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Exam Code: NSCA-CPT Practice exam 2022 by Killexams.com team
NSCA-CPT NSCA Certified Personal Trainer

Exam ID : NSCA-CPT
Exam Title : NSCA Certified Personal Trainer
Questions : 140 scored, 15 non scored
Pass Marks : 77%
Duration : 3 hours
Exam Type : multiple-choice

The NSCA-Certified Personal Trainer® (NSCA-CPT®) exam is comprised of 140 scored and 15 non-scored* multiple-choice questions that tests candidate's knowledge in the following four domains:

Client Consultation/Fitness Assessment
Program Planning
Techniques of Exercise
Safety, Emergency Procedures and Legal Issues
There are 25-35 video and/or image items that assess competencies across multiple domains.
The pass rate was 77% for first-time candidates attempting the NSCA-CPT exam in 2018.

Domain Percent of Exam Number of Questions
Client Consultation/Assessment 23% 32
Program Planning 32% 45
Techniques of Exercise 31% 43
Safety, Emergency Procedures and Legal Issues 14% 20
Non-Scored Questions - 15
Total 100% 155
Number of video questions (already included in the total) 25-35
Length of exam 3 hours

INTRODUCTION
About the Association
Certifications Offered
Accreditation of NSCA Certifications
Registration of NSCA Certifications
Statement of Nondiscrimination
ABOUT THE EXAMS
Job Analysis
Item Writing
Standard Setting
Exam Content Outlines
CSCS
CSPS
NSCA-CPT
TSAC-F
Exam Preparation
Example Preparation Plan Options
Plans Recommended by Background
CERTIFICATION ELIGIBILITY
Eligibility Requirements
CSCS
CSPS
NSCA-CPT
TSAC-F
Acceptable Accreditation of Colleges and Universities
Exercise Science-Related Fields
Acceptable CPR/AED Certifications
Discipline Policy and Certification Appeals
EXAM REGISTRATION PROCESS
Completing the Registration Form
Release of Information
Affirmation
Special Accommodations
Eligibility Documentation
Academic Transcripts (CSCS and CSPS only)
CPR/AED Certifications
Practical Experience (CSPS only)
Exam Fees
Scheduling an Appointment
Test Center Locations
Exam Authorization Period
Changes to Contact Information
Name Changes
Contact Information and Communications
Registration Withdrawal and Refunds
Cancelling and Rescheduling exam Appointments
Late Arrival and No-Show
Late Arrival
No-Shows
Inclement Weather, Power Failure, or Emergency
EXAM DAY
Candidate ID Requirements
Security
Personal Belongings
Items Not Permitted
Permitted Items
Comfort Aids
Permitted Medicine and Medical Devices
Permitted Mobility Devices
Exam Supplies
Questions and Comments About exam Content
Breaks
Leaving the exam Early
Exam Misconduct
Exam Results
Exam Scoring
Exam Pass Rates
Confidentiality of Results
Cancelled Scores
Awarding of Certification
Retake Policy
90 Day Waiver
Privacy Policy
Appealing exam Results

1. BASIC PATHOPHYSIOLOGY AND SCIENCE OF HEALTH STATUS or CONDITION, DISORDER, or DISEASE 8 22 10 40
A. Cardiovascular: Individuals with…
1. Myocardial infarction
2. Angina
3. Hypertension
4. Peripheral vascular disease (e.g., deep vein thrombosis, peripheral artery disease)
5. Congestive heart failure
6. Valvular disorders
7. Revascularizations
8. Conduction defects or disorders (e.g., atrial fibrillation, pacemakers)
B. Pulmonary: Individuals with…
1. Chronic obstructive pulmonary disease (COPD) (e.g., emphysema, chronic bronchitis)
2. Chronic restrictive pulmonary disease (CRPD) (e.g., fibrosis, sarcoidosis)
3. Asthma
4. Pulmonary hypertension
C. Metabolic
1. Individuals with diabetes mellitus (Type 1 and 2)
2. Individuals who are overfat
3. Individuals with pre-diabetes
4. Individuals who have metabolic syndrome
5. Individuals with thyroid disorders (hypo/hyperthyroidism)
6. Individuals with end stage renal disease
D. Immunological and Hematological: Individuals with...
1. AIDS/HIV
2. Chronic fatigue syndrome
3. Fibromyalgia
4. Anemia
5. Auto-immune disorders (e.g., lupus, rheumatoid arthritis)
6. Bleeding/clotting disorders
E. Musculoskeletal/Orthopedic: Individuals with...
1. Osteoporosis and other low BMD conditions
2. Limb amputations
3. Osteoarthritis
4. Lower back conditions
5. Chronic musculoskeletal conditions (e.g., OA, osteoporosis, low back pain)
6. Frailty
7. Joint disorders (e.g., muscle, labrum, ligament, cartilage, tendons)

