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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. Improve health risk factors (e.g., muscle wasting)
4. Improve confidence and self-image
5. Improve 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 exam plan
Killexams : Trainers Certified exam plan - BingNews https://killexams.com/pass4sure/exam-detail/NSCA-CPT Search results Killexams : Trainers Certified exam plan - BingNews https://killexams.com/pass4sure/exam-detail/NSCA-CPT https://killexams.com/exam_list/Trainers Killexams : TOGAF certification guide: Options, training, cost, exam info

TOGAF is a longstanding, popular, open-source enterprise architecture framework that is widely used by large businesses, government agencies, non-government public organizations, and defense agencies. Offered by The Open Group, TOGAF advises enterprises on how best to implement, deploy, manage, and maintain enterprise architecture.

The Open Group offers several options for those who want to be certified in the TOGAF 9. Earning a cert is a great way to demonstrate to employers that you are qualified to work in an enterprise architecture environment using the TOGAF 9.2 Standard framework. TOGAF is designed to help organizations implement enterprise architecture management using a standardized framework that is still highly customizable to a company’s specific enterprise architecture needs.

Earlier this year, The Open Group announced the latest update to the TOGAF framework, releasing TOGAF Standard, 10th Edition. The update brought changes to the structure of the framework, making it easier to navigate and more accessible for companies to adopt and customize for their unique business needs. Currently, The Open Group offers certifications only for TOGAF 9, but there are plans to release new certifications that align with TOGAF Standard, 10th Edition. This article will be updated once the new certifications are announced in the coming months.

TOGAF 9 Foundation and TOGAF 9 Certified

The TOGAF 9 Foundation and TOGAF 9 Certified are the two main certifications for the TOGAF Standard, Version 9.2 offered by The Open Group. To earn your TOGAF 9 Foundation certification, you’ll need to pass the TOGAF 9 Part 1 exam. To earn the next level of certification, the TOGAF 9 Certified designation, you’ll need to pass the TOGAF 9 Part 2 exam.

You can opt to take each exam separately at different times, or you can take the TOGAF 9 Combined Part 1 and Part 2 exam to earn both certifications at once. There are no prerequisites for the TOGAF 9 Part 1 exam, but you will need to pass the first exam to qualify for the TOGAF 9 Part 2 examination.  

The TOGAF 9 Part 1 exam covers basic and core concepts of TOGAF, introduction to the Architecture Development Method (ADM), enterprise continuum and tools, ADM phases, ADM guidelines and templates, architecture governance, architecture viewpoints and stakeholders, building blocks of enterprise architecture, ADM deliverables, and TOGAF reference models.

The TOGAF 9 Part 2 exam has eight scenario-based questions that demonstrate your ability to apply your foundational knowledge from the first exam to real-world enterprise architecture situations. The eight questions are drawn from syllabus such as ADM phases, adapting the ADM, architecture content framework, TOGAF reference models, and the architecture capability framework.  

TOGAF Business Architecture Level 1

The Open Group offers the TOGAF Business Architecture Level 1 certification, which focuses on validating your knowledge and understanding of business modeling, business capabilities, TOGAF business scenarios, information mapping, and value streams.

Integrating Risk and Security Certification

The Open Group also offers the Integrating Risk and Security Certification, which validates that you understand several security and risk concepts as they apply to enterprise architecture. The certification covers important security and risk concepts as they relate to the TOGAF ADM, information security management, enterprise risk management, other IT security and risk standards, enterprise security architecture, and the importance of security and risk management in an organization. There are no prerequisites for the exam, but to pass you will need to attend three hours of training from an accredited training course and then pass the assessment. There is an option for self-study training via an e-learning platform.

TOGAF certification training

The Open Group offers self-study material, with two available study guides that cover the TOGAF 9 Foundation and learning outcomes that go beyond the foundational level. Those who wish to attend prep courses can search through accredited courses. Some courses also include the examination at the end of the course, depending on the program.

TOGAF certification cost

For the English TOGAF exams the current rate is US$360 for Part 1, US$360 for Part 2, or US$550 for the Combined Part 1 and Part 2 exam. The English TOGAF Business Architecture Level 1 exam is priced at US$315. There is currently no pricing information available for the Integrating Risk and Security Certification.

