Brandon Hall Group Human Capital Management Excellence Conference

I’ll be moderating a session on Ethical Technology Implementation and Governance in Talent Management because this issue has reached a critical juncture. Technology’s power comes with profound responsibilities that could destroy your employer brand, create legal liability, and damage employee trust if you get it wrong. Good intentions aren’t enough. We need deliberate, ongoing safeguards.

Beyond the Hiring Hype

Most discussions about ethics in HR focus narrowly on recruiting and candidate screening. That’s understandable given the visibility and legal exposure of those functions. But this technology has permeated virtually every aspect of human resources: performance management systems that flag employees for improvement plans, learning platforms that recommend development paths, scheduling algorithms that distribute shifts, compensation tools that suggest salary ranges, and engagement surveys analyzed by machine learning models.

Each of these applications carries ethical implications. A system that identifies flight risks among your workforce might disproportionately flag certain demographic groups. A performance evaluation tool trained on historical ratings could perpetuate past biases about who gets top scores. A scheduling algorithm optimizing for business efficiency might inadvertently disadvantage employees with caregiving responsibilities.

The scope of technology in HR means the scope of potential harm extends far beyond who gets hired. It touches promotion decisions, compensation equity, development opportunities, and even who gets laid off during restructuring. Biased algorithms can undo years of work to ensure fair access to opportunities, systematically disadvantage specific generations or demographic groups, and perpetuate inequities that exclude talent from growth.

The Hidden Nature of Bias

Here’s what makes technology ethics so challenging: the bias often isn’t obvious. A system might systematically disadvantage older workers, working parents, or certain demographic groups without anyone noticing until significant damage has been done.

Most HR departments don’t truly understand how their tools work. We know what they promise to deliver. We can see the outputs they generate. But the decision-making process inside the algorithm? That’s often a mystery, even to the vendors who built them.

This creates an accountability gap. When a tool recommends promoting one employee over another, can you explain why? When it suggests a particular salary for a new hire, do you understand what factors drove that number? When it identifies someone as a retention risk, do you know what patterns it detected?

If you can’t answer these questions, you’re not in control of your HR decisions. The algorithm is. And that algorithmic control can limit upskilling access to certain groups, block talent mobility for protected populations, undermine talent readiness by restricting development opportunities, and reduce organizational talent agility by creating invisible barriers.

The Broader Impact on Culture and Trust

The consequences extend beyond individual employment decisions. Privacy violations and opaque decision-making expose you to legal action. But there’s something equally damaging happening beneath the surface: the erosion of the very culture elements organizations claim to value most.

Biased systems undermine wellness by creating unfair stress. They damage the psychological safety needed for innovation labs to function effectively. They erode the trust essential for social and collaborative learning across multi-generational teams. When employees suspect that automated systems are making unfair decisions about their careers, they disengage from the collaborative behaviors that drive innovation.

Organizations racing to implement HR technology are often dangerously unprepared for these complexities. They’re so focused on competitive advantage and efficiency gains that they overlook the ethical foundations required for sustainable implementation.

What Safeguarding Actually Requires

Creating genuine safeguards in HR isn’t about checking compliance boxes. It’s about building a culture of intentional oversight and continuous questioning. In our conference session, we’ll explore practical frameworks based on organizations that have thoughtfully implemented technology with strong ethical guardrails ensuring inclusive outcomes. Here’s what that foundation looks like:

Demand Transparency Before Deployment

Before implementing any tool, insist on understanding its logic. What data does it use? What patterns does it look for? What assumptions are baked into its design? If a vendor can’t or won’t explain how their system works, that should disqualify them from consideration.

This is where most organizations fail in their vendor selection process. They evaluate features, negotiate pricing, and review implementation timelines without ever asking the critical ethical questions. Does the vendor conduct independent bias audits? Can they demonstrate how their system performs across different demographic groups? What happens when their algorithm produces a discriminatory outcome?