8. Joint replacements (e.g., shoulder, knee, hip)
9. Sarcopenia
10. Posture conditions
11. Cystic fibrosis
F. Neuromuscular: Individuals with…
1. Stroke or brain injury
2. Spinal cord disabilities
3. Multiple sclerosis
4. Cerebral palsy
5. Downs syndrome
6. Parkinsons disease
7. Epilepsy
8. Balance conditions
9. Muscular dystrophy
G. Post Rehabilitation: Individuals with…
1. Musculoskeletal disorders/conditions
2. Cardiopulmonary disorders/conditions
3. Neuromuscular disorders/conditions
H. Individuals with Cancer
I. Female Specific Conditions
1. Pregnant and postpartum
2. Female athlete triad
3. Menopausal/post-menopausal
J. Individuals with Behavioral/Psychological Disorders
1. Disordered eating patterns
2. Body image
3. Depression
4. Chemical dependency
K. Older Adults
L. Children and Adolescents
2. CLIENT CONSULTATION 6 13 0 19
A. Determine the Fitness Professionals Role in the Wellness Continuum
1. Align goals of the medical professional, client, and fitness professional
2. Maintain lines of communication with the primary healthcare provider
3. Optimize communication between the fitness professional and medical professionals
4. Verify physicians clearance to exercise

B. Perform Health Appraisal
1. Understand basic medical terminology
2. Interpret medical history (e.g., contraindications, continuity of care, goal viability)
3. Administer life-style questionnaire
4. Interpret “levels of pain” or prognosis (severity of condition; e.g., kurtzke expanded
disability status scale)
5. Interpret medical documentation
6. Document subjective client feedback and observations relevant to medical condition
7. Contact medical professionals for needed information or clarification on
medical history, restrictions, etc.
8. Identify signs and symptoms that indicate an individual should be referred
for medical care
9. Understand the roles of health professionals that prescribe exercise (e.g., physicians,physical therapists, occupational therapists, athletic trainers)
10. Perform nutritional review
C. Fitness Evaluation
1. Conduct fitness evaluation
a. vital signs (e.g. heart rate, blood pressure)
b. height and weight
c. body composition (e.g., “Bod Pod” and DXA reports)
d. girth measurements
e. muscular strength and endurance
f. speed/agility/power
g. cardiovascular endurance (e.g., submaximal VO2 max test on treadmill and bike)
h. flexibility
i. lipid profile
j. lung function
k. postural assessment
l. balance
m. functional assessment
n. evaluations specific for individuals with limited ability (e.g., 6-min walk, modified sit-and-reach from a chair, 8 lb. curl test, chair stands)
2. Prioritize need for clients with multiple diseases
3. Adjust fitness evaluation based on medical conditions and restrictions
4. Determine testing measures for the client
5. Document client progression with objective and subjective criteria

A. Develop SMART Goals
1. Manage fear and expectations
2. Increase functional capacity
3. Excellerate health risk factors (e.g., muscle wasting)
4. Excellerate confidence and self-image
5. Excellerate quality of life
B. Program Design
1. Develop individual training programs that are adapted to specific health condition (types, duration, frequency, intensity, progression, rest)
2. Develop group training programs that are adapted to specific health condition (types, duration, frequency, intensity, progression, rest)
3. Identify exercises indicated and contraindicated for clients condition
4. Identify environmental risks (e.g., MS and heat tolerance)
5. Evaluate communicable disease risk (client to fitness professional OR fitness professional to client)
6. Modify the warm-up and cool-down program to coincide with the limitations and capacities of a client
7. Modify the exercise program to coincide with the limitations and capacities of a client
8. Instruct a client on therapeutic exercise technique and equipment (including body position, speed/control of movement, movement/range of motion, breathing, and spotting/safety guidelines)
a. aquatic
b. range of motion
c. exercise with accessory equipment (e.g., chairs, walker/cane, gait belt)
d. balance/perturbation training
e. partner-assisted (support person and conduction exercises beyond the medical
fitness center/facility, or how they can help during the process of exercise)
f. home programs
9. Understand exercise-induced changes to body systems
a. neuromuscular system
b. cardiorespiratory system
c. musculoskeletal system
d. endocrine
e. psychological
C. Apply Motivational/Coaching Techniques
1. Motivational interviewing
2. Stages of change
3. Transtheoretical model
4. Behavioral economics
5. Planned behavior theory
6. Cognitive theory
7. Relapse prevention
8. Positive psychology
9. Solution-focused coaching
D. Monitor Client Outcomes
E. Recognize Need for Referral to Healthcare Professional
4. SAFETY, EMERGENCY PROCEDURES, AND LEGAL ISSUES 4 6 0 10
A. Comply with Scope of Practice Requirements
B. Practice Safety Procedures
C. Follow Emergency Procedures
D. Recognize Professional, Legal, and Ethical Responsibilities
E. Comply with HIPAA regulations

NSCA Certified Personal Trainer
Trainers Certified resources
Killexams : Trainers Certified resources - BingNews https://killexams.com/pass4sure/exam-detail/NSCA-CPT Search results Killexams : Trainers Certified resources - BingNews https://killexams.com/pass4sure/exam-detail/NSCA-CPT https://killexams.com/exam_list/Trainers Killexams : 5 Great Corporate Training and Development Certifications

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.

Top 5 certifications, by the numbers

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.

