Outlining a “Management Lifecycle”
According to Finklestein, propelling digital badges and credentialing forward means outlining a management lifecycle.
First, a competency must be defined to test students after their identity is verified, and the digital badge will be issued upon sufficient evidence of skill has been displayed.
Second, users need to be able to directly receive their digital badges online and be able to manage them easily. This allows them to share and display their digital badges through online profiles and company interfaces in an easily viewable and storable way.
Third, digital badges need to be tracked and analyzed, with earners and employers sharing their analysis of what a badge means in order to best contextualize its importance. Increased prevalence of digital badges means employers should be able to track current and past earners of a badge, allowing them to find and recruit talented individuals.
Fourth and finally, digital badges should lead to a more interwoven community of learners, with those who earn a similar credential able to suggest or discover what other digital badges exist in their field to fully take advantage of the digital credential opportunity. Even in situations where showing off a student of professional’s digital badges to a prospective employer is not applicable, they can still select their most relevant badges and showcase endorsements from brands they value and trust, noted the panelists.
But are there any direct benefits to institutions? According to the Manning and Singer, offering digital badges can greatly benefit colleges and universities by attracting students eager for alternative credentialing options, as well as better helping students find employment post-graduation.
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