It’s also important to note that pricing and rates per exam will change depending on where you’re located. To see the rates for other countries and languages, check The Open Group’s website for more information.

TOGAF Role-Based Badges

The Open Group also offers TOGAF Role-Based Badges designed for IT professionals seeking to demonstrate enterprise architecture knowledge and skills. The Badges are digital and Tested by “secure metadata” as a way for you to display achievements and awards online, and for organizations to easily verify certifications of potential candidates. They can also be used to identify various milestones as you work your way toward a full certification. Badges can be used in email signatures, on your personal website or resume, and on your social media accounts.

The Open Group offers three categories of Role-Based Badges for TOGAF 9.2: Enterprise Architecture, Enterprise Architecture Modeling, and Digital Enterprise Architecture. Under each category, there are two types of badges you can earn, Team Member or Practitioner. You’ll earn different badges depending on which certifications you complete or how far along you are in completing the TOGAF 9.2 Certified credential.

Thu, 07 Jul 2022 22:00:00 -0500 Author: Sarah K. White en-US text/html https://www.cio.com/article/402466/togaf-certification-guide-options-training-cost-exam-info.html
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. 

Tue, 28 Jun 2022 12:00:00 -0500 en text/html https://www.businessnewsdaily.com/10658-best-corporate-training-development-certifications.html
Killexams : Underground training: An evolutionary process of science

The underground mining ecosystem has changed substantially over the last two decades – supporting the need for improved training mechanisms.

Today’s mines require fully competent operators that understand how to use modern equipment and of equal importance have a better appreciation of the risks associated with their operating environment, Murray & Roberts Cementation’s education, training and development executive TONY PRETORIUS tells LAURA CORNISH.

The training environment has undergone significant change over the last 10 years – which can be described as evolutionary in nature. “Every new element introduced into the training world has built on the mechanisms already in place and collectively are truly designed to deliver on the mining industry’s need for safety conscious personnel,” Pretorius starts. Pretorius is a true training expert, having worked at Murray & Robert Cementation’s Training Academy (MRTA) near Carletonville for just over 14 years.

Reflecting on a decade of change, Pretorius remembers how training was little more than lecture-type sessions with white boards and overhead projectors. “One of the aspects that saw our approach evolve was a better appreciation for understanding how people learn. Cognitive overload was determined unreliable; in fact, most people only retain about 7% of what they are taught in this environment.”

A practical approach was introduced which saw the concept of e-learning, a slightly more advanced and education friendly tool which provides basic foundational competence – but today is viewed as only the starting point for training.

“Two and three-dimensional interactive simulation was consequently introduced and combined with e-learning, provided some degree of capability by putting theory into practice. This still presented many restrictions because it didn’t allow for consequential thinking and reflexive competence in being prepared for a fall of ground situation or a mechanism failure for example,” Pretorius outlines.

This led to the rise of simulation and animation, again significant enhancements to the learning environment but again introducing new skills deficits. “These new tools didn’t make people believe because they didn’t deliver rise to that human fear factor,” he continues. “And this reality has led to the greatest evolutionary skills training changes.”

The last few years have seen the establishment of immersive environments which allow you to experience those ‘what if’ scenarios in a fully immersed experience, building appreciation and reality into individuals. Virtual environments are the next step companies are looking at, but because they are expensive, these should typically be designed around mine-specific risk profiles. Muscle memory however is still an important learning requirement so these scenarios must be accompanied by machine simulators to reinforce operating requirements.

As a last necessity in the entire process, learners should be afforded the opportunity to gain real underground experience with a subject matter expert who can provide on-site coaching in an unpressurised timeframe – this is commonly known as workplace integrated learning.

“Upon completion of this step, an individual can be certified competent and production-fit to a standard that mines can rely on to build towards their Zero Harm objectives,” Pretorius states.

Today’s successful trainers have learnt to incorporate all these elements outlined into a single, more comprehensive training programme – appreciating that there is science behind these processes that showcase not only a basic training but also the proper education, training and development of every individual.