Job Site Search Results

Certification

SimplyHired

LinkedIn Jobs

Total

ATD Certified Professional in Learning and Performance (CPLP)

146

149

295

HRCI Professional in Human Resources (PHR)

3,961

4,163

8,124

HRCI Senior Professional in Human Resources (SPHR)

2,734

3,387

6,121

SHRM Certified Professional (SHRM-CP)

1,241

1,611

2,852

SHRM Senior Certified Professional (SHRM-SCP)

701

1,151

1,852

ATD:  Certified Professional in Learning and Performance (CPLP)

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. exam 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.

HRCI:  Professional in Human Resources (PHR)

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 exam plus meet one of the following education and experience requirements:

  • A high school diploma plus four years of professional HR experience
  • A bachelor’s degree plus two years of professional HR experience; or
  • A Master’s degree plus one year of professional HR experience.

The exam fee is $395 with an additional $100 application fee. Some 60 recertification credits are required during a three-year period to maintain the credential.

HRCI:  Senior Professional in Human Resources (SPHR)

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 exam plus meet the prerequisite education and experience requirements. The exam fee is $495, and there’s an additional $100 application fee. To fulfill the prerequisite requirements, candidates must possess a:

  • Master’s degree plus four years of HR experience; or
  • Bachelor’s degree plus five years of HR experience; or
  • High school diploma plus seven years of HR experience

As with the PHR, 60 recertification credits are required during a three-year period to maintain certification.

SHRM:  Certified Professional (SHRM-CP)

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:

  • Leadership – including ethical practices and leadership and navigation
  • Interpersonal – targeting communication skills, managing relationships and effectiveness in working with global cultures
  • Business – targeting critical evaluations, business acumen and consultative skills

To earn the SHRM-CP credential, candidates must pass a single exam plus meet the prerequisite experience requirements. The exam 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.

  • No degree: Candidates who do not possess either a bachelor’s or Master’s degree but who have been a part of an HR-related program need three years’ experience in an HR role. Candidates who have not studied in an HR program must possess four years’ HR experience.
  • Bachelor’s degree: Candidates with a bachelor’s degree in an HR-related field need one year of HR experience, but those with non-HR degrees must have a minimum of two years in an HR-related role.
  • Master’s degree or higher: Candidates with a graduate level degree in an HR-related field are only required to be currently employed in an HR-role to gain the credential while those who possess graduate degrees in non-HR fields must possess at least one-year of HR experience.

Sixty professional development units (PDUs) during a three-year cycle are required to maintain the credential.

SHRM: Senior Certified Professional (SHRM-SCP) 

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 exam and possess the required prerequisite education and skills. exam 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.

  • No degree:  Six years of experience is required if the candidate has participated in an HR-related program while seven years of experience is required for those who have not been involved in an HR-related program.
  • Bachelor’s degree: Candidates with a bachelor’s degree in an HR-related field take four years of experience while those with a non-HR related degree need five years.
  • Master’s degree: Candidates who possess a graduate degree in an HR-related field need a minimum of three years’ experience in an HR role while those with a graduate degree in another field must possess at least four years’ experience.

As with the SHRM-CP, 60 PDUs are required every three years to maintain credential currency.

What Else?

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.

Mon, 10 Oct 2022 12:01:00 -0500 en text/html https://www.businessnewsdaily.com/10658-best-corporate-training-development-certifications.html
Killexams : CarriersEdge adds new fleet resource library to support driver training programs

CarriersEdge, a provider of online truck driver training, has introduced a new resource library to the CarriersEdge platform designed to help company administrators apply information that is covered in CarriersEdge online training courses into real-world use.

The new resource library, called Put it into Practice (PiiPs), provides fleets with a list of subject-specific follow-up activity ideas that company administrators can use to help drivers better comprehend or retain concepts covered in driver training courses. PiiPs provide administrators suggestions on how to use driver incentives, surveys, social media, classroom activities, hands-on practice, driver communication strategies, and more to better support driver education and safety programs.

See also: CarriersEdge course aims to prevent tanker injuries

According to CarriersEdge CEO Jane Jazrawy, information CarriersEdge collects through the Best Fleets to Drive For program inspired the decision to add PiiPs to its online training platform. Best Fleets to Drive For, created by CarriersEdge in 2008 and produced in partnership with Truckload Carriers Association, is an annual program dedicated to identifying the best workplaces in the North American trucking industry.

“Through our evaluations of fleets nominated for the Best Fleets to Drive For program, we’ve found that the top performing companies have comprehensive driver training programs, and that most use a combination of training follow up activities to support drivers in their education,” Jazrawy said. “Many of the ideas we’ve added to PiiPs were influenced by the activities the Best Fleets are having success with. We expect this new library of training follow up activities to be a great resource for fleets to support driver education and fleet safety.”

PiiPs are available for several popular CarriersEdge courses, including distracted driving, defensive driving, injury prevention, vehicle inspection, weights and dimensions, and more. CarriersEdge will continue to add PiiPs for other courses in the library, and in languages including French and Spanish.

The new PiiPs feature is available to customers now at no extra charge, as part of the CarriersEdge subscription service. CarriersEdge has more than 100 online driver training courses accessible in its monthly subscription package, with new and updated titles added regularly. Courses are offered as full-length orientation, short refresher and remedial titles, and as stand-alone knowledge tests.