The vendors who bristle at these questions or hide behind claims of proprietary algorithms are telling you something important: they haven’t prioritized ethics in their development process. The solution providers using technology properly will welcome your scrutiny. They’ll provide documentation of their testing methodologies, share results of bias audits, and explain their governance frameworks.

This transparency requirement applies equally to hiring tools, performance management systems, workforce planning algorithms, and any other technology touching employee decisions. You’re not looking for technical documentation that only data scientists can parse. You need clear explanations of what the system considers and why. Employees need to understand and trust technology-driven systems, which requires explainability from the start.

Understand How Bias Enters Systems

Bias doesn’t appear magically. It enters through data, algorithms, and implementation choices. The training data might reflect historical patterns of discrimination. The algorithm might weight certain factors in ways that disadvantage specific groups. The implementation might lack safeguards that catch problematic outcomes.

You need strategies to prevent bias at each of these entry points. That means scrutinizing your historical data for patterns of inequity before using it to train systems. It means testing algorithms across demographic categories before deployment. It means establishing checkpoints during implementation that surface problems early.

Establish Human Judgment as Non-Negotiable

These systems should inform decisions, never make them autonomously. This principle sounds obvious but gets violated constantly in practice. When systems automatically reject applications, flag performance issues, or route employees to certain career tracks, they’re making decisions without meaningful human review.

Meaningful human oversight means having trained personnel who understand the recommendations, can evaluate them critically, and have genuine authority to override them. It means creating space and time for that judgment to occur. It means measuring managers not on how efficiently they process recommendations but on the quality of their decision-making.

Monitor for Unintended Patterns Across Generations

These tools don’t remain static. They learn, adapt, and evolve. An algorithm that performs fairly at implementation might develop problematic patterns over time. Regular auditing isn’t optional.

These audits should examine outcomes across demographic categories, with particular attention to how systems affect multi-generational workforces. Are certain age groups disproportionately receiving negative performance ratings? Are development opportunities being distributed equitably? Are promotion rates consistent across demographics at similar performance levels?

The goal isn’t to find problems. The goal is to know whether problems exist so you can address them before they become systemic.

Protect Privacy While Using Employee Data

Advanced technology requires data. Learning personalization needs information about employee skills and preferences. Performance management systems analyze work patterns. The question isn’t whether to use employee data but how to use it responsibly.

Establish clear privacy protection requirements for when employee data feeds system training and decision-making. Employees should know what data you’re collecting, how it’s being used, and who has access to it. Data minimization principles apply: collect only what you need, keep it only as long as necessary, and secure it appropriately.

Create Governance Models That Support Innovation

Ethical frameworks aren’t constraints on innovation. They’re prerequisites for sustainable implementation. You need governance models ensuring responsible technology use that protects the collaborative learning cultures organizations depend on.

This governance requires cross-functional collaboration between HR, legal, IT, data privacy, and executive leadership. Regular meetings should review deployments, discuss emerging concerns, and make decisions about new implementations. When everyone shares responsibility, critical issues are less likely to slip through the cracks.

Part of this governance involves ongoing vendor management. Your relationship with solution providers shouldn’t end at contract signing. Establish quarterly reviews where vendors report on system performance across demographic categories, share any bias detected and remediated, and discuss algorithm updates that might affect outcomes. Build contractual requirements for this transparency. The providers committed to using technology ethically will view this as partnership, not burden.

Evaluate Vendor Accountability and Responsiveness

When choosing solution providers, assess not just their current product but their commitment to addressing problems when they emerge. Ask pointed questions: What happens if we discover bias in your system six months after implementation? Who bears the liability? How quickly can you investigate and remediate? Do you have dedicated teams focused on algorithmic fairness?

Request references from other organizations using their tools, and ask those references specifically about the vendor’s responsiveness to ethical concerns. Have they ever discovered bias? How did the vendor respond? Were fixes implemented promptly? Did the vendor take responsibility or deflect?

The best solution providers treat ethics as a competitive advantage. They proactively test for bias, publish transparency reports, engage third-party auditors, and maintain dedicated ethics teams. They understand that responsible technology use protects both their clients and their own reputation.

