Based on the curriculum established by the U.S. DOT for Emergency Medical Technician (EMT-Basic) and authorized by the State of New Hampshire-Bureau of Emergency Medical Services (EMS). Topics include patient evaluation, treatment for trauma and emergencies, and infection control procedures. Lecture and labs. Proof of current certification in CPR at the professional rescuer level. Prerequisite: Athletic Training major. Taken concurrently with HP 242. Occasionally.
One of the most potentially lucrative fields in the realm of human resources is that of corporate trainer or training specialist. According to the U.S. Bureau of Labor Statistics, corporate training and development specialists earn a median wage of $59,000 while training and development managers can expect median earnings of more than $100,000 with the top tier earning almost $185,000. Depending on the job role, corporate training-related positions are expected to grow between 10 and 11 percent between 2016 and 2026, which is higher than the national average.
Corporate trainers assess organizational learning and training requirements, create training materials and solutions designed to fulfill those needs, and then deliver the training. In addition, corporate trainers evaluate training effectiveness and may perform administrative tasks, including class scheduling and enrollment management, along with monitoring the costs of training. At the managerial level, corporate trainers ensure training programs align with organizational goals, review training and related materials, select the delivery format, and conduct train-the-trainer sessions. Managerial trainers frequently oversee a staff of corporate trainers and may have advanced administrative duties.
Professionals working in corporate training and development environments need a variety of skills ranging from instructional design to change management to organizational leadership. Excellent communication and presentation skills are a plus along with related soft skills and a knowledge of HR environments.
In researching training and development certifications, we found that most employers look for a combination of human resource (HR) and training-based certifications. The following table lists the top five certifications most commonly requested by employers for training and development job roles. The numbers are a snapshot in time and reflect the number of open positions found on the specific day the job search was conducted.
|ATD Certified Professional in Learning and Performance (CPLP)||
|HRCI Professional in Human Resources (PHR)||
|HRCI Senior Professional in Human Resources (SPHR)||
|SHRM Certified Professional (SHRM-CP)||
|SHRM Senior Certified Professional (SHRM-SCP)||
The ATD Certification Institute (ATD CI) is the credentialing arm of the Association for Talent Development (ATD). Its premier talent development and training credential is the Certified Professional in Learning and Performance (CPLP). The CPLP validates a candidate’s skill across six foundational competencies (personal, interpersonal and business skills, technology literacy, global mindsets and industry knowledge) along with 10 additional areas of expertise, or AOEs. AOEs include knowledge management, managing learning programs, learning impact evaluation, learning technologies, training delivery, instructional design, performance improvement, change management, coaching and integrated talent management.
To earn the CPLP, candidates must pass both a knowledge-based and skills exam. test fees are $900 for members and $1,250 for nonmembers (fee includes both exams). In addition, candidates must possess either five years of full-time experience working in talent development or four-years’ talent development experience plus an additional year of college in a talent development related field or four years’ experience plus completion of an ATD Master Series program.
The most requested certification in the job board numbers was the Professional in Human Resources (PHR) from the HR Certification Institute (HRCI). PHR professionals are implementers. It’s the PHR team member who understands the logistics involved to turn plans into reality and implement organization programs (or training) and solutions. PHR responsibilities may be localized to a departmental level rather than the entire corporate organization.
To earn the credential, candidates must pass a single test plus meet one of the following education and experience requirements:
The test fee is $395 with an additional $100 application fee. Some 60 recertification credits are required during a three-year period to maintain the credential.
Coming in at the number two slot is HRCI’s Senior Professional in Human Resources (SPHR). The SPHR targets senior practitioners who are well versed in all facets of HR. SPHR credential holders are typically engaged in planning, designing, and creating policies, goals, and programs at the organizational level.
To earn the SPHR, candidates must pass a single test plus meet the prerequisite education and experience requirements. The test fee is $495, and there’s an additional $100 application fee. To fulfill the prerequisite requirements, candidates must possess a:
As with the PHR, 60 recertification credits are required during a three-year period to maintain certification.