Fri, 14 Oct 2022 00:47:00 -0500 en text/html https://www.fleetowner.com/safety/article/21252752/carriersedge-adds-new-fleet-resource-library-to-support-driver-training-programs
Killexams : AWT's focus on community, collaboration continues with new training center

Business is often about competition, companies working against each other to win contracts or customers.

But about 20 years ago, manufacturers in Lake County starting coming together to collaborate, to support one another and help each other solve problems. Now, the Alliance for Working Together Foundation is celebrating the opening of its new training center, a space designed to help educate young adults on careers in manufacturing and to help train individuals to work in the field.

Mentor-based AWT got its start two decades ago as a way for business owners to support one another and grew to focus on the promotion of manufacturing as a career. The AWT Transformation Training Center will help it meet that mission, offering training and education for K-12 students, as well as adults in the workforce.

The space is a collaborative one, and it's supposed to serve as a resource for the larger community, said Teresa Simons, executive director of the AWT Foundation. And it's not training cut off from the workforce. AWT has a community of manufacturers to help connect trainees with jobs, she said.

The center also has gathered financial support from a variety of sources: foundations, state and federal funds, and donations from individuals and companies.

"It's fantastic," said Roger Sustar, the founder of AWT. "It's really hard to believe."

Sustar, who is also the owner and CEO of Fredon Corp. in Mentor, has worked hard behind the scenes to earn this support for the center, reaching out to people despite a steady stream of no's over the years. But there were also plenty of yes's, as is evidenced by the center itself.

In many ways, this is, if not the culmination of decades of work by Sustar and his peers, a new peak. The foundation is truly about collaboration for the industry at large.

Sustar said it's important that he do something to "help the next generation learn from us." The center was designed to be as industrial as possible, he said, so it looks like a real manufacturing site. It was important to complement the programs already in the community, rather than compete with them, Simons said.

Ground broke on the building back in August of 2021, and the official ribbon-cutting was Oct. 7. And the center at 8980 Tyler Blvd. in Mentor's approximately 12,500 square feet will be full of activity soon.

Simons said some high school students from the Lake Shore Compact were expected to start training at the center in mid- to late October, and AWT's apprenticeship program will move from Lakeland Community College to the center later this fall or winter, as well. Summer camps will follow, along with other programs.

Ready for the community

The timing of such moves has been tough to predict, in part because of one challenge that the manufacturers the center will serve know well: supply chain delays, particularly how long it can take to receive ordered equipment.

But at this time, the center already has CNC mills and lathes, as well as such equipment as 3D printers, robotics and measurement machinery. And, Simons said, there are "seasoned manufacturing professionals" who plan to help train in the center's hands-on labs.

Simons said that ultimately, the machining lab will be used by the Lake Shore Compact career technical program from 7:30 a.m. to 2:30 p.m. Monday through Friday during the school year. Apprenticeship classes will run in the afternoons, Monday through Thursday. And the center will provide AWT its own headquarters, as it had previously been located in Fredon. But the rest of the space — classrooms and conference rooms — will be used by the community.

"One of the things is, this building needs to be available for our members," Simons said.

That includes everything from manufacturers to education partners. For example, some smaller manufacturers might not have an adequate meeting space, but the training center's rooms will be available to reserve. Or, Simons said, it would be open to groups like PTAs. Part of the challenge the center hopes to overcome is what parents think about manufacturing as a career for their children. People sometimes have an outdated view of manufacturing, and the center could serve as an example of what the industry looks like today.

Having a center like this in the community is "fantastic," said Christine Weber, president and CEO of the Mentor Area Chamber of Commerce.

"I don't know any other community that has something like this," she said.

A training center like this is necessary, she added, as there are so many open manufacturing jobs in the region. The local higher education institutions do a great job of offering different programs in this space, she said, but the new center will be able to offer technology the schools may not be able to afford. And, at AWT's center, students will be able to get involved at a much younger age and learn about manufacturing from kindergarten on, as will their parents. Oftentimes, students are already encouraged to know what they want to do when they enter high school, well before it would be time to enroll in postsecondary education.

"But this gives a very good insight, I think, at a much younger age," Weber said. "And we have such a huge baby boom retirement coming, we're going to need these kids. And we need to start training them and get them interested, more than anything, at a younger age, to see if this type of career will work out for them."

Sun, 16 Oct 2022 22:00:00 -0500 en text/html https://www.crainscleveland.com/manufacturing/awts-focus-community-collaboration-continues-new-training-center
Killexams : American Job Center open to employers; Guam Department of Labor offers facilities, resources to businesses for training, job fairs

Businesses looking to host job fairs or training sessions can avail themselves of the Guam Department of Labor’s American Job Center.

The local labor agency in a news release announced it is expanding its services for local employers by providing the facility and its resources to help fill vacancies.

“We would like to put a call out to other businesses to utilize our resources at the (American Job Center), which includes training, video conferencing, and hosting job fairs. (The Guam Department of Labor) also has dedicated staff with experience in planning and executing a successful job fair, which can also be held at the company’s place of business. If your organization is planning to hire, we can assist,” Guam Department of Labor Director David Dell’Isola said in release. “We are here to help.”

The agency recently teamed up with Citadel Pacific, IP&E and IT&E to host a job fair in which the labor agency provided space, internet access, staff assistance and other resources, according to the release. About 40 job seekers attended the event, with 22 positions offered.