Connect Technology Ethics to Broader Organizational Goals

Technology ethics doesn’t exist in isolation. It connects directly to wellness initiatives (preventing unfair stress from biased systems), inclusion efforts (ensuring equity across diverse populations), and innovation strategies (maintaining the trust required for effective collaboration).

Organizations that successfully implement technology with strong ethical guardrails recognize these connections. They see that fair algorithms support wellness by reducing arbitrary performance pressure. They understand that equitable systems enable inclusion by removing barriers to opportunity. They know that transparent technology maintains the psychological safety innovation requires.

Learning From Success and Failure

In our session at the Brandon Hall Group Human Capital Management Excellence Conference, we’ll examine real examples of both responsible implementation and cautionary tales of failures. The organizations defending themselves in court didn’t think they were doing anything wrong. They believed they were modernizing, becoming more efficient, making better use of data. They trusted their vendors and assumed compliance would follow.

They learned that assumption was expensive. Legal and regulatory considerations for technology in employment and development contexts have become increasingly complex. What was acceptable two years ago might violate current standards. What seems harmless today might trigger lawsuits tomorrow.

But beyond legal exposure, there’s a deeper issue: trust. Employees who believe they’ve been unfairly evaluated by an algorithm, passed over for opportunities due to automated decisions, or disadvantaged by systems they don’t understand lose faith in their employers. That erosion of trust damages engagement, retention, and culture in ways that far exceed any efficiency gains technology might provide.

Building Your Ethical Framework

The session objectives reflect what HR leaders need most: practical guidance for building ethical frameworks appropriate for their organizational values. You need to identify and mitigate bias risks before they cause harm to any group. You need to establish governance ensuring responsible use that supports wellness, inclusion, and innovation across generations. You need to balance innovation and competitive advantage with ethical responsibility and legal compliance.

Most importantly, you need to create employee trust in the systems making decisions about their careers. Without that trust, even the most technically sophisticated implementation will fail to deliver its promised benefits.

Your safeguards should enable you to leverage strengths while remaining vigilant about weaknesses. They should position HR as the ethical steward in your organization, setting standards that other functions can follow.

The Path Forward

The choice isn’t between using this technology or avoiding it. It’s already embedded in HR, and that integration will only deepen. The choice is between using it thoughtfully, with robust safeguards and ongoing oversight, or using it carelessly and hoping for the best.

Only one of those paths is sustainable. Only one protects both your employees and your organization. And only one aligns with the ethical responsibility that comes with managing human capital in an increasingly automated world.

As we convene at the Brandon Hall Group Human Capital Management Excellence Conference in February, we’ll be exploring these challenges with practitioners who are navigating them in real time. The organizations succeeding aren’t those with the most advanced technology. They’re the ones who’ve built the strongest ethical foundations beneath that technology.

The future of work will be shaped by algorithms and automation. But the future of ethical work will be shaped by the guardrails we build today. Join us as we explore how to build those guardrails effectively, protecting your organization while unleashing technology’s potential to create more equitable, effective talent management practices.

The post Safeguarding Your HR Department’s Use of AI: <br/> Building an Ethical Framework appeared first on Brandon Hall Group.

32nd Annual HCM Excellence Awards® Program Recognizes Global Leaders in Human Capital Management Innovation

WEST PALM BEACH, FL – August 14, 2025 – Brandon Hall Group, the leading HCM research and analyst firm, today announced the winners of its 2025 HCM Excellence Awards® during a special live broadcast. The prestigious awards program, now in its 32nd year since its inception in 1993, recognizes organizations worldwide for excellence in Learning and Development, Talent Management, Leadership Development, Talent Acquisition, Human Resources, Sales Performance, Diversity, Equity & Inclusion, and Future of Work initiatives.

This year’s competition attracted entries from organizations across six continents, with winners representing a diverse mix of global enterprises, government agencies, non-profits, and educational institutions. The rigorous evaluation process, conducted by a panel of veteran industry experts and Brandon Hall Group analysts, identified programs that demonstrated exceptional innovation, measurable business impact, and transformative approaches to human capital management.

