capabilities
Levels of
Leadership
Development
Professional
Frameworks
(e.g. Engineers)
Masters AQF 9 Advanced Organisation Principal/ Senior
Engineer
Graduate Cert./
Graduate Diploma/
Honours AQF 8 Proficient Division/Function Practicing Engineer
Bachelor Degree AQF 7 Intermediate Operational Graduate Engineer
Associate Degree
(Diploma) AQF 5 Developing Team Associate
Certificate I to III AQF 3 Entry Individual Technician
White Paper Launch 16 September 2016 Slide 21
19-Sep-16
Digital Badges
The individual has a personalised set of
credentials with digital badges that
confirm the authorised credentialling
agency, the capability standard, and other
details such as data, assessors, company
where obtained, etc.
Individuals can promote, be found or
search for job roles using the credentials
(opposite is a person’s LinkedIn™ profile
using digital badges).
White Paper Launch 16 September 2016 Slide 22
Evidence-based assessment
Myriad of personal attributes,
lifelong learning and experiences
that define who you are and
what you can do.
Your capabilities are converted
into an independently verified
credential.
Evidence is specific to the person
and context, but must satisfy the
professional capability standard
for a credential to be issued.
White Paper Launch 16 September 2016 Slide 23
1. Why- The ‘burning platform’
2. What –Credentials explained
3. How- Benefits
White Paper Launch 16 September 2016 Slide 24
Beneficiaries: What they want
White Paper Launch 16 September 2016 Slide 25
Benefits
White Paper Launch 16 September 2016 Slide 26
I want graduates ready to work
White Paper Launch 16 September 2016 Slide 27
Australian tertiary education
marketplace, 2014-15
White Paper Launch 16 September 2016 Slide 28
Credentials can stack into
qualifications that fit the business:
Professional Practice Credentials –DeakinDigital
Personal
Leadership
Preparatory
Unit
Principles of
Leadership
Research &
Analysis Unit
Leadership
Strategy
Capstone Unit
Deakin University
Start Anytime
Cloud Campus Professional Practice Credentials –DeakinDigital
Aligned to Deakin University
non-discipline specific graduate
learning outcomes
Aligned to breadth and
depth course and
graduate learning
outcomes (Leadership)
1 credit point each
Deakin University
Start Anytime
Cloud Campus
2 credit points
Example: Master of Professional Practice (Leadership)
White Paper Launch 16 September 2016 Slide 29
Credentials can be bundled or clustered
Communication & Influence Change & Innovation Motivation & Courage Frontline Leadership
This is an example how a “Developing” level credential packaged for can be bundled to recognise an existing
workplace leadership program within a telecommunications company. Assessment methods may then be
developed to identify how evidence will meet business and the requirements for each credential.
White Paper Launch 16 September 2016 Slide 30
Developing the right capability in our workplace,
at the right time, strips out training costs
Credentials flip the L&D
(including leadership
development) focus from
inputs to applied outcomes.
Now experience, vendor
and in-house development
activities can be recognised
under a globally portable
credential with a digital
badge.
Working Futures 1999
White Paper Launch 16 September 2016 Slide 31
© istockphoto.com/Choreograph
Credentials recognise capability
So credentials are the trustworthy
currency for recognising current
capability and future potential
White Paper Launch 16 September 2016 Slide 32
(Bowles & Harris, Driving regional futures, CeRRF, Deakin University 2015)
Marco challenges of Industry 4.0
White Paper Launch 16 September 2016 Slide 33
Micro challenges of Industry 4.0
•Systems level agility & responsiveness
•Business strategy and benefits focused
•Developing leaders and culture to deliver
transformation and vision
•Delivering metrics and predictive analytics
that assure the workforce is delivering
business priorities (now and future)
•Internal mobility and career development
White Paper Launch 16 September 2016 Slide 34
Credentials based on
capabilities provide a
consistent, comparable
currency that can
underpin activities in
the HR Lifecycle
White Paper Launch 16 September 2016 Slide 35
Levels influence the mix of capabilities a
person will typically require
White Paper Launch 16 September 2016 Slide 36
Core Capabilities (transferrable)
Professional Expertise (discipline)
These are the job functions you will undertake using the
Capabilities specified to deliver Business Results.
These are the job functions you will undertake using the
Capabilities specified to deliver Business Results.
These are the business results that must be delivered.
These are the business results that must be delivered.
Capability-based PD at a level
Job Function
What you need…
How you use it…
From Capability-based Job Profiles to Workforce Analytics and Intelligence
LEAD
Business Results
These are the job functions you will undertake using the
Capabilities specified to deliver Business Results.
Results!
CMO
White Paper Launch 16 September 2016 Slide 37
Credentials underpin dynamic work profiling,
job matching and development planning
White Paper Launch 16 September 2016 Slide 38
Sample analysis
Increased focus on self-
management at lower
levels, with increasing
focus on leadership
skills at higher levels
Analysis on results
White Paper Launch 16 September 2016 Slide 39