The framework for micro-credentials adoption in the workplace

The framework consists of three layers: The outer layer consists of the technology itself; the purpose of this layer was to demonstrate that micro-credential technology (a digital badge) needs to be recognisable and to achieve that in its design, it needs to be shareable, authentic, and clearly state the ownership given to the end-user if it is permanently or temporary.
The middle layer consists of the work environment; in this case, the organisations adopting these micro-credentials for skills development. Therefore, in this layer, a work-learn balance needs to be established and to achieve that, the price value for micro-credentials the organisation wants employees to take to meet the business needs should be budgeted, transparency on the skills that will be attained and accessibility to the content for continuous reviews and learning should be made available to employees.
The inner layer contains the core micro-credential principles. In this layer, the drive is people (employees). To explain the core principles, the Fishbone diagram (Ishikawa diagram) illustrates the cause and effects of adopting micro-credentials to upskill or reskill the workforce. Six core principles were identified from the finding themes: competency-based learning, personalised learning, experience, research learning, work-related learning, and motivation. Thereafter, each principle had sub-categories that could contribute to adopting micro-credentials for skills development. The additional elements compared to the frameworks discussed in the literature included work-learn balance, price-value, flexibility, experience, and motivation for employee growth.

本框架由三层构成：外层为技术本身；此层的目的是展示微证书技术（数字徽章）需具备可识别性，为实现此目的，其设计需具备可共享性、真实性，并明确向终端用户声明所赋予的永久或临时所有权。中层由工作环境组成；在此情况下，采用微证书进行技能发展的组织。因此，在此层中，需建立工作与学习的平衡，为实现此目标，组织应为员工参加以满足业务需求的微证书进行预算，确保技能获得的透明度，并使员工能够获得内容进行持续审查和学习。内层包含核心微证书原则。在此层中，动力来源于人员（员工）。为了解释核心原则，鱼骨图（石川图）展示了采用微证书提升或再培训劳动力的原因与影响。从发现主题中确定了六个核心原则：基于能力的学习、个性化学习、经验、研究学习、与工作相关的学习和动机。此后，每个原则都有子类别，这些子类别有助于采用微证书进行技能发展。与文献中讨论的框架相比，还包括工作与学习的平衡、价格价值、灵活性、经验以及员工成长的动力。