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Editor's Note: Best of the Best
February 06, 2008
By Lorri Freifeld
And the winners are…drumroll, please: All listed on our Top 125 Winner's Chart (sorry, I couldn't resist prolonging the ranking suspense just a little longer).
Congratulations to all the companies named to the 2008 Training Top 125! This recognition is testament to your training/learning and development commitment, dedication, investment, hard work, and results orientation. (Thanks also to all the companies that applied for the Training Top 125 but did not make the list; we appreciate your time and effort on the application and look forward to reviewing your submission next year.)
Special kudos go to No. 1 PricewaterhouseCoopers, which steadily has moved up the ranks of the Training Top 125, climbing from No. 58 in 2004 to No. 13 in 2005 and 2006 and No. 2 last year. The firm has transformed its approach to measuring client service, now conducting relationship assessments to help identify and capitalize on behaviors that build client loyalty, in addition to trend analyses and diagnostics that identify best practices and actions that enhance relationships. Translation: lots of new, innovative training initiatives.
Wyeth (No. 3) and KPMG LLP U.S. (No. 5) round out the Top 5 this year, joining repeaters EMC (No. 2) and Verizon Wireless (No. 4). Find out more about their successful training programs and 2006-2007 initiatives in this issue.
One new twist to this year's Training Top 125 is the creation of the Top 10 Hall of Fame. Training magazine inducted six companies into this prestigious category. These companies—Booz Allen Hamilton, Ernst & Young, IBM, KLA-Tencor, Pfizer, and The Ritz-Carlton Hotel Company—qualified for the honor by being in the Top 10 of Training's Top 125 companies for at least four consecutive years. They will remain in the Hall of Fame for five years, and then they may reapply for Top 125 awards consideration. Their induction into the Hall of Fame creates an opportunity for six other Top 125 companies to move into the Top 10 in 2008 and beyond.
Leadership development and retention continues to be a common denominator among Training Top 125 and Top 10 Hall of Fame companies. In fact, employers are using coaching and mentoring more often to retain high-potential and front-line employees, according to a survey conducted by ClearRock, a Boston-based outplacement and executive coaching firm.
In ClearRock's 2007 retention survey of 94 organizations with operations nationwide, 54 percent of employers are using coaching and 43 percent using mentoring to retain high-potential employees, while 40 percent are using coaching and 36 percent using mentoring as a retention method for front-line employees. In ClearRock's 2005 retention survey, just 35 percent of employers used coaching (14 percent used mentoring) to retain senior-level executives, and only 34 percent employed coaching (22 percent used mentoring) to retain middle managers.
"More companies today have decided to grow their future leaders internally, rather than recruiting from outside their organizations, and are making opportunities for employees to develop in their careers further down the organizational ladder and sooner in their careers," notes Annie Stevens, managing partner for ClearRock.
If you're looking for leadership development and other training best practices, visit trainingmagevents.com for information on upcoming Training Top 125 Roadshows. These roundtable events offer tips from and networking opportunities with Training Top 125 companies.
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