Today we announced the launch of Degreed Skill Certification, a new way to measure and communicate your skills. This new offering, only available through Degreed, will score existing skills and rank expertise levels using a scientifically backed method and technology.

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Degreed Skill Certification is a way for people to prove their expertise, regardless of how they acquired their skills.

How It’s Different From Other Certifications

  1. It’s all about skills: Degreed Skill Certification is purely skills based. You are evaluated and ranked based on submitted evidence of current skill knowledge.
  2. This is not a course: Degreed Skill Certification isn’t a training program, course, or class, but rather a credible way for you to prove what existing skills you have, regardless of how you acquired those skills.  Unlike other companies, Degreed does not funnel you into a “one size fits all” training program before certifying your skills.
  3. It’s flexible to your learning style: If you don’t like the score you receive or want to challenge yourself to get to a higher level, you can improve your skills in whatever way suits you. Take a course, get more experience, self-train using internet tutorials; use whatever resources are available to you.
  4. This doesn’t have to be a one-time certification: As you learn and develop skills, you can level up your expertise score.
  5. We’re changing the way people work: Degreed Skill Certification allows companies to benchmark the current skill levels of employees, target skill development resources to improve those skills, and then measure the improvements. Companies get codified transparency into the skills of their employees. Employees get the benefit of having their skills professionally certified.

How It Works

To get certified you will have to submit evidence of your skill mastery, have your evidence endorsed and verified, then it will be anonymously peer and expert reviewed. Now until Oct 13, 2017, we are offering a lifetime pass so you can get certified at any point in the future for no additional fee.

Why You Should Get Certified

“Degreed Skill Certification is a scalable, standardized way to rate and get recognized for the skills you have in whatever scrappy way you obtained them,” said David Blake, CEO of Degreed. “This should unlock opportunities in people’s lives because it will remove the lack of transparency between the education and labor markets. We’re looking to connect everyone to relevant, fulfilling career opportunities.”

For more information about Degreed Skill Certification, or to apply to be certified, click here.

 

When we talk about the value of learning, it’s commonly linked to increasing the capabilities of the larger organization to drive performance, productivity and business outcomes.

But as the workforce becomes more saturated and diverse, employees are finding out that their ability to get new and improved jobs aka employability, is based on their skills. And to keep up, worker capabilities need to be improving all the time. Rightfully so, workers are demanding opportunities to learn and gain new skills.

The smartest CLO’s realize that if they don’t enable continuous growth in-house, and offer a variety of learning experiences and opportunities, employees will leave.

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At the Degreed LENS event in November, learning analyst Josh Bersin shared that career development and learning are almost 2x more important than compensation and benefits to employees. “When high performers leave your company, it’s usually because they felt they could find a better opportunity, more growth, more development by going to work for another company. It wasn’t for more money; it’s rarely for more money,” said Bersin.

And for those specifically interested in reaching millennials, lack of growth opportunities is the number one reason they will leave your company.

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Though a key factor to employee satisfaction, only 18% of the people Degreed surveyed said they would recommend their employer’s learning and development opportunities to a colleague. This is a big missed opportunity and an important issue.  Building a meaningful learning experience has become more than job productivity –  it’s your brand, your ability to attract people, your ability to retain them.

At the LENS event, Bersin revealed there are 20 different things that contribute to an employee’s sense of mission, purpose and engagement with your company– almost half of them relate to learning.

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“Learning owns probably 30 or 40 percent of the employment brand in your company. The issue of how we learn and how we share information in companies is very essential to the employee experience at organizations,” shared Bersin.

People are a big expense – up to 70% of operating costs in many organizations. Investing in them through learning, keeping the workforce engaged is more vital than ever, and treating L&D as a core part of your brand’s success is essential to making that happen. Take the first steps to making learning part of your brand at Degreed.com.

We’re overwhelmed, we’re tired, we’re spread thin as U.S. employees. None of this is news to you. There is an absurd amount of distraction yet the need to expand our skill sets and grow professionally has never been more important as both the workforce and skills gap grow. And it’s not a small shortage of skills. A McKinsey Global Institute report predicts a potential global shortage of 38 to 40 million high-skilled workers in 2020.

With the new changes happening in the world, including the rise of digital and the way organizations are redesigning themselves to keep up, there comes the addition of L&D and HR responsibilities. This means our roles are more expansive and important than they’ve ever been!

Learning is not just providing training and education anymore. In many ways, we are also responsible for employee engagement, for change management, for culture, for employee longevity. You may also lead the career models and internal career mobility of people in your company.

This is a daunting reality- like we weren’t busy before! But there is  an easy win. The first place to start? Ourselves.

At Degreed’s Lens event in New York, Josh Bersin of Bersin by Deloitte Consulting boldly stated, “Today, if you want to be world-class in L&D, you have to have people with a whole range of skills.” We have to build our own skills in L&D, train people and redevelop ourselves to meet the needs of today’s workforce. This means understanding topics like curation, taxonomies, information architecture, design thinking and content management.

Here are 3 recommendations Degreed has to help you and your staff embrace and shifts in L&D:

1)             Help your team or your people make time to add to their personal skill sets. This adds value for the new or expanding roles in L&D.

2)             Embrace things like curation and design thinking so you can better succeed in getting people access to the information they need to do their jobs.

3)             Embrace tools (yes, like Degreed) that allow you manage your learning and career, and continually improve.

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The importance of staying relevant, of up-skilling ourselves is probably best summed up in this quote from AT&T Chairman, Randall Stephenson. “There is a need to retool yourself, and you should not expect to stop. People who do not spend five to 10 hours a week in online learning will obsolete themselves with the technology.”

 

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