Are we headed for zero harm?

For companies who are following extensive training processes as outlined, they are headed in the right direction, but Pretorius still doesn’t believe this is enough. “Most mining companies are investing in great safety training technologies, but they don’t necessarily know how to implement these technologies to get the desired return on investment.

“Training should also not be considered the silver bullet that will deliver zero harm. It is one of a three-prong approach needing to be executed. The second and third prong includes leadership: passionate leadership committed to driving the ideal cultures within a business, and providing the systems and processes needed to run the performance of a mine effectively. You can hold an individual accountable for their actions, but if you are missing ingredients from either one of those second and third prongs, you can have the best training solutions in the world but will still not get the desired effect,” Pretorius emphasises.

Murray & Roberts Cementation introduces its Extended Reality (XR) Framework – putting the above into practice

As a recognised training expert in the field, Murray & Roberts Cementation has introduced a bespoke framework designed to accelerate the learning pathway – incorporating all elements of training that have been introduced to deliver an effective training solution.

“Our approach here starts with the use of a paperless training management system allowing the retrieval of real-time data from our various learning platforms. This produces electronic portfolios of evidence for learners as and when they progress within our structured learning environment. And our approach follows a situational leadership pathway to verify foundational, reflexive, practical and applied competence,” Pretorius explains.

The methodology includes computer-based training which is deployed in an online e-learning or classroom environment using response clickers as well as models, virtual reality, interactive touch screens, simulations and workshop and mock related training – all before learners are introduced into the workplace integrated learning space.

Online learning means learners can access content anywhere and at any time. These courses ensure consistent and standardised training, every time. Traditional OEM manuals, as well as procedural and standards documents, are blended with contextual graphics, animations, video and photographs. Narration is also used, where needed, to further enhance linear content flow.

“Many of our multimedia elements are shot at our training academy mock-ups, and used to augment the text content, and importantly, to be a bridge between the theoretical and practical elements in our mock-ups. Our approach means learners who must complete practical elements are at ease, as they have come out of the theory component with a good understanding of what they will experience on the practical side.”

The next step in the Framework incorporates advanced virtual reality technology. The academy offers a series of VR modules for mechanised supervisors, operators and engineering support services designed by its strategic business partners, STS.

“Our resources include 2D and 3D interactive touchscreens which are deployed, for instance, in supervisor training on areas such as strata control programmes, ventilation and gases, cycle planning for shift bosses and emergency response planning.

“We enable facilitators to immerse learners in the content through this interaction, allowing learners to interact with content, draw, plan and play together, becoming engaged. In this space facilitators can demonstrate 2D and 3D content showing angles never seen before, making obscure ideas visual and easy to understand.

“We bring these concepts into the VR immersive environment, with modules such as entry examination and safe declaration, advanced survey and marking of the blast face. We also use VR to familiarize supervisors with basic engineering aspects of mechanised equipment. “For operators, we use VR applications to teach them to identify components from the various suites of equipment and perform comprehensive pre-trip inspections in this interactive space.

“In the engineering space, we deploy split circuits for various schematics such as drilling and drivetrain, steering and brakes. This allows us to ‘hide’ the machine to expose the circuit, and even start up the system to observe hydraulic flow. This enhances the training of apprentices in fault diagnosis and troubleshooting. The academy’s 2D and 3D VR blast wall interactive platform, which has been employed for some time now, teaches learner miners to mark off rounds, using either conventional methods or laser technology. It also allows them to time the round according to their blast design, facilitating understanding of the importance of sequential firing.

Simulation forms another component of the Framework – cybermine simulators are used to train operators in three primary areas of proficiency – health and safety, machine appreciation and productivity enhancement.

Using simulators, learners are coached by experienced operators in a safe, cost-effective and low-risk environment. This makes it much easier for trainers to identify areas of concern and ‘engineer out’ any bad habits learners might display. Instructors can respond immediately as learning takes place, reinforcing the required techniques and behaviours for safe production.

Murray & Roberts Cementation has further invested in an STS VR drill rig simulator which provides learners with a sense of realism of ‘being on a rig at the rock face’ and takes operator drilling efficiencies to a higher level.

