Career Planning with Credentials: A Reflection Report Analysis

This report delves into the evolving landscape of career planning, emphasizing the significance of micro-credentials in the contemporary job market. It begins by highlighting the employer's increasing focus on candidates' specific skills and the role of micro-credentials in validating these competencies. The report examines the individual attributes crucial for success, including technical, conceptual, and interpersonal skills, and how micro-credentials can help individuals develop these. It then addresses broader structural changes affecting individuals in the workforce, including the challenges in securing a dream job and the importance of adapting to these changes. The report underscores the need for candidates to confront challenges with critical thinking and problem-solving skills, emphasizing the importance of time management, material utilization, and project direction. Finally, the report references various studies on micro-credentials and the future of work, offering insights into professional development.

Introduction:
Employers all around the world is looking for more than just a college degree in the
candidates. A candidate is also looking for a dream job to work for the betterment of the
organization as well as self being. Thus, employers are seeking easily accessible micro –
credentials about the candidate to verify the competitive skills and specific needs regarding
their hiring needs (Clarke 2018).
The preliminary work of the micro – credentials is to verify, attest and validate the specific
skill set of the candidates regarding the competitive assertions are achieved. This credentials
are much different from the traditional degree and the certificates that are presented by the
candidates (Acree 2016).
Individual’s attributes at work:
Good managing skills present in a candidate helps the individual in order to achieve and
succeed in fulfilling the goals and the objectives. The process of the micro credentials helps
the organization to identify and foster the skills of the candidate to develop the mission and
vision of the organization.
The specific skill set of an individual candidate is mainly depended on the technical,
conceptual and interpersonal skills. As in the development process to work further and secure
a dream job these skill set needs to be worked well.
Technical Skill – This is involved with the managing ability of the working conditions that is
related to the knowledge of using various techniques to fulfil the objective (Clarke 2018).
This helps the candidate to involve in the operations and boost up the sales designed for the
products and the services.

Conceptual Skill – This is involved with the knowledge and the ability of thinking different
than others in the way to form ideas. A candidate is needed to view the full picture of the
concept of the objective and analyse to diagnose the problem and solve the problems with
specific and creative ways in order to secure the prediction of performance level is high
enough to secure the dream job (Watters and Diezmann 2015).
Interpersonal Skill – This helps to develop the skill set of the candidates related to
interpersonal and human developments that present the ability of interaction, working and
find relation with the people. The skills help the candidate to manage and make use of the
humane potential within self and develop the objective of the company and condition of the
job as well.
The Broader Structural Changes for Individuals:
This study puts forward a brief discussion regarding the future of work for the individuals in
the order to inform the changes and development that needs to be established in the working
environment. This paper discusses the fundamental needs of the present circumstances of the
working culture and the demands that needs attention (Bárány and Siegel 2018). The working
culture of an organization is deeply concerned with the work and production. The
diversification of the issues related to the employer and employee relationship needs to
develop as well in order to develop the working environment in the future.
The Challenges Confronted in securing a Dream Job:
In order to secure a dream job many challenges needs to be confronted by the candidates
applying for the job. The micro – credentials are part of the professional development process
assessed by the employer in order to be able in the process of collecting and submitting
evidence of the development landscape of the candidates (Munro 2011).

The micro – credentials are a part of the implications of the structure of the developing of the
working and learning communities. The professional and competence level of a candidate is
developed on the basis of the traditional system of the micro – credentials. To be specific, the
business educators as well as the organizations are very enthusiastic about the form of micro
credentials (Watters and Diezmann 2015). These developments are important but there is no
relative framework available for the service credentials or the career pathways.
Response to the Challenges in a Job:
There is no amount of shortage in terms of challenges in a job. In order to solve the problems
as early as possible, a candidate needs to work on the problems in order to solve them and
provide critical thinking by using knowledge, facts and data. A candidate need to have or
develop the ability to develop a critical point of view to think and solve the issues with
creative ideas.
In the way to solve problems in the workplace a candidate need to work mainly on the key
things that affects the objective of an organization. The development process starts with
giving attention to precision of time, usage of materials and directions of the project, time is
good thing may be the best of things that needs saving to utilize later. The materials and
directions of a project needs to be taken care of promptly to maintain a good impression on
the objectives.

References:
Acree, L., 2016. Seven lessons learned from implementing micro-credentials. Raleigh, NC.
Friday Institute for Educational Innovation at the NC State University College of Education.
Bárány, Z.L. and Siegel, C., 2018. Job polarization and structural change. American
Economic Journal: Macroeconomics, 10(1), pp.57-89.
Clarke, M., 2018. Rethinking graduate employability: The role of capital, individual
attributes and context. Studies in Higher Education, 43(11), pp.1923-1937.
Crow, T., 2016. Micro-credentials for impact: Holding professional learning to high
standards. Digital Promise.
Munro, L., 2011. ‘Go boldly, dream large!’: The challenges confronting non-traditional
students at university. Australian Journal of Education, 55(2), pp.115-131.
Watters, J.J. and Diezmann, C.M., 2015. Challenges confronting career-changing beginning
teachers: A qualitative study of professional scientists becoming science teachers. Journal of
science teacher education, 26(2), pp.163-192.