JACKSONVILLE, FL – For the third year in a row, Haskell has been named by Training magazine as one of the Training Top 125, an exclusive list of the leading internal training organizations in the world. Haskell’s extensive learning platform is focused on three key areas of learning: foundation (essential learning), advancement (achieving next levels in job-related skills) and fulfillment (building personal capabilities for leading and managing). Training and development goals are aligned with the strategic objectives of the organization with a specific focus on people, operational excellence and financial strength.
By capturing the data and delivering meaningful learning activities to our employees, Haskell ranked #72 on the Top 125 Training List – up from #116 the prior year. As the company grows and adds new services through acquisition, increased sharing of knowledge and learning opportunities are critical for delivering successful projects to clients. Leveraging advancements in technology allow for real-time virtual classrooms and on-line content delivery.
"As our company offices and projects have become distant in terms of miles, we have actually become closer and better connected through use of collaboration technology,” said Dave Balz, Vice President of Organizational Development. “Our live classes are being attended with worldwide access, no matter where our colleagues may be. Taking learning to every workplace is the future of training and development."
Haskell has incorporated the Kirkpatrick Model to specifically measure behavior, knowledge and results of learning activities. The model helps trainers measure the effectiveness of training and how it can be improved for the future.
“Haskell believes that our employees are our most valuable resource. We vigilantly evaluate training programs and seek feedback from managers and colleagues regarding outcomes,” states David Thaeler, Executive Vice President and Chief Human Resources Officer. “As we deliver advanced engineering and design services for clients, our commitment to providing complex and innovative learning is unwavering. Receiving this award for the third consecutive year is not only an honor, but testament to the dedication and hard work of our employees.”
Training magazine recognized the 2015 Training Top 125 winners with crystal awards and revealed their rankings during the “black-tie” Scarlet Ball held last week during the Training 2015 Conference & Expo at the Georgia World Congress Center in Atlanta. Now in its 15th year, the Training Top 125 is the only report that ranks companies unsurpassed in harnessing human capital. Some applicant statistics of note:
- The mean revenue was $4.5 billion U.S. and $6 billion worldwide. The mean training budget was $30.6 million, representing 5.92 percent of payroll. The mean amount of training costs savings was 10 percent.
- The mean number of total employees trained per organization (including independent contractors and franchisees) was 38,619, with 19,031 trained in the classroom and 31,915 trained online. A mean of 591 courses were offered as instructor-led sessions; 2,429 were offered as online self-paced modules; and 164 were offered as virtual instructor-led classrooms. Some 98 percent of applicants have a technological infrastructure to support the delivery and management of training.
- The average number of full-time and part-time trainers was 117 and 674, respectively.
- Some 97 percent of applicants have a tuition reimbursement program. A mean of 8 percent of eligible employees made use of tuition reimbursement programs in the last year. Median spend on tuition reimbursement programs was $462,350.
- Some 99 percent of applicants use employee satisfaction surveys, while 97 percent use competency maps and personal/individual development plans. Some 71 percent tie managers’ compensation directly to the development of their direct reports.
- On the evaluation side, 74 percent of applicants utilize Return on Value; 82 percent utilize Return on Investment; 76 percent utilize Balanced Scorecards; and 57 percent utilize Six Sigma. The Kirkpatrick Levels of Evaluation are more widely used: Level 1 (98 percent), Levels 2 (96 percent), Level 3 (95 percent) and Level 4 (86 percent).
The Top 125 ranking is determined by assessing a range of qualitative and quantitative factors, including financial investment in employee development, the scope of development programs, and how closely such development efforts are linked to business goals and objectives. Demonstrated results are key and companies that wish to be considered for Top 125 ranking complete a detailed application, which is scored both quantitatively (70 percent of total score) by an outside research and statistical data company and qualitatively (30 percent of total score) by Training magazine editors and Top 10 Hall of Fame representatives.