In this environment, operators can examine the drilling space in 360°, navigate around the machine, index for drill accuracy, correctly set feed pressure, collar, measure drill yaw and pitch, hole depth, and time taken per hole as well as the time taken to manipulate boom sequences – while hydraulic physics provides a real time display of the force exerted on the boom, drifter and rod.

“Our simulator also allows learners to feel the force that each piston takes during operation and even the ‘jiggle’ on the drill arms. This allows the operator to learn tricks of the trade and see how the drill rod bends and breaks when the operator applies too much force. The small footprint and mobile capability of this simulator allows it to be set up easily at any remote operation.”

Of course, the academy also offers an advanced mock-up environment which offers major advantages for learners where they can apply the theory and skills learnt and prove their machine operation capability in a low-risk environment. “Providing realistic environments, our mockups are equipped with a wide range of mechanised machines, allowing practical training across primary and secondary mechanised operations,” Pretorius notes.

Learners are assessed in terms of their capability in the mock environment before they are released and authorised to enter the workplace and gain experience in the production environment, where their competence is evaluated and certified by a qualified assessor.

“Because we understand and see the merits of augmented reality training, we are also currently exploring these solutions to provide remote workplace integrated coaching and assessments from a central control centre environment at the MRTA. This initiative will reduce the associated cost of deploying assessors to remote sites to provide the service and will allow for personal interaction with learners in the workplace where coaching and assessment practices can be better applied,” Pretorius concludes.

Sun, 10 Jul 2022 21:36:00 -0500 en-ZA text/html https://www.miningreview.com/base-metals/underground-training-an-evolutionary-process-of-science/
Killexams : Chrome to offer new operating system admin certification
Acer

IT administrators, take heed. Google plans to introduce a new certification exam for the Chrome operating system.

The Professional Chrome OS Administrator certification will launch in the fall, a Chrome spokesperson confirmed to ZDNet. It will replace the Chrome OS admin certification, which is currently offline.

"Like all certifications, this exam is meant to showcase to the market an individual's extensive skill set in a certain area," Leah Coleman, who works on partner training and enablement for Chrome OS, told ZDNet. 

Certifications in computer science are offered by a variety of organizations and are typically test-based measures of your proficiency in a certain skill or tool. 

The previous version of the Chrome OS administrator credential measured your ability to:

  • Manage Chrome OS devices with Google's Admin console

  • Configure and manage organizational unit access and security and privacy settings

  • Create, delete, and administer user accounts for an organization

"Google wants to make sure that the exam meets the high bar the industry expects of Google," Coleman said. 

In this case, we think we are excelling beyond what's expected in that our new exam will offer a hands-on lab, which is actually less common. Google wants to deliver those who pass the test something to be really proud of. With that, we are just working on some improvements to make it the best in the business.

Linux-based Chrome OS has 11% global market share for desktop operating systems, according to market intelligence firm IDC. Linux-based Chrome OS lags far behind Microsoft's Windows, which has about 80% of the operating system market. However, in 2020 ChromeOS pushed macOS to third place with about 7% of the market.


SEE: What is an Apple Certified Support Professional?


Chromebooks powered by Google's Chrome OS dominate the K-12 education market. 

One reason is pricing. For about $250, parents can buy — or schools can deliver — students a functional web-capable digital device with an 11.5-inch screen and a keyboard. Chrome OS-powered devices are also available at higher and lower price points.

When the Professional Chrome OS Administration certification exam goes online, Coleman said it'll be free for 12 to 24 months. 

After that, "it will cost around $125, like most exams in the market," said Coleman. "It's worth noting, though, that many exams cost that amount but do not offer a lab portion like this exam will. We think the lab portion is critical to differentiate in the market and help test-takers feel really proud of their accomplishments."

Coleman said the term "professional" refers to the challenge level of the exam. In contrast with associate-level certification exams, the Professional Chrome OS Administrator exam's target audience is people with at least 12 months of functional experience.