Top Award Recipients Lead with Innovation

Among this year’s top performers, Accenture secured an unprecedented 212 awards across multiple categories, followed by NIIT with 97 awards, Capgemini with 66 awards, BTS with 59 awards, and Cognizant with 51 awards.

“This year’s Excellence Award winners exemplify the transformative power of strategic human capital management. Through their innovative approaches to talent development and employee engagement, these organizations have not only achieved remarkable business outcomes but have also redefined what it means to create truly people-centric workplaces. Our comprehensive evaluation process has identified these programs as benchmarks for organizational excellence and innovation,” said Brandon Hall Group Chief Operating Officer Rachel Cooke, HCM Excellence Awards® program leader.

Multi-Award Winners Demonstrate Sustained Excellence

Organizations earning between 21-50 awards include: EI Design Powered by MPS, Chrysalis HRD, Deloitte, InfoPro Learning, Colgate-Palmolive, SweetRush, AllenComm, SiyonaTech AG, Bank of America, GPStrategies, KPMG, HP, Tata Consultancy Services (TCS), MetLife, Standard Chartered Bank, and Shell.

Companies achieving between 10-20 awards include: Regeneron Pharmaceuticals, Inc., Mercer, Google, Kraft Heinz, Mondelez International, DXC Technology, Julius Baer, PepsiCo, Inc., Verizon, EY, ÇİMSA, Unilever, UST, Limak Cement, CrossKnowledge, Mars Incorporated, Upside Learning, Zurich Insurance Company Ltd., Qatar Airways, Hexaware Technologies, Wells Fargo, World Bank Group, Boehringer Ingelheim, Constellar Consulting, HCL Tech, Kyndryl, Landmark Group, McKinsey & Company, Microsoft Corporation, NTT Data, Optum, and Pfizer Inc.

The complete list of all 2025 Brandon Hall Group HCM Excellence Awards® winners can be viewed at: https://excellenceawards.brandonhall.com/winners/

Awards Gala to Honor Winners at Annual Conference

Excellence Award winners will be celebrated at the HCM Excellence Awards Gala during Brandon Hall Group’s HCM Excellence Conference, February 9-12, 2026, at the Hilton West Palm Beach, Florida. The conference will feature select award winners presenting their winning strategies and best practices in dedicated breakout sessions, providing attendees with actionable insights from proven HCM innovations.

“The 2025 Excellence Award recipients represent the pinnacle of achievement in human capital management. What sets this year’s winners apart is their bold embrace of emerging technologies and their commitment to creating meaningful employee experiences that drive tangible business results. These organizations have demonstrated that when you invest in your people with purpose and innovation, the impact resonates throughout the entire enterprise, creating sustainable competitive advantages in today’s dynamic business landscape,” said Brandon Hall Group Chief Executive Officer Mike Cooke.

Evaluation Criteria

All entries were evaluated based on the following criteria:

• Alignment to business need and environment
• Program design, functionality, and delivery
• Adoption, integration, user experience, innovation, and creativity
• Overall effectiveness, impact, and measurable benefits

The HCM Excellence Awards® program features over 150 categories and is part of Brandon Hall Group’s comprehensive recognition ecosystem, which includes the Excellence in Technology Awards, EdTech Awards and Excellence in Action Awards.

To learn more about the Brandon Hall Group HCM Excellence Awards® program and view upcoming awards opportunities, visit: https://excellenceawards.brandonhall.com/

About Brandon Hall Group

Brandon Hall Group is the home of the HCM Excellence Awards® — the most prestigious awards in Human Capital Management. Since 1993, these awards have set the gold standard for recognizing breakthrough innovations across Learning and Development, Talent Management, Leadership Development, Diversity, Equity & Inclusion, Human Resources, Sales Performance, Talent Acquisition, and Future of Work. Known as the “Academy Awards of Human Capital Management,” our awards program features over 150 categories and attracts entries from leading corporations worldwide.

