Best Corporate Training and Development Certifications

Best Corporate Training and Development CertificationsCredit focal point/Shutterstock One of the most potentially lucrative fields in the realm of menschenwrdig 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 zentralwert 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 schedu ling 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 positiv along with related soft skills and a knowledge of HR environments.Top 5 certifications, by the numbersIn 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 empl oyers 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 welches conducted.Job Site Search ResultsCertificationSimplyHiredLinkedIn JobsTotalATD Certified Professional in Learning and Performance (CPLP)146149295HRCI Professional in menschenwrdig Resources (PHR)3,9614,1638,124HRCI Senior Professional in Human Resources (SPHR)2,7343,3876,121SHRM Certified Professional (SHRM-CP)1,2411,6112,852SHRM Senior Certified Professional (SHRM-SCP)7011,1511,852ATD 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 candidates skill across six foundational competencies (personal, interpersonal and business skills, technology literacy, gl obal 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 positiv 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 profe ssionals are implementers. Its 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 requirementsA high school diploma plus four years of professional HR experienceA bachelors degree plus two years of professional HR experience orA Masters 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 HRCIs Senior Professional in Human Resources (SPHR). The SPHR targets senior practitioners who are well versed in all facets of HR. SPHR c redential 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 theres an additional $100 application fee. To fulfill the prerequisite requirements, candidates must possess aMasters degree plus four years of HR experience orBachelors degree plus five years of HR experience orHigh school diploma plus seven years of HR experienceAs 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. B oth credentials are well recognized by employers and made the top five list. SHRM validates skills against eight competencies in three target areasLeadership including ethical practices and leadership and navigationInterpersonal targeting communication skills, managing relationships and effectiveness in working with global culturesBusiness targeting critical evaluations, business acumen and consultative skillsTo 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 bachelors or Masters degree but who have been a part of an HR-related program need three years experie nce in an HR role. Candidates who have not studied in an HR program must possess four years HR experience.Bachelors degree Candidates with a bachelors 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.Masters 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 SHRMs 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.Bachelors degree Candidates with a bachelors degree in an HR-related field take four years of experience while those with a non-HR related degree need five years.Masters 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 didnt make the top five list, we found other interesting related certifications. The International Society for Performance Improvements (ISPI) offers the Certified Performance Technologist (CPT) for professionals interested specifically in performance improvement. For professionals who dont meet the requirements for the CPLP, ATD offers an Associate Professional Talent Development (APTD) credential along with a Master coach 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. Mary Kyle Self-motivated, results-oriented project management professional with successful track record in the areas of project and program management, leadership, customer relationships and negotiation with a reputation for meeting challenging organizational goals and objectives. Proven ability to build, motivate and lead collocated, virtual and international teams to achieve maximum productivity and exceed customer expectations. Highly effective communication, presentation, planning and coaching skills. Detail oriented with excellent organizational, problem solving and risk management skills. 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Dont Ask For a Raise If You Arent Planning to Follow This Advice First

Dont Ask For a Raise If You Arent Planning to Follow This Advice First Therbeies a serious confidence gap between men and women. Women are much more likely to consider themselves unqualified for a position or even unqualified for a conversation. When you add the fear of being bossy to the sneaking feeling of insecurity many women have, you create a not-so-tasty cocktail of confidence issues.But research suggests confidence is linked to high professional performance. Thats why Fairygodboss Co-founder and President Romy Newman hosted an exclusive interview with Michelle Gadsden-Williams, managing director of Inclusion Diversity at Accenture to discuss her new book Accenture is Hiring Browse Opportunities.Gadsden-Williams and Newman agreed that hard work is just not enough to reach your full potential. Self-confidence and the ability to go after what you want from your career even if its risky is the road to success.Its about grit and stick-to-it-iveness and conviction and courage, G adsden-Williams said. Get out in front and do everything necessary to differentiate yourself from everyone else so people will know and see your talents upfront and center. Get out in front of leadership. Do the things that will scare you.Here are three ways to find the confidence it takes to get risky at work, from Gadsden-Williams and Newman themselves1. Ask yourself Whats the worst that can happen?When asked how she learned to take risks, like asking for promotions or applying to jobs that seem just out of reach, Gadsden-Williams had a pretty simple tip.My parents always said Whats the worst thing that can happen? Stretch yourself. Take a calculated risk. So, I always ask myself Whats the worst that can happen in any given situation, as long as you do the research and the homework?... The worst thing they can do is say no.She says taking a risk might not always mean getting a yes, but a no doesnt mean the end of your career.You can always bounce back. You can always reinvent your self. You can always pivot left and come back.2. Use feedback to strengthen your skills and self-confidenceOne of the best ways to feel confident in your skills? Making sure theyre as strong as possible. Gadsden-Williams suggested two ways to make your skills bullet-proof consistent self-assessments and outside feedback. She emphasized the importance of having both sponsors and ratgebers to help your personal growth.Your mentor is like your personal trainer And your sponsor is like your agent. Theyre the person whos advocating for you, fighting for you. Ive greatly benefitted from these relationships that I cultivated, maintained, and sustained.But feedback helps more than your abilities or your spot in the chain of command. Newman noted that seeking outside perspectives is also important to building confidence, especially for women.Itsgood to get outside perspectives on yourself because its difficult to brag its good to think about ourselves at arms length to get more promotional. 3. Find your North Star and let your passion motivate youWhats one of the easiest ways to speak up? Speaking up about something you really care about. Gadsden-Williams emphasized the importance of aligning your personal career ambitions with your passions. Not only does this ensure you are knowledgeable and energetic about your field, it ensures you can clearly communicate your professional purpose and ask for what you need to reach your goal. We all have a career path and a career trajectory. Figure out whats going to give you passion and purpose and resolve. Just try to figure out whats your North Star How does your passion and purpose intertwine?Dont have a North Star yet? Gadsden-Williams has some advice on how to find it.Constantly askWhat is it that you want? What is it that youd want to do to get there? What are decisions you want to make? Do some self-assessment what are my strengths and weaknesses? A vision board is always good.But you better get started theres lots of ch oices out there. As Gadsden-Williams put it, The world is your oyster. We just need to seize the opportunity.--Fairygodboss is proud to lebenspartner with Accenture. Find a job there today