"This means the bar is higher, which means those who pass can feel really proud and confident about their skill in managing within the Google Admin console," Coleman said. "With that, it signals to the market, future employers, and customers that those who have earned this certification have the right skill to offer their professional services and make a difference in schools or businesses."

Ahead of the new certification exam's introduction, people with access to Google's Partner Advantage Portal may take the Chrome Enterprise Deployment Credential through Google University.

Coleman said the Chrome OS team expects to announce more details about the rollout of the Professional Chrome OS Administrator certification later this year in mid to late summer.

Wed, 22 Jun 2022 17:22:00 -0500 en text/html https://www.zdnet.com/education/computers-tech/chrome-os-administrator-credential/
Killexams : NEET exam paper was easy and balanced, say students No result found, try new keyword!Students said the exam paper was easy and balanced as compared to last year’s examination which was held in December last year. NEET is an all-India pre-medical entrance test for students who wish to ... Sun, 17 Jul 2022 06:53:18 -0500 en-in text/html https://www.msn.com/en-in/news/other/neet-exam-paper-was-easy-and-balanced-say-students/ar-AAZFPKX Killexams : Become an IT Star by Acing CompTIA Certification Exams

Disclosure: Our goal is to feature products and services that we think you'll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

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In this bundle, you'll cover a wide range of topics, from IT fundamentals to cloud computing to penetration testing to server administration and much more. Some of the certifications you'll work towards include CompTIA A+ (220-1001/220-1002), CompTIA Network+ (N10-007), CompTIA Linux+ (XK0-004), CompTIA Cloud+ (CV0-003), and CompTIA PenTest+ (PT0-001). With each course, you'll get the study materials you need to ace the certification exam on your first try.

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Tue, 05 Jul 2022 03:19:00 -0500 Entrepreneur Store en text/html https://www.entrepreneur.com/article/430685
Killexams : How to Workout Like A Navy Seal

The members of the Navy SEALs are among the most elite sportsmen in the United States Special Forces.

They’re known for their incredible athleticism, mental willpower, and toughness.

This article covers the fitness test required to enter the BUD/S (Basic Underwater Demolition/SEAL) school and how to train like a SEAL.

To become a Navy SEAL, you need incredible cardiovascular endurance across several modalities in addition to good overall calisthenic strength.

The Official Navy Entrance exam consists of:

  • Swimming: swim 500 yards (457.2 meters) using breast and/or sidestroke in less than 12 minutes and 30 seconds. To be competitive, complete the swim in less than 8 minutes.10-minute rest.
  • Push-ups: perform at least 50 push-ups in 2 minutes, or 80–100 to be competitive.2-minute rest.
  • Sit-ups: perform at least 50 sit-ups in 2 minutes, or 80–100 to be competitive. 2-minute rest.
  • Pull-ups: perform at least 10 pull-ups, with no time limit. Complete 15–20 to be competitive. 10-minute rest.
  • Running: run 1 1/2 miles (2.4 km) in under 10 minutes and 30 seconds, or under 9–10 minutes to be competitive.

You will have to be proficient in each of these areas to pass the exam. You also need to be fit enough to perform well in each movement following only short rest periods between exercises.

Summary

The entrance exam for the Seal training includes swimming, calisthenics, and running for timed performance.

Navy SEAL training is mentally and physically taxing, requiring you to push through your barriers of what you think is painful.

Because Navy SEALs are often in the field where exercise equipment is at a minimum, most of their workouts involve movements using their own body weight.

The only exception is the rucksack they carry on their backs, which contains whichever items they need on a mission. Often, they’ll use this rucksack to train, running with it or wearing it to add resistance to push-ups and pull-ups.

In addition, most Navy SEAL workout programs include elements of traditional strength training. This is to ensure that SEALs maintain the ability to sustain the intensity of their military training and job.

Summary

Navy SEAL workouts are intense and primarily revolve around bodyweight movements and exercises using their rucksacks.