Our rigorous evaluation process, conducted by veteran industry experts and Brandon Hall Group analysts, ensures that winners represent true excellence in HCM. The HCM Excellence Awards® are part of our comprehensive recognition ecosystem, which includes the Excellence in Technology Awards and Excellence in Action Awards.

For over 30 years, Brandon Hall Group has empowered and recognized excellence in organizations worldwide, influencing the development of over 10 million employees and executives. We are the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations.

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December 9, 2021

Brandon Hall Group today announced the winners of the 2021 Excellence in Technology Awards in a live webcast.

Corporations and Solution Providers submitted applications that showcased how they used technology to improve the human capital management of organizations around the world. The awards were judged by an international panel of industry experts based on the value to the business, technological innovation, unique differentiators, technical functionality and measurable results.

“Technology has never been more critical for success in human capital management than it is today. We were thrilled to see many new innovations in all areas, but especially related to the future of work,” said Brandon Hall Group Chief Operating Officer and awards program head Rachel Cooke. “Thanks to the many innovations from our Excellence in Technology winners, organizations have many compelling options as they make important decisions on how to leverage technology to drive their people strategies.”

There were nearly 75 unique categories in the 2021 Excellence in Technology Awards across 6 program areas: Learning and Development, Talent Management, Talent Acquisition, Workforce Management, Sales Enablement and Future of Work. Gold, Silver and Bronze awards were bestowed based on numeric scores. Multiple awards could be given at the same level.

Companies receiving five or more awards were Accenture, Adobe, Docebo, EI Design Pvt Ltd., Elements Global Services, Engagedly, Float, Inkling, Kuveyt Türk, Merck & Company, MetLife, Mursion, NIIT, NovoEd and Tata Consultancy Services.

To view a full list of winners, visit https://excellenceawards.brandonhall.com/winners/.

“HCM solution providers must be experts and visionaries in technology, but they also must have the ability to anticipate the diverse needs of employers as they work to adapt to ongoing change,” Brandon Hall Group CEO Mike Cooke said. “This requires a blend of curiosity, empathy and agility that is difficult to achieve. We have seen an extraordinary level of insight and creativity from our Excellence in Technology winners that has been exciting to see.”

In addition to online recognition, companies will have the opportunity to accept their awards on stage at the HCM Excellence Conference, February 1-3, 2022, in West Palm Beach, Florida.

Award entries for the HCM Excellence Program will open in January for organizations’ overall programs. To learn more about Brandon Hall Group’s Excellence Awards, visit https://excellenceawards.brandonhall.com/.

About Brandon Hall Group

Brandon Hall Group operates the largest and longest-running awards program in Human Capital Management. As an independent HCM research and analyst firm they conduct studies in Learning and Development, Talent Management, Leadership Development, Diversity, Equity & Inclusion, Talent Acquisition and HR/Workforce Management. These benchmark studies help organizations by providing strategic insights for executives and practitioners responsible for growth and business results.

Coupling the research studies with the best practice from the awards, Brandon Hall Group has helped more than 10,000 clients globally and more than 28 years of delivering world-class research and advisory. At the core of our offerings is a membership program that combines research, benchmarking and unlimited access to data and analysts. Membership enables executives and practitioners to make the right decisions about people, processes, and systems, coalesced with analyst advisory services which aim to put the research into action in a way that is practical and efficient.

Brandon Hall Group has also launched professional certifications for business and human capital management professionals to upskill themselves and gain credentials for career advancement. (www.brandonhall.com)

The post Brandon Hall Group Announces Winners of the Excellence in Technology Awards for 2021 appeared first on Brandon Hall Group.

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Highlights

Strategy Briefs

Creating a Coaching Ecosystem (Strategy Brief)

This Strategy Brief discusses how to create a coaching ecosystem to drive employee development: a coaching ecosystem coordination. But if you think about it as part of your talent strategy rather than just an extra responsibility for a manager or SME, the investment makes sense. People who become coaches also receive a career growth experience that can make them more engaged and may help them reach their own career goals. Therefore, coaching should be a significant part of your talent development strategy.

