Professional certification refers to a focused training program or assessment that develops the skills or knowledge needed to perform a job better. The result of a certification course is a credential that formally attests to an individual’s level of achievement in a job-related set of criteria.

A certification isn’t a replacement for an accredited degree, internal employee training or professional experience. Rather, it’s a chance for employees to build on existing knowledge or skillsets and distinguish themselves from uncertified peers in their field.

Industry-based certification can extend credibility into areas tertiary education did not cover and provide more product or role-specific training.

Offering professional certification for employees often means the organisation is footing the bill, but it’s an investment worth making. Why? There are five reasons, to be exact.

• A happier workforce: Organisations that ignore their employees’ desire to grow and achieve lofty career goals are likely to find themselves with a disengaged and disloyal workforce. Those that tap into a human need for achievement will help develop motivated individuals who are open to being challenged.
• Improved productivity: Top performing companies know the importance of developing the right skills in their people. When employees complete relevant training, they are better equipped to achieve business goals, thus improving productivity.
• Widened talent pool: The skills you have right now will likely be out of date in five years’ time, if not already nearing expiration. Technical skills reach their use-by in just over two. Having the talent you need at any time available all the time is crucial for internal mobility and future-proofing your organisation.
• Boosted credibility: Titles that relate to certifications (think CA) or qualifications (think MBA) are key to building a good reputation. The more consumers realise what they don’t know about a topic or problem, the more likely they are to seek out a certified professional and pay more for their services.
• Reduced business risk: Information that can’t be readily and easily accessed (unless via the person who keeps it) can affect the turnaround time of projects and business objectives. It can also damage a collaborative culture and cause segregation within teams.

It’s not just great for organisations. Employees themselves benefit in four specific ways too.

• Transferable skills: When putting yourself forward for a role, particularly one that is a step up in responsibility, it’s a real winner for employers if you have skills that can be applied across industries.
• Self-confidence: Being confident in one’s knowledge and abilities equates to better performance, a more positive demeanour and a drive for high-quality work. Without a sense of confidence, you risk becoming a low performer who fears making mistakes.
• Proof of learning ethic: Proactivity is highly desirable to employers. Compared to passive peers, proactive employees perform, contribute and innovate better. On the back of that, added certifications ensures that your skills are modern and industry relevant.
• Increase earning potential: Just as companies with certified employees can expect to charge more for products or services, certified employees stand to earn more.

Encouraging employees to seek certification isn’t always the easiest task, considering varying workloads and remote work arrangements. There are a few steps to successfully incorporate professional certifications into your employee training programs.

1. Set ground rules: Determine guidelines for what certifications your organisation will recognise – not all industry-recognised institutions are made equal. You’ll also want to denote the amount of time you’ll allow employees to study during work hours, as well as any cost-related restrictions.
2. Create goals: Give meaning to continuing education. You may align certain certificates against a specific profession pathway, which can help create common language for succession and workforce planning amongst employees and executives alike.
3. Encourage skills application: In months-long certifications, information learned at the start can be fuzzier compared to that learned at the end. This is why you want to encourage employees to implement new ideas, skills and behaviours while still studying (aka learning in the flow of work).

For a more in-depth look at professional certifications, have a read of the full article.


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