Sun, 16 Oct 2022 16:49:00 -0500 en text/html https://www.guampdn.com/money/american-job-center-open-to-employers-guam-department-of-labor-offers-facilities-resources-to-businesses/article_a6e0f672-4dcd-11ed-b3ee-eb3161a0d68d.html
Killexams : Civil Aviation Flight Training and Simulation Market landscape, Top Competitor Analysis, Revenue, Sales With Forecast Data from 2022 to 2028

The MarketWatch News Department was not involved in the creation of this content.

Oct 13, 2022 (Reportmines via Comtex) -- Pre and Post Covid is covered and Report Customization is available.

In this "Civil Aviation Flight Training and Simulation Market", a thorough overview of market segments based on product types, applications, growth factors, trends, research, innovations, and new product releases are given. This Civil Aviation Flight Training and Simulation market research report's primary goal is to provide Civil Aviation Flight Training and Simulation market participants insights into the post covid-19 impact so they may assess their business strategies.

The global Civil Aviation Flight Training and Simulation market size is projected to reach multi million by 2028, in comparision to 2021, at unexpected CAGR during 2022-2028 (Ask for sample Report).

This study examines Civil Aviation Flight Training and Simulation market development over values, historical price structure, volume, and trends that provide an accurate estimation of upcoming opportunities and growth momentum prediction. The Civil Aviation Flight Training and Simulation market research report consists of 165 pages.

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The Top Competitors in the Civil Aviation Flight Training and Simulation Market, as Highlighted in the Report, are:

  • CAE
  • FSI
  • L-3 Link
  • Rockwell Collins
  • AXIS Flight Training Systems
  • Frasca International
  • Havelsan
  • Indra Sistemas
  • Sim-Industries

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Market Segmentation

The worldwide Civil Aviation Flight Training and Simulation Market is categorized on Component, Deployment, Application, and Region.

The Civil Aviation Flight Training and Simulation Market Analysis by types is segmented into:

  • Full Flight Simulators (FFS)
  • Flight Training Devices (FTD)

The Civil Aviation Flight Training and Simulation Market Industry Research by Application is segmented into:

  • Passenger Aircraft
  • Private Aircraft

In terms of Region, the Civil Aviation Flight Training and Simulation Market Players available by Region are:

  • North America:
  • Europe:
    • Germany
    • France
    • U.K.
    • Italy
    • Russia
  • Asia-Pacific:
    • China
    • Japan
    • South Korea
    • India
    • Australia
    • China Taiwan
    • Indonesia
    • Thailand
    • Malaysia
  • Latin America:
    • Mexico
    • Brazil
    • Argentina Korea
    • Colombia
  • Middle East & Africa:
    • Turkey
    • Saudi
    • Arabia
    • UAE
    • Korea

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Some of the Important Aspects of the Report include:

  • A comprehensive examination of the competitive environment and the threat of escalating competition are included in this Civil Aviation Flight Training and Simulation market research report.
  • The Civil Aviation Flight Training and Simulation market research report involves an analysis of long-term development potential and market threats and uncertainties for the Civil Aviation Flight Training and Simulation market.
  • Production, demand, revenue, and growth rate on the market are all estimated in this Civil Aviation Flight Training and Simulation market research study.

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Covid-19 Impact Analysis for Civil Aviation Flight Training and Simulation Market Research Report:

The Civil Aviation Flight Training and Simulation market study provides information on COVID-19 taking into account changes in consumer demand and behavior, buying trends, supply chain rerouting, dynamics of current Civil Aviation Flight Training and Simulation market forces, and key government initiatives. Market segment by Application can be divided into this Passenger Aircraft,Private Aircraft.

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Major Benefits for Industry Participants & Stakeholders:

Value chain analysis, sales breakdown, and competitive situation are integrated with regional-level predictions in the Civil Aviation Flight Training and Simulation market research report. The Civil Aviation Flight Training and Simulation market research report may be used as a resource by players, stakeholders, and other stakeholders in the Civil Aviation Flight Training and Simulation market industry research for their benefit. The key market players for the Civil Aviation Flight Training and Simulation market are listed as CAE,FSI,L-3 Link,Rockwell Collins,AXIS Flight Training Systems,Frasca International,Havelsan,Indra Sistemas,Sim-Industries.

The Civil Aviation Flight Training and Simulation Market Research Report contains the following TOC:

  • Report Overview
  • Global Growth Trends
  • Competition Landscape by Key Players
  • Data by Type
  • Data by Application
  • North America Market Analysis
  • Europe Market Analysis
  • Asia-Pacific Market Analysis
  • Latin America Market Analysis
  • Middle East & Africa Market Analysis
  • Key Players Profiles Market Analysis
  • Analysts Viewpoints/Conclusions
  • Appendix

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Civil Aviation Flight Training and Simulation Market Size and Industry Challenges:

As a result of the COVID-19 pandemic, the most exact study estimates that the Civil Aviation Flight Training and Simulation market will be valued at USD million with a CAGR rate of percent throughout the study period. This report shows how the market is segmented by type and covers Full Flight Simulators (FFS),Flight Training Devices (FTD). The regional analysis of the Civil Aviation Flight Training and Simulation market is considered for the key regions such as the North America: United States, Canada, Europe: GermanyFrance, U.K., Italy, Russia,Asia-Pacific: China, Japan, South, India, Australia, China, Indonesia, Thailand, Malaysia, Latin America:Mexico, Brazil, Argentina, Colombia, Middle East & Africa:Turkey, Saudi, Arabia, UAE, Korea.

