Return on Learning Investment: Maximising Behaviour Change through Microcredential Design 

L&D leaders know that simply serving up learning content does not equate to delivering skill uplift across our workforces. Yet how can we grow confidence that our learning investment will deliver a return, and drive lasting behaviour change in our organisations? This session will dive into the attributes of microcredential learning experiences that are designed for maximum ‘skill stickiness’, providing an evidence-backed how-to guide for planning and delivering learning that drives a measurable return.

• Defining the business-critical skills that require credentialing
• Leveraging a cross-section of experts to ensure skills are relevant to the world of work
• Activity-based learning in a social/community environment
• Analytics and nudging to drive learner success
• The benefits of embedding assessment into your microcredential experience
• Demystifying “Return on Investment” for the workforce learning contex

3 Key Learnings

1. Giving employees the chance to apply new theory and knowledge in their jobs, in parallel to the learning, will turn concepts into enduring skills – this should be built into all learning and assessment design
2. Assess and credential the skills that are directly linked to driving your organisation’s competitive advantage
3. Skill ‘stickiness’ happens when learning occurs within a community of peers, experts and mentors, and there are some practical ways you can create this environment

About Kade

Kade is Director of Workforce Solutions at RMIT Online. With a mission to create “a community of lifelong learners successfully navigating the world of work”, RMIT Online is a disruptive digital business inside a large university, with a portfolio of solutions ranging from Master degrees down to bite-sized microcredentials – all delivered online. Kade has been at RMIT Online for five years and leads several functions responsible for partnering with enterprises and governments to identify the skills challenges facing workforces and designing solutions around those challenges.

A former school teacher, Kade re-skilled in order to achieve a career pivot into strategy consulting, spending many years working with public and private sector organisations in areas ranging from strategic planning to operating model design, transformation initiatives, customer experience strategy and product roadmap design – before finding his home supporting a community of HR and L&D practitioners with complex skilling partnerships