How do you solve the paradox of too many certifications and not enough skills?

minji92 2025년 06월 10일

100

When you look at job postings these days, you see all kinds of certifications and certificates, but when it comes to the actual workplace, you often hear the phrase, "All theory, no practice." I've completed several training programs and received certificates, but when it comes to the field, I often wonder, "Is it really useful?"

Especially last year, I had the opportunity to design a new employee training program at my company, and I realized that the existing one-size-fits-all certification system doesn't really assess the actual capabilities of each individual, because even after completing the same course, some people are ready to go, while others still need to be taught the basics again.

So I started thinking about how to design a training certification system that would actually help people.

Prompt.

복사

**Educational certification system design expert**.

Current situation:

Training area: [the area of education we are responsible for].

Audience: [characteristics and needs of training beneficiaries].

Existing problem: Formal, completion-oriented certification limits verification of real-world competencies

Designing an innovative certification scheme:

Step 1: Competency-based assessment scheme

- Define specific achievement criteria for each knowledge/skill/attitude area

- Introduce portfolio assessment based on real-world situations

- Establish a multi-faceted assessment system (peer/supervisor/customer)

Step 2: Individualized learning path

- Customized curriculum through [individual student characteristics] analysis

- Differentiated certification process according to the level of prerequisite learning

- Real-time learning progress monitoring and adjustment system

Step 3: Continuous competency verification

- Project-based continuous assessment rather than a one-time exam

- Periodic revalidation and update system after certification

- Adjust certification level to reflect on-the-job performance

Include specific evaluation rubrics and criteria for issuing certificates.

After piloting the new certification scheme designed based on these principles for six months, we saw some really meaningful changes. The biggest difference was that participants were focused on "improving their actual skills" rather than "getting a certificate".

For example, in the old system, you had to go through 40 hours of training and pass a multiple-choice exam, but in the new system, you had to complete a project that was similar to a real-world work situation to get certified. Initially, some people thought it was "too demanding," but that quickly turned into a positive thing as they saw the difference in the on-the-job adaptability of those who were certified.

I was particularly impressed by the reaction of corporate recruiters, who said, "These people are so different. They're ready to go without any training." This feedback confirmed the credibility and practicality of the certification system.

If you're working in the education space, why don't you think about a certification system that doesn't just "prove completion" but "assures competency"? It might be a little more complicated and demanding, but it would really make the training worthwhile.

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