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Key Reasons to Purchase the Civil Aviation Flight Training and Simulation Market Research Report:

  • This Civil Aviation Flight Training and Simulation market research report provides a detailed examination of both the global and regional markets for the Civil Aviation Flight Training and Simulation industry.
  • The leading players' market shares as well as exact business collaborations, product launches, business expansions, and acquisitions are all included in the Civil Aviation Flight Training and Simulation market research report study.
  • The Civil Aviation Flight Training and Simulation market research report gives complete segmentation to evaluate trends, advancement, and market size forecasts 2022-2028.

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Thu, 13 Oct 2022 14:01:00 -0500 en-US text/html https://www.marketwatch.com/press-release/civil-aviation-flight-training-and-simulation-market-landscape-top-competitor-analysis-revenue-sales-with-forecast-data-from-2022-to-2028-2022-10-13
Killexams : IBM Expands Partner Access To Training Resources

Channel programs News

Wade Tyler Millward

“We can‘t be essential unless our partners are skilled in our products and confident in going to their clients with our products and selling them with us and for IBM,” IBM channel chief Kate Woolley said.

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IBM has started giving registered members of its PartnerWorld program access to the training, badges and enablement IBM sales employees get along with a new learning hub for accessing materials.

The expansion is part of the Armonk, N.Y.-based tech giant’s investment in its partner program, IBM channel chief Kate Woolley told CRN in an interview.

“We can‘t be essential unless our partners are skilled in our products and confident in going to their clients with our products and selling them with us and for IBM,” said Woolley (pictured), general manager of the IBM ecosystem.

[RELATED: Channel Chief Kate Woolley: ‘No Better Time To Be An IBM Partner’]

Partners now have access to sales and technical badges showing industry expertise, according to a blog post Tuesday. Badges are shareable on LinkedIn and other professional social platforms. IBM sales representatives and partners will receive new content at the same time as it becomes available.

“This is the next step in that journey in terms of making sure that all of our registered partners have access to all of the same training, all of the same enablement materials as IBMers,” Woolley told CRN. “That’s the big message that we want people to hear. And then also in line with continuing to make it easier to do business with IBM, this has all been done through a much improved digital experience in terms of how our partners are able to access and consume.”

Among the materials available to IBM partners are scripts for sales demonstrations, templates for sales presentations and positioning offerings compared to competitors, white papers, analyst reports and solution briefs. Skilling and enablement materials are available through a new learning hub IBM has launched.

“The partners are telling us they want more expertise on their teams in terms of the IBM products that they‘re able to sell and how equipped they are to sell them,” Woolley said. “And as we look at what we’re hearing from clients as well, clients want that. … Our clients are saying, ‘We want more technical expertise. We want more experiential selling. We want IBM’ – and that means the IBM ecosystem as well – ‘to have all of that expertise and to have access to all the right enablement material to be able to engage with us as clients.’”

The company has doubled the number of brand-specialized partner sellers in the ecosystem and increased the number of technical partner sellers by more than 35 percent, according to IBM.

The company’s exact program changes have led to improved deal registration and introduced to partners more than 7,000 potential deals valued at more than $500 million globally, according to IBM. Those numbers are based on IBM sales data from January 2022 to August.

Along with the expanded access to training and enablement resources, Woolley told CRN that another example of aligning the IBM sales force and partners was a single sales kickoff event for employees and partners. A year ago, two separate events were held.

“I want our partners to continue to feel and see this as a big investment in them and representative of how focused we are on the ecosystem and how invested we are,” she said.

Wade Tyler Millward

Wade Tyler Millward is an associate editor covering cloud computing and the channel partner programs of Microsoft, IBM, Red Hat, Oracle, Salesforce, Citrix and other cloud vendors. He can be reached at wmillward@thechannelcompany.com.

Tue, 04 Oct 2022 07:15:00 -0500 en text/html https://www.crn.com/news/channel-programs/ibm-expands-partner-access-to-training-resources
Killexams : AkzoNobel Applies VR To Paint Training Process

Learning the art of painting aircraft is challenging and can consume valuable time and expensive resources. To help Excellerate the training process, paint manufacturer AkzoNobel Aerospace Coatings (Booth 3557) has adopted the virtual reality (VR)-based training system developed by Virtual Paint Products.

“Typically, when a customer asks for training, we have to provide significant quantities of paint, much of which is wasted,” said Matthew Amick, AkzoNobel global technical services manager. “By effectively moving the spray booth into the classroom, we completely eliminate waste, reduce costs and unnecessary shipping, and prevent volatile organic compounds [VOCs] from being released. There are also no costs associated with cleaning the spray guns, or the additional VOCs released from the solvents required, or in providing the panels needed for wet paint training. It’s a ‘win win’ for all involved.”

The VR training is designed to replicate the paint shop’s production environment and the use of multiple coating systems. Testing of the training system was done at AkzoNobel’s training center in Troy, Michigan.