To pass the rigorous Entrance exam and to make it through the Navy SEALs program, the Naval Special Warfare Physical Training Guide recommends that you include the following training each week for 26 weeks (1):

  • 1 slow, long-distance workout for both running and swimming
  • 1 continuous high intensity workout for both running and swimming
  • 1 interval workout for both running and swimming
  • 4–5 calisthenics routines
  • 4–6 strength training sessions, divided into 2–3 sessions for both upper and lower body
  • 4–5 core exercise routines
  • A daily flexibility routine
  • Injury prevention exercises

Summary

The weekly training schedule for a Navy SEAL includes cardiovascular training involving swimming and running, along with calisthenics, weight training, and core and flexibility routines.

Although the official Naval Special Warfare Physical Training Guide recommends a 26-week training program to prepare for the Entrance Exam, you can try the below 6-week adaption first before committing.

Slow, long-distance cardio, 40–90 minutes

This workout is performed at a low intensity.

You can use the Talk Test to make sure you’re not pushing too hard. If you’re too out of breath to comfortably talk as you run or swim, slow down. A 2018 study found this test to be an effective, cost-free way to assess cardiovascular exercise intensity (2).

Running and swimming, Monday and Thursday mornings:

  • Week 1: on Monday, run 3 miles (4.8 km) and record your pace. On Thursday, swim 1,000 yards (0.9 km) and record your pace.
  • Week 2: run 3.5 miles (5.6 km) and swim 1,200 yards (1.1 km), keeping or exceeding last week’s pace
  • Week 3: run 4 miles (6.4 km) and swim 1,400 yards (1.3 km), keeping or exceeding last week’s pace
  • Week 4: run 4.5 miles (7.2 km) and swim 1,600 yards (1.5 km), keeping or exceeding last week’s pace
  • Week 5: run 5 miles (8 km) and swim 1,800 yards (1.6 km), keeping or exceeding last week’s pace
  • Week 6: run 5.5 miles (8.9 km) and swim 2,000 yards (1.8 km), keeping or exceeding last week’s pace

Continuous high intensity cardio, 15–20 minutes

On a scale of 1–10, the intensity throughout the run or swim should be at 8–9. This means it should be challenging but not too hard.

Running and swimming, Tuesday and Friday mornings:

  • Week 1: on Tuesday, swim for 15 minutes and record the distance. On Friday, run for 15 minutes and record the distance
  • Week 2: run and swim for 16 minutes, trying to beat your previous distance
  • Week 3: run and swim for 17 minutes, trying to beat your previous distance
  • Week 4: run and swim for 18 minutes, trying to beat your previous distance
  • Week 5: run and swim for 19 minutes, trying to beat your previous distance
  • Week 6: run and swim for 20 minutes, trying to beat your previous distance

Interval cardio

Interval cardio workouts alternate short intense bursts of energy with moments of recovery.

The optimal ratio of work to rest is 1:2 to 1:2 1/2. This means that for every minute you run or swim, you rest for 2 to 2 1/2 minutes (3).

Interval training is a great way to complete an efficient workout in minimal time. A 2019 meta-analysis confirmed this, concluding that high intensity interval training effectively increases cardiovascular fitness over a matter of weeks (4).

Running and swimming, Wednesday and Saturday mornings:

  • Week 1: on Wednesday, run 1/4 mile (400 meters) and record the pace. Rest 2 to 2 1/2 times as long as the run lasted. Repeat the run, trying to maintain the same pace, completing 4 intervals. On Saturday, swim 100 yards (91 meters) and record the pace. Rest 2 to 2 1/2 times as long as the swim lasted. Repeat the swim, trying to maintain the same pace, completing 4 intervals
  • Week 2: perform 5 intervals
  • Week 3: perform 6 intervals
  • Week 4: perform 7 intervals
  • Week 5: perform 8 intervals
  • Week 6: perform 9 intervals

Calisthenics routine

These workouts are meant to increase your performance in the calisthenic portion of the SEAL test.

