2010 Award Winners

AT&T (www.att.com), for its program to increase the number of users who received training on the AT&T BusinessDirect portal. The program led to a 20 percent increase in worldwide adoption of the self-service tools.

CA (www.ca.com), for its highly effective, ongoing training workshop and coaching program designed to standardize sales processes, go-to-market strategies, and customer negotiations.

Cisco (www.cisco.com), for retooling 40 hours of instructor-led sales channel training into a 16-hour virtual training program. The new program reduced per-student costs by 85 percent.

Coldwell Banker Commercial (www.cbcworldwide.com), for its blended training program for sales/lease agents new to commercial real estate. The program increased sales transactions from new hires by 30 percent.

Booz Allen (www.boozallen.com), for its structured governance process to ensure alignment of learning with business and effective use and sharing of learning-related processes, tools and best practices.

Kelly Services (www.kellyservices.com), for its strong leadership and governance approach, organized around a global working model, that supports collaboration and focuses on measurement, improving learning culture, skills and bottom-line results.

NetApp (www.netapp.com), for the learning organization's focus on business outcomes including a sophisticated approach to measuring the impact of formal and informal learning, which provides a solid platform for business discussions, supports alignment, and ensures that learning initiatives are meeting business needs.

Amway (www.amway.com) for its highly successful executive development program aimed at creating teams of global top-performing executives.

Qualcomm (www.qualcomm.com), for its successful redesign of its flagship leadership development programs for emerging leaders and senior executives, resulting in higher levels of participation and increased skill development.

Redwood Trust (www.redwoodtrust.com), for its integrated leadership development, role realignment and performance systems – all part of an initiative to change how the company develops talent. The effort includes a game-based program which puts emerging executives into actual business challenges.

Baker Tilly (www.bakertilly.com), known as Beers + Cutler prior to a December 2009 merger with Baker Tilly, for creating highly consistent processes that improve and integrate every area of talent management, including the use of competencies.

Booz Allen (www.boozallen.com) for its on-boarding program which has improved job readiness of new hires as well as produced efficiency gains, stronger employee affiliation with the firm, and reduced attrition.

Seagate Technologies (www.seagate.com), for utilizing the company's internal enterprise wiki to build a highly popular and cost-effective "virtual coach" that provides action-oriented information on key management topics for all employees to build management and leadership skills.

Accenture (www.accenture.com), for its very well-received and highly cost efficient podcasting program designed to bring high-priority content to 2,000 strategy professionals.

Nielsen (www.nielsen.com), for successfully leveraging existing enterprise tools to centralize its numerous learning organizations and training professionals scattered globally into one learning community aligned with corporate strategies and goals.

Adobe Systems (www.adobe.com) for Adobe Acrobat Connect Pro software, a web communications solution that enables live, interactive web meetings, virtual classes, on-demand presentations and courses, and group collaboration.

Bellevue University's Human Capital Lab (www.HumanCapitalLab.org), which brings together business and academic leaders to research, measure, and isolate the impact of learning investments.

Cornerstone OnDemand (www.cornerstoneondemand.com) for Cornerstone Connect, a comprehensive enterprise social networking platform that allows organizations to drive workplace collaboration, foster informal learning and innovation, capture valuable corporate knowledge, and engage and support external customer and partner communities.

Executive Conversation (www.conversation.com) for its Know it Now learning framework, an online sales skills development portal accessible in a standalone, hosted environment or for installation on a client's internal learning management system.

General Physics (www.gpworldwide.com) for Via Training, which provides custom training programs for increased sales channel effectiveness and is specifically focused on designing programs for indirect sales channel professionals.

Halogen Software (www.halogensoftware.com)for Halogen eLearning Manager, which provides the administrative features and functionality of a learning management system and integrates fully with the other modules in Halogen's talent management suite.

Kelley Executive Partners (www.kelley.iu.edu/kep), for its customized executive education such as its Alternate Reality Game, which combines social and mobile technologies along with collaborative and competitive team problem solving.

Plateau Systems (www.plateau.com), for The Plateau Talent Gateway, which combines social networking, portal, and Web 2.0 tools to facilitate knowledge sharing, collaboration, and learning activities and provides a direct connection to the capabilities of the Plateau Talent Management Suite.

RWD Technologies (www.rwd.com) for RWD uPerform, an authoring and content management application that enables organizations to create and deliver learning and performance support content and information to employees.

Vangent (www.vangent-hcm.com), for its year-long program for client Rockwell Collins, "Leading in an Operations Environment," designed to transform managers' leadership approach from a metrics/reporting focus to a people-centered approach, accomplished with a blend of training, support, collaboration, assignments, surveys, and mentoring.