The portable training unit consists of a VR headset and spray gun controller connected to a laptop computer. While wearing the headset, the trainee is immersed in a virtual paint booth and is able to use the spray gun controller to apply paint to small parts and large-scale assemblies, as well as in a typical paint shop production floor.

According to AkzoNobel, “The system can be programmed with various paint specifications, such as the thickness of the coating required, and as the operator uses the spray gun, they can see whether too much or too little paint is used and look for inconsistencies in the way the coating is being applied.”

During the training sessions, the system measures the trainee’s core skills, including setting up the spraying session and whether the trainee is spraying at the right distance, angle, and speed. “The feedback is immediate, so trainees can react quickly and change their technique to become more consistent. It will show where runs and sags occur, or where the wet film thickness is not sufficient or the coverage inadequate to deliver a smooth finish. It also helps them avoid common problems such as paint overlap.”

“The training is not only useful for onboarding new apprentices, but it is also great for teaching advanced skills to more experienced operators,” said Jeremiah Treloar, CEO of Virtual Paint Products. “They can practice spraying more challenging parts with rivets, awkward corners, and curves, and in a moving production line. It effectively enables the painter to ‘walk’ the part before spraying wet material on it, and in doing so, it helps reduce the likelihood of defects. It also helps experienced painters to teach new painters techniques on difficult parts or assemblies.

“If an apprentice or experienced trainee is struggling to understand how to Excellerate their technique, the coach can replay a video of the session and talk them through it. Additional training tools and videos incorporated into the system also Excellerate the training quality and, ultimately, the quality of the workforce. Trainees using the system are fully certified to aircraft industry standards.”

Fri, 14 Oct 2022 06:00:00 -0500 en text/html https://www.ainonline.com/aviation-news/business-aviation/2022-10-14/akzonobel-applies-vr-paint-training-process
Killexams : Try Tech-First Training to Close the Skilled Trades Gap

By Aaron Salow

In exact years, the volatility of the economy and growing overall work shortage have compounded the existing skilled trades labor gap. A chronic pain point for trades industries has transformed into a crisis.

Employers are engaged in expensive bidding wars for the few experienced technicians on the job market. Local companies are recruiting talent from across the country. Skilled workers can command large signing bonuses in addition to rising salaries and generous benefits packages.

The hiring arms race isn’t sustainable. Business owners can’t simply spend their way out of a labor crisis. How can contractors recruit and retain the talent they need to meet demand in their market without breaking the bank?

One essential part of the solution for field service contractors is training.

Effective technician training for the 21st century can be a critical differentiator in today’s hypercompetitive job market. A commitment to flexible, self-paced, continuing learning demonstrates that an employer is invested in helping his team members advance their careers. It empowers techs to personalize training habits that fit their workflows and learning styles. It can be the foundation of a company culture that values team members and rewards initiative.

And for contractors, it allows them to accelerate the time it takes to prepare a new technician for the jobsite.

Drawbacks of Traditional Training

Training in the skilled trades has traditionally followed two basic formats:

●     Formal, structured and episodic: The one-size-fits-all classroom approach assumes that each trainee comes to training with the same experience, knowledge and skill level. Instructors target an avatar of the ideal student, which can leave more experienced trainees bored and newer ones in over their head.

Classroom training also may not directly address the technician skills that are most in demand. If technicians can’t immediately apply what they’ve learned in the classroom on a jobsite, the information is less likely to be fully absorbed. Without practice, a lesson doesn’t become knowledge.

A further disadvantage is that classroom sessions require advanced scheduling and may take place only once or twice a year.

●      On the job: Many current technicians learned most of what they know in the field, watching older, more experienced techs on a jobsite. This approach has many advantages over more structured training settings.

Onsite learning is often one-to-one and allows trainees to ask questions and get hands-on experience. They will learn skills that are directly applicable in the field.

Unfortunately, technicians are usually not trained educators. They may not be able to fully explain why a particular skill or technique is important. Their performance of a skill may not clearly demonstrate the process or principle at work. They may not appreciate the added responsibility, especially if onsite training slows down the progress of their work. They may pass on bad habits and shortcuts that could have major negative impact on your company.

And most customers don’t want their projects to be a training site for your employees.

Increasingly, an alternative view of training has emerged that will play a significant role in which field service companies thrive and grow in the current challenging labor market.

In addition to the formal process of classroom and hands-on learning, companies benefit from organic ongoing training supported by rapidly evolving data- and video-supported technology. This innovative technology allows businesses to tap into the earned knowledge that experienced technicians have accumulated over time and make that information immediately accessible for greener technicians.

Many innovative platforms deliver support and equipment information in formats designed to elevate technician skills, not just provide a quick fix in order to close out a call. Every time a tech troubleshoots a new issue or solves a problem, that becomes a data point for that company. No other company has it, and that team has instant, democratized access. And the tech has added to his or her knowledge of the field with firsthand experience.

Advanced technician-first platforms that prioritize field workers leverage shared institutional knowledge with tools driven by data, analytics and artificial intelligence. With such tools, contractors can Excellerate the job experience for their most valuable workers and maximize accuracy, efficiency and customer experience.

Transforming Training for Today

Tools such as these represent an opportunity to transform and modernize the concept of training for our industry.

Focusing on earned knowledge and implementing tools that help them catalog accumulated experience can enhance operational efficiency and productivity in the field, and also help young workers in a challenging field develop more quickly while making fewer mistakes.

That means that contractors can reduce their reliance on hiring experienced techs. With proven tools that provide organic continual training based on data and institutional knowledge, contractors can take significant steps toward closing the skilled trades gap.

Being able to recruit capable candidates who may lack trades experience widens the talent pool. While traditional training remains necessary to equip new techs with core skills, powerful tech-first technology reduces the amount of time it takes to prepare them for the field and ensures all techs, regardless of experience, have unprecedented onsite resources for informed decision-making.

As a result, younger technicians can operate more effectively more quickly, and more experienced techs are relieved of the support roles they too often find themselves in.

Tech-first technology means you start with the technician’s viewpoint. That’s the perspective it will take to attract, develop, and retain the front line of the industry.

Aaron Salow is CEO and co-founder of XOi Technologies, one of the fastest growing startups in Nashville, Tennessee. XOi is changing the way field service companies in the mechanical, electrical, and plumbing industries capture data, communicate with stakeholders, and service their customers. 

Thu, 13 Oct 2022 09:45:00 -0500 en text/html https://www.contractormag.com/training/article/21252743/try-techfirst-training-to-close-the-skilled-trades-gap
Killexams : Flowserve Resource Center on Lamar campus offers training for professionals and students

Flowserve, a locally-based company that manufactures and repairs pumps, seals and valves, has a new homebase from which to operate training courses offered.

Flowserve Academy's new home is in the heart of Lamar University’s engineering program, which is educating future generations of fabricators and operators in industries like refineries and petrochemical plants.

Located in the Cherry Engineering Building is a laboratory space wherein Flowserve training specialist William Langehennig offers hands-on learning to area plant workers, Lamar instructors and students.

He recently taught his first course on pump operation.

Flowserve’s pump operator training course aims to “teach principles and procedures that will optimize pump and seal life through proper operation,” according to the coursebook laid out on desks inside the Flowserve Resource Center.

It’s one of a number of academic courses designed to help workers identify problems more accurately and better understand their operating equipment. That leads, ultimately, to better, safer operations and more cost-effective operations, the handbook said.

Related: ExxonMobil expansion on track to completion

It’s what drew Indorama operator Omar Perez to choose the course as part of his continuing education requirements.

He watched as Langehennig adjusted the flow on an operating pump, showing cavitation within the pipes and at seal joints.

Leaks in seals are a common problem at most plants, but Langehennig aims to show operators not just how to fix the problem at its visible end, but also identify the roots of the leak systemically.

Because the site operates on campus through a partnership between Flowserve and Lamar, Langehennig said it's training he can also offer Lamar students and staff free of charge.

He also travels to do similar training sessions on-site at industrial companies throughout the United States.

Related: Lamar engineering students showcase projects

“Eventually Lamar professors can come and teach here using this equipment,” Langehennig said.

It’s an opportunity he says is a valuable relationship between the two, because “many of our Flowserve employees graduated from Lamar with mechanical, chemical and application engineering degrees. Lamar students already do a lot of hands-on learning, and now this can be part of it,” he said.

While classes have been slower to fill since the center opened at the semester's start, word about the continuing education opportunities for local plant workers is spreading.

“In the near future, I expect this center to be buzzing, and I’ll be adding more chairs,” Langehennig said. "I can’t wait for these classes to be full.”

kbrent@beaumontenterprise.com

twitter.com/kimbpix

Tue, 11 Oct 2022 07:51:00 -0500 en-US text/html https://www.beaumontenterprise.com/news/article/Flowserve-Resource-Center-on-Lamar-campus-offers-17499943.php
Killexams : MSU announces new search committee training, resources

The Drill Field on a sunny Fall day

Mississippi State University is announcing a new online training module and handbook for university personnel serving on hiring committees. As part of the hiring process, all search committee members will be required to complete the online training offered through Human Resources Management. It is required for all faculty positions and professional positions that have a search committee.

The goal of the training and focus on job search process is to ensure the university is attracting the broadest and most diverse applicant pools possible as the university seeks personnel to fulfill its learning, research and service missions. The training also helps to ensure candidates have a positive experience at all stages of the hiring process.

The new search committee handbook outlines best practices and highlights available resources for search committee members. It will be distributed to search committee members or university units as needed.

Units will be required to add search committee members into the PageUP hiring platform, and Human Resources Management will monitor to ensure participants have completed the training.

To access the training, complete the following steps:

  • Go to http://learning.hrm.msstate.edu/
  • Enter your MSU NetID and password.        
  • Under the My Community tab, (near the top of the page), click on Learning Library.         
  • Scroll down to "MSU Search Committee Training", or type "Search” in the search box.
  • Click on "learn now” to begin your course.

If departments need follow-up guidance and consultation they can invite HRM or the Office of Institutional Diversity and Inclusion to a search committee meeting.

Wed, 05 Oct 2022 06:12:00 -0500 en text/html https://www.msstate.edu/newsroom/article/2022/10/msu-announces-new-search-committee-training-resources
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