Completed on Monday, Wednesday, and Friday afternoons:

  • Week 1:
    • Monday: 3 sets of push-ups, pull-ups, and sit-ups to failure. Rest 2–3 minutes between sets. Record the total number of reps
    • Wednesday: 3–5 sets of 10–30 push-ups and sit-ups, as well as 5–10 pull-ups. Rest 1 minute between sets
    • Friday: 5 sets of 5–10 push-ups wearing a weighted vest and 5 sets of 3–5 pull-ups wearing a weighted vest
  • Weeks 2–6:
    • Monday: try to beat the total number of reps from the previous week
    • Wednesday: keep the reps the same as Monday
    • Friday: increase the reps by 1–2 or add 2.5–5 pounds (1.1–2.2 kg) to the weight on the vest

Strength training

These exercises support your overall strength, keep your progress balanced, and help you stay injury-free.

Completed on Monday, Wednesday, and Friday afternoons:

  • Week 1:
    • Monday: 3 sets of 8–12 back squats, 2 sets of 10–12 overhead presses, and 2 sets of 12–15 dumbbell rows per side
    • Wednesday: 3 sets of 8–12 incline barbell presses, 2 sets of 10–12 barbell lunges, and 2 sets of 12–15 Romanian deadlifts
    • Friday: 3 sets of 8–12 front squats and 2 sets of 10–15 dips
  • Weeks 2–6: Each week, increase the weights by 5–10 pounds (1.1–2.2 kg) on all exercises or add 1–3 reps per set

Because of the focus on cardiovascular conditioning and bodyweight progressions, resist the temptation to add extra sets into your strength training.

Research has shown that there’s a maximum amount of volume you can recover from each week. The main focus of this program is to get good at the specific exercises in the Navy SEAL fitness test (5).

Summary

It’s important to include a variety of training methods in your programming. Focus on the key skills needed for success in Navy SEAL training and the Entrance Exam.

Whether you have access to equipment or not, and no matter how many weeks you want to dedicate to your training, try to include these core elements of Navy SEAL fitness in your routine:

  • distance swimming
  • distance running
  • push-ups
  • pull-ups
  • sit-ups
  • hikes or trail runs carrying a weighted backpack

The Navy Special Warfare Physical Training Guide also mentions that it’s important to spend a little time stretching every day (1).

Summary

The calisthenics and endurance exercises needed to be a Navy SEAL should form the core of your training program.

If you follow the SEAL workout plan mentioned above, you’ll quickly notice that it includes a lot of exercise per week.

It’s important to modify the program as needed. If it gets overwhelming, you can lower the number of total sets per week or replace a few of the cardio sessions with a nice walk or hike.

If at the beginning of the program the bodyweight exercises are too challenging, you can start with banded pull-ups or doing the push-ups on your knees. Just remember that if you want to take the Navy SEAL test, you’ll eventually need to perform the exercises unassisted.

The main goal of the program is to get better at these specific exercises. As such, it’s a good idea to keep track of your progress to ensure you’re moving towards your goals.

As always, make sure to fuel your workouts with quality nutritious food and sleep.

Exercising to become a Navy SEAL takes hard work and long-term dedication, but will be effective if you stick to it.

This article suggests a 6-week training program to prepare for the Entrance Exam. Alternatively, the official SEAL training guide proposes a 26-week approach.

If you’re not planning to take the exam but simply want to get stronger and fitter, you can still incorporate some of these SEAL training aspects into your workouts without committing to the whole training program.

Mon, 20 Jun 2022 12:00:00 -0500 en text/html https://www.healthline.com/health/fitness/navy-seal-workout
Killexams : Pilot sexual assault nurse training program would get boost from NC budget

By Kate Martin

Carolina Public Press

The state’s nearly $28 billion budget for the new fiscal year includes $1.5 million to boost Fayetteville State University’s fledgling training program for sexual assault nurse examiners, or SANE nurses.

The program, led by Dr. Sheila Cannon, recently received approval from the state Board of Nursing. Late last year, legislators approved $125,000 for a SANE nurse pilot training project in Cumberland County, overseen by Rape Crisis Volunteers of Cumberland County.

With that initial amount, Cannon told CPP she expected to train 10 students this summer.

The legislature’s appropriation, now that the budget has been approved by Gov. Roy Cooper, could expand her program over multiple years.

Fayetteville State University is a historically Black university and may be the first HBCU in the entire nation to become a hub for SANE nurse training, according to Jennifer Pierce-Weeks, chief executive officer for the International Association of Forensic Nurses.