Other Strategy Briefs from Brandon Hall Group:

• How to Design (or Redesign) Your Talent Management Strategy (Strategy Brief)
• How to Improve Succession Planning (Strategy Brief)

Podcasts

HCMx Radio 184: Leadership Development During Uncertain Times

We interview Elizabeth Pavese, Ph.D. Liz is a Senior Behavioral Scientist at CoachHub, where she marries her expertise in organizational psychology, employee experience, and organizational development to close the gap between coaching research and practice. Prior to CoachHub, Liz worked for two employee experience HRTech companies, Limeade and Qualtrics, where she built global advisory teams to deliver on customer employee experience programs and provide expertise in the design of new product features and solutions.

Additional Podcasts

• HCMx Radio 185: Why Modernize Learning Content? Things You Need to Know
• HCMx Radio 186: Upskilling and Reskilling Your Workforce — How to Drive Learner Engagement in the Hybrid Workplace

Learn more about innovative, cutting-edge HCM topics on HCMx Radio, a podcast focusing that weaves current market research, HR technology and industry leaders into each episode. Subscribe to us on iTunes.

Webinars

Upcoming: Developing Potential: The Future of Engagement and Learning Wednesday, Dec. 8, 1-2 p.m. EST We will discuss the power of potential and how organizations can optimize it to drive business outcomes.

Upcoming: Is Your Learning Driving Performance? Tuesday, Dec. 14, 1-2 p.m. EST We will discuss how a convergence of outcomes, content, learners, and technology will ultimately drive performance.

Upcoming: Mining for Gold in Your LMS Data Thursday, Dec. 16, 1-2 p.m. EST We will discuss how taking a business intelligence approach to LMS data can provide far more insight into what’s going on in learning than running canned reports.

Upcoming: How to Fix Your Sales Learning & Enablement in 2022 Tuesday, Dec. 12, 1-2 p.m. EST We will look at what an evolved sales enablement approach looks like, and how to implement it on your team to meet today’s dynamically changing needs.

Upcoming: Looking Ahead: How to Development an Effective L&D in 2022 Wednesday, Jan. 19, 11 a.m.-noon EST We will review the key lessons from 2021 and discuss how to develop an effective L&D strategy in 2022.

We aired five complimentary live webinars to our community. All of these were recorded and available for replay. Register for one of our upcoming webinars at https://brandonhall.com/webinars.php.

• Changing the Learning Paradigm to Serve the Future Workforce (Nov. 3)
• How to Find and Attract Diverse Talent in a Hyper-Competitive Hiring Market (Nov. 4)
• Certification, Compliance and Competency: Adaptive Processes to Address Remote Learning Challenges (Nov. 5)
• Experience Matters: 4 Ways Learning-by-Doing Simulations are Re-Shaping Learning (Nov. 10)
• The Secret Weapon in Learning’s Digital Transformation: Curriculum Mapping (Nov. 12)