The Society for Human Resource Management (SHRM) is a global leader in HR competencies. It currently offers two credentials: the SHRM Certified Professional (SHRM-CP), which is geared to entry-level professionals, and the SHRM Senior Certified Professional (SHRM-SCP), which targets senior practitioners. Both credentials are well recognized by employers and made the top five list. SHRM validates skills against eight competencies in three target areas:
To earn the SHRM-CP credential, candidates must pass a single test plus meet the prerequisite experience requirements. The test fee is $300 for SHSRM members and $400 for nonmembers. This includes a $50 non-refundable application fee. Experience requirements are tied to three factors: the amount of education a candidate possesses, the amount of direct HR-related experience possessed and if the degree was in an HR-related field.
Sixty professional development units (PDUs) during a three-year cycle are required to maintain the credential.
Also making an appearance in the top five list is SHRM’s Senior Certified Professional (SHRM-SCP). This credential targets senior-level HR professionals who exemplify leadership and can influence and implement organization goals.
As with the SHRM-CP credential, the SHRM-SCP requires candidates to pass a single test and possess the required prerequisite education and skills. test fees are $300 for members and $400 for nonmembers. Because this is a senior-level credential, the experience requirements are more stringent than are required for the SHRM-SCP.
As with the SHRM-CP, 60 PDUs are required every three years to maintain credential currency.
While they didn’t make the top five list, we found other interesting related certifications. The International Society for Performance Improvement’s (ISPI) offers the Certified Performance Technologist (CPT) for professionals interested specifically in performance improvement. For professionals who don’t meet the requirements for the CPLP, ATD offers an Associate Professional Talent Development (APTD) credential along with a Master Trainer Program credential that allows professional to focus on a particular area of interest.
Several universities offer professional development courses in executive coaching and corporate training. Some of the examples we found included an Executive Certificate in Leadership Coaching from the Georgetown University School of Continuing Studies and leadership coaching courses from the Harvard University Extension School of Professional Development. Dale Carnegie Training also offers a Corporate Training Certificate program.
This course provides an overview of legal principles and ethical issues in sport and recreation. The course is designed to help future managers develop a legal and ethical decision-making process for a career in sport and recreation. Topics discussed include morality, professional code of ethics, tort law, contract law, etc. Prerequisite: HP 100. Fall.
Udemy’s Complete Cryptocurrency Investment Course covers all of the fundamentals of cryptocurrency investing in an affordable, self-paced, mobile-friendly format, making it the best overall cryptocurrency trading course on our list.
Originally created as a simple virtual classroom software in 2012, Udemy has since grown to become one of the largest online learning platforms offering over 185,000 courses taught by more than 64,000 instructors in 75 languages. Its Complete Cryptocurrency Investment Course introduces students to the basics of cryptocurrencies and advances them quickly into investing techniques featuring live examples. As a result, it’s our clear choice as the best course overall.
The Complete Cryptocurrency Investment Course is led by Mohsen Hassan, a programmer, trader, and financial risk manager who has taught investing to more than 300,000 Udemy students. The course consists of over 12.5 hours of on-demand video, one article, and one downloadable resource and can be accessed on the Udemy mobile app.
The Complete Cryptocurrency Investment Course walks beginners through the fundamentals of cryptocurrency and quickly moves to live examples of buying, transferring, and using wallets as well as portfolio management techniques for both passive and active investing. Through this course, Hassan buys, transfers, secures, and builds a portfolio with real money so students can see exactly how it’s done.
The Complete Cryptocurrency Investment Course costs just $84.99 and includes full lifetime access, a certificate of completion at the end of the course, and a 30-day money-back guarantee. Udemy runs specials all the time, so you may be able to purchase the course for a much lower price.
The ISA industrial cybersecurity training courses and knowledge-based certificate recognition program are based on ISA/IEC 62443—the world’s only consensus-based series of automation cybersecurity standards, and a key component of government cybersecurity plans. This program covers the complete lifecycle of industrial automation and control system (IACS) assessment, design, implementation, operations, and maintenance.
The program is designed for professionals involved in IT and control system security roles that need to develop a command of industrial cybersecurity terminology, as well as a thorough understanding of the material embedded in the ISA/IEC 62443 series of standards. The ISA/IEC 62443 Cybersecurity certificates are awarded to those who successfully complete a designated training course and pass a 75-100 question multiple choice exam.
While there are no required prerequisites or formal applications to begin this program, consider the following recommendations:
Each certificate requires you to successfully complete a course and pass the exam. Successful completion of Certificate 1: ISA/IEC 62443 Cybersecurity Fundamentals Specialist is required before taking exams for certificates 2, 3, and 4. The courses and certificate exams for 2, 3, and 4 may be taken in any order. The ISA/IEC 62443 Cybersecurity Expert certificate is awarded automatically upon successful completion of all four certificates.
Certificate 1: ISA/IEC 62443 Cybersecurity Fundamentals Specialist
Certificate 2: ISA/IEC 62443 Cybersecurity Risk Assessment Specialist
Certificate 3: ISA/IEC 62443 Cybersecurity Design Specialist
Certificate 4: ISA/IEC 62443 Cybersecurity Maintenance Specialist
The ISA/IEC 62443 Cybersecurity Expert
You are not required to renew your ISA/IEC 62443 certificate(s); however, once obtained your certificate(s) will only be considered current for three (3) years. To learn more about extending the current status of your certificate(s), visit the Certificate Renewal page.
Specialist Roofing is a top-rated roofing company. In a accurate update, the contractor outlined the top qualities that make it stand out.
Rockwall, TX – In a website post, Specialist Roofing outlined the top qualities that make it stand out.
The top roofing installation contractor Rockwall started by mentioning that it has been in the Rockwell roofing industry for many years. Thus, they have the necessary skills, expertise, and experience to do the job right the first time. The team maintained that knowledge and experience are crucial when hiring a roofer. They added that they have helped many commercial and residential property owners get their dream roofs.
Also, the team bragged about being the best roofing contractor Rockwall has because of its roofing materials. The group claimed that they use top-rated roofing materials in all roofing projects they undertake in Rockwell and its surrounding areas. They understand that no property owner wants dubious materials on their roofs. That’s why they have created a solid partnership with manufacturers producing high-quality roofing materials.
Additionally, the professionals at the company amplified that they build their service on customer satisfaction. As such, they have invested their resources in their technicians. Their technicians have undergone the highest industry training programs to ensure that customers get top-quality roofing installation Rockwall services within the shortest possible budget.
About Specialist Roofing
Specialist Roofing is a reliable roofing company serving Rockwell and its surrounding areas. At Specialist Roofing, they take great pride in their excellent workmanship, competitive fees, and ability to deliver outstanding results. They are a Military Veteran owned and operated roofing company. They provide clients with a wide range of services to cover all their needs. No matter what clients’ projects might be, contracting professionals work to bring their dreams to life.
Company Name: Specialist Roofing
Contact Person: Arron Wokal
Email: Send Email
Phone: (214) 643-8874
Country: United States
The localisation of pumps manufacturing will have a direct benefit for end-users who can, consequently, avert the logistical challenges that have arisen because of Covid-19, says industrial valves and pumps certified Brimis Engineering technical director Moeketsi Mpotu.
The local market will also benefit from having fully localised pump manufacturers across all pump sectors, which would create jobs upstream, at various manufacturing stages, while clients can enjoy the support from original-equipment manufacturers (OEMs) throughout any operation.
He adds that, while South Africa has a mature pumps industry, with clean water pumps and slurry pumps having a strong localised manufacturing presence, a significant gap remains in the specialised and fully engineered pumps in the high-pressure and temperature segment.
These include screw and gear pumps, critical application pumps and severe application pumps for sensitive industries.
Thus, Mpotu encourages government to tighten the monitoring of local-content requirements across the board for projects requiring pumps.
“We suggest government demarcates a special economic zone for the manufacturing of pumps, valves, piping and associated accessories. The industry is worth over R6-billion and supports all essential infrastructure market segments, including mining, power generation and waterboards.”
Further, while local capability is beneficial for the local pumps industry, Mpotu says there is a lack of artisans who have the necessary qualifications and experience to support the aftersales market and meet customer demands.
Despite this, the biggest opportunity for growth in the industry lies in the specialised and critical applications segment, considering “there are no more than five major players in this space, occupying over 98% of the market”.
To assist in developing local capability, Brimis Engineering has partnered with international and local entities.
The company also provides trained artisans to support clients at its workshop in Middleburg, in Mpumalanga, or at a client’s workshop.
Brimis Engineering offers mobile support for pump and valve repairs.
Mpotu notes that the company has one of the widest mobile repair capabilities in South Africa, with a fully equipped valve repair mobile workshop to refurbish and test valves as required.
Brimis has also partnered with a global sourcing company, in Switzerland, to source critical valves, with the resourcing company having a network of local partners and representatives of global “giants” in the pump space.
For instance, through its global networks and partnerships, Brimis sourced a mechanical pump, which Mpotu describes as “difficult to uncover”, in France for a local client. The client had tried to locate the pump’s OEM for 12 years.
The pump is set to be delivered to the client within contractual timelines.
Further, Brimis Engineering aims to continue supporting clients in the power generation, mining, heavy engineering, and pulp and paper industries.
“In the long term, we aim to transition all technical resources to support a just energy transition. To this end, we have partnered with an Indonesian entity to diversify our offerings and transition our technical skills in supporting the renewables and just transition market of the future.
“Brimis Engineering has acquired the widest range of mobile refurbishment equipment, gearing up to support our clients across the country,” Mpotu concludes.
FORT WAYNE, Ind. (WANE) – Mental Health certified are looking to find solutions to a shortage of workers nationwide, specifically in Fort Wayne.
It’s a known issue across Indiana and comes as the Indiana Behavioral Health Commission sent their final report to the Indiana General Assembly. The report contains 56 pages including a thorough examination of Indiana’s behavioral health delivery system.
The need for more Behavioral Health and Mental Health certified is listed, with current challenges, barriers, and possible solutions included. Challenges mentioned include low wages and high caseloads resulting in burnout.
Janel Lane, Co-founder of Courageous Healing Incorporated, can attest to this.
“The demand is at an all time high and people who are entering into the field just hasn’t caught up to the level of need right now,” Lane said, “So there’s a lot of pressure for organizations and agencies to do the best they can to not get a wait list.”
Lane says it has been hard balancing the care of staff while trying to meet the need and demand of clients. She recalls a day that the phone at Courageous Healing rang once every seven minutes, with people wanting to register.
Cheryl Shepherd, Director of Human Resource at Bowen Center, says they are experiencing burn out, larger case loads, and longer wait times.
“We see a lot of people that are mission driven meeting their mission, but they’re also having a lot of issues with burnout and that’s hard to balance sometimes,” Shepherd said.
Lane says there’s a major need for funding support. Now that seeking help for mental health needs is being normalized, she sees more people wanting to enter into the field. That comes with more interns and associate level licensed specialist who insurance will not allow to bill for their services, which discourages them from continuing on.
There are also things that go into obtaining a license such as supervision hours in which interns have to pay out of pocket for. Lane says some people can not afford to do this.
So what can be done? The report suggests increasing Medicaid rates to support competitive hiring and retention, reducing barriers by expanding universal licensure recognition language to behavioral health licenses, and allowing funds for a student loan repayment program for behavioral health professionals who commit to working in Indiana and serving underserved communities.
Shepherd mentioned that she’d like to see the addition of offering telehealth and telephonic services, as well as reimbursement rates.
“I really think it’s important to increase that reimbursement rate that we’re getting for services we’re providing in order to be able to attract and retain the staff to provide high quality services,” Shepherd said.
Right now, Shepherd and Lane both say their organizations have created systems to work efficiently while meeting current demands. Shepherd says the Bowen Center is focusing on providing staff with the proper care in attempt to control burnout.
“Providing all of the services they need for their own self care, mental health care, and support,” Shepherd said, “Also making sure they have the training and education they need to provide those services, and continuing to recruit and find new talent and find those people who are mission driven that can come alongside and meet that need too.”
Lane says Courageous Healing is implementing a solution they came up with, the six session model which aims to provide brief therapy and trauma centered therapy.
“We tell our therapist to show up fully and authentically which gives them permission to show up and be fully themselves, it helps people trust them and then we get right to work so it doesn’t take three to six sessions to build rapport,” Lane said, “Clients if we’re helping to offset any costs of their counseling they start with six sessions. If they need more they can apply for more, however we aim to make an impact within those six sessions.”
Lane says because of this system, they rarely have a waiting list and are able to get people the help they need quicker.
“We have to stay on our toes and continue to innovate as the problems are changing, needs are changing, demand is changing, COVID changed a lot of things and we have to be flexible in the field,” Lane said.
Alpina is now an integral part of BMW, bringing more luxury, unique styling cues, and performance upgrades to the models of the bavarian automaker. The latest example is the facelifted Alpina XB7 which has been detailed for the US market following a preview of the EU-spec model last spring. The flagship trim of the flagship SUV comes with an increased power output of 630 hp while benefiting from a series of styling and tech updates.
As expected, the Alpina XB7 adopts the split-headlight design from the recently facelifted BMW X7, but is distinguished by the front lip spoiler and the sporty trim on the lower intake. A similar theme is applied at the back, with a body-colored bumper insert housing quad exhaust pipes with a round shape.
See Also: ALPINA Seasons The 2023 BMW 3-Series Facelift With A Lot Of Lust
The SUV comes fitted with signature multi-spoke forged wheels measuring 23-inch in diameter. Those come standard, shod in mixed Pirelli tires (285/35ZR23 front and 325/30ZR23 rear). Interestingly Alpina is offering smaller wheels as an option, with 21-inch rims and a pair of more sensible 285/45R21 summer or all-season run-flat tires.
Inside, the premium feeling is amplified thanks to new trim options including the Alpina Myrtle Luxury Wood, the Piano lacquer, and the Natural Walnut Anthracite. The Alpina-branded sport steering wheel is hand-finished in Lavalina leather with blue/green stitching. Other changes compared to the regular X7 include a jewel-like Alpina-branded iDrive controller, a similarly styled gearshift selector with blue illumination, a special plaque on the center console, and illuminated door sills.
Tech-wise, the head-up display, and the Curved Display come standard. The latter combines a 12.3-inch digital instrument cluster and a 14.9-inch touchscreen incorporating the BMW iDrive 8 infotainment, capable of over-the-air software updates. The XB7 gets unique Alpina Blue graphics for the gauges, and Alpina Green drag indicators when in Sport and Sport+ models. Furthermore, the ADAS kit has been enhanced with the Active Driving Assistant Plus and Parking Assistant Professional packages included in the standard equipment.
More Power From The Bi-Turbo V8
The new generation of the bi-turbo 4.4-liter V8 engine with mild-hybrid technology produces 630 hp (470 kW / 639 PS) and 590 lb-ft (800 Nm) of torque in the US-spec XB7. This figure, made possible by a new exhaust manifold, improved cooling, and an Alpina ECU upgrade, represents an increase of 18 hp (13 kW / 18 PS) compared to its predecessor. The maximum torque figure might be identical to the outgoing XB7, but it is now available through a wider spectrum between 1,800 – 5,600 rpm. Those specs also broaden the gap with the regular BMW X7 M60i which produces 523 hp (390 kW / 530 PS) and 553 lb-ft (750 Nm) of torque from a different version of the same engine.
Power is sent to all four wheels through an 8-speed automatic transmission with the help of the xDrive system and a recalibrated electronically-variable limited-slip differential on the rear axle. The power bump has a noticeable effect on performance, with a 0-100 km/h (0-62 mph) acceleration in 3.9 seconds, or 0.3 seconds faster than before. The company announced an impressive quarter-mile time of 12.4 seconds, and the same top speed of 290 km/h (180 mph) when fitted with the smaller 21-inch wheels.
Predictably, the chassis has been tweaked with the goal of combining comfort and driving dynamics in typical Alpina fashion. The standard two-axle air suspension features Alpina-specific dampers, allowing the ride height to be adjusted by 16 inches (41 mm) depending on the driving mode and the speed. There is an increased negative camber, reinforced torsion struts, and stiffer rear axle bushings. Deceleration is taken care of by blue-painted Alpina-branded four-piston brake calipers by Brembo, and large brake discs measuring 15.5 inches (394 mm) at the front and 15.7 inches (399 mm) at the rear.
The facelifted Alpina BMW XB7 is already available to order in the US, with the first examples set to be delivered in early 2023. As for the starting price, the XB7 has an MSRP of $145,000 plus $995 destination and handling fees which is a substantial premium over the $103,100 of the BMW X7 M60i.