Reflection Report: Career Planning with Credentials Micro-credential

This report reflects on the "Career Planning with Credentials" micro-credential, analyzing the importance of credentials in today's job market. It explores how employers seek more than just degrees, valuing specific skills and attributes. The report discusses individual attributes like managing, technical, conceptual, and interpersonal skills. It highlights the challenges in securing jobs, emphasizing the role of micro-credentials in professional development. It references the importance of critical thinking and creative problem-solving. The report also references the broader structural changes for individuals in the working environment. The report is a reflection on the micro-credential and the importance of career planning.

Career Planning with Credentials
Micro-credentials

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).

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.

Individual’s attributes at work:
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.

Individual’s attributes at work:
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).

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 Challenges Confronted in securing a
Dream Job:
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.

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.