Case Studies in Brandon Hall Group’s Member Center

• Benify Manages Onboarding Through Guided Videos, eLearning, Digital Handbook (2021 Case Study)
• AbbVie Combines Traditional, Digital Learning to Appeal to Both Young and Senior Leaders (2021 Case Study)
• Atrium Health’s Adaptive Learning Accelerates Time to Competency (2021 Case Study)
• Avaya Spaces’ Short Training Tools Lead to Record Learning Consumption (2021 Case Study)
• Akamai Tech Enablement and Education Team Improves Learning Experience During COVID-19 (2021 Case Study)
• CFA Institute, Blue Ocean Brain Create People-focused, Data-driven ABCs of Inclusion (2021 Case Study)
• AntWorks’ Fully Integrated Ecosystem Aligns Learning with Business Needs (2021 Case Study)
• Accenture Team’s Critical Interventions Increase Revenue, Customer Satisfaction (2021 Case Study)
• AvivaSA Develops Leaders through Personal Learning, Continuous KPIs (2021 Case Study)
• Ameriprise Takes Adviser Learning from One-and-Done to Transformational Journey (2021 Case Study)
• Census Leaps from Paper-based Training to Modern eLearning for Hiring Surge (2021 Case Study)
• People Performance Prediction Model Serves as Accenture’s ‘Crystal Ball’ (2021 Case Study)
• Launch Series Accelerates New Leaders’ Understanding of Keysight’s Company Culture (2021 Case Study)
• Duke Realty Leadership Addresses Pandemic, Social Crises Head-On (2021 Case Study)
• Cigna Creates Human-Centered, Insights-driven Learning Governance (2021 Case Study)
• Fendi’s Safety and Security Course by Video Interact Delivers 400% ROI (2021 Case Study)
• Dell’s Aligned eLearning Provides Fundamental Skilling for Partners (2021 Case Study)
• Kraft Heinz’s ‘Top Guard’ Superheroes Reimagine Sanitary Design Training (2021 Case Study)
• Deloitte’s New Platform Provides Overview, Step-by-Step Guide for Learning in Flow of Work (2021 Case Study)
• Hoag Hospital Enhances Digital Footprint, Noticeably Increasing Candidate Engagement (2021 Case Study)
• Green Key Increases Placements, Saves $200,000 with HiringSolved’s AI (2021 Case Study)
• MakeShift Successfully Pivots Self-Care to Collaborative Online Program (2021 Case Study)
• Selling the Mack MD Series eLearning Is Like Having Lunch with a Sales Pro (2021 Case Study)
• TPSDI Helps Liberian Electricity Train the Trainers to Raise Proficiency, Lower Costs (2021 Case Study)
• Loblaw’s Digital Onboarding Ensures Consistency Across 24,000 Stores (2021 Case Study)
• GAF Lets Managers Learn through Different Modalities to Develop Skills (2021 Case Study)
• Deloitte Accountancy Uses Netflix-inspired Learning Journey to Build Soft, Hard Skills (2021 Case Study)
• Lockheed Martin’s Ethics in Engineering Showcases Role of Integrity to Students (2021 Case Study)
• Fast Lane Helps Google Enterprise Users Build Key Skills in Core Workspace Apps (2021 Case Study)
• Dell’s Wyse Simulation Reinforces Knowledge, Guides Those Who Are Lost (2021 Case Study)
• Cisco’s High STEM Extension Program Building Next Generation of Leaders (2021 Case Study)
• IBM’s Virtual Collaborator Helps Employees Pivot Rapidly During COVID-19 (2021 Case Study)
• Evyap’s ‘Elements’ Initiative Recruits Young Talent for Leadership Roles (2021 Case Study)
• Bench Strength Experience Provides Insights, Growth for High Potentials at Hazelden Betty Ford (2021 Case Study)

Published Research by Practice In Brandon Hall Group’s Member Center

Diversity, Equity and Inclusion

• Research Note: ‘You Have to Be Willing to Change the Culture’
• CFA Institute, Blue Ocean Brain Create People-focused, Data-driven ABCs of Inclusion (2021 Case Study)

Learning and Development

• Executive Interview: Creating a Deep Learning Culture at a 135-year-old Company
• AbbVie Combines Traditional, Digital Learning to Appeal to Both Young and Senior Leaders (2021 Case Study)
• Atrium Health’s Adaptive Learning Accelerates Time to Competency (2021 Case Study)
• Avaya Spaces’ Short Training Tools Lead to Record Learning Consumption (2021 Case Study)
• Changing the Learning Paradigm to Serve the Future Workforce (Webinar)
• Akamai Tech Enablement and Education Team Improves Learning Experience During COVID-19 (2021 Case Study)
• AntWorks’ Fully Integrated Ecosystem Aligns Learning with Business Needs (2021 Case Study)
• Certification, Compliance and Competency: Adaptive Processes to Address Remote Learning Challenges (Webinar)
• Solution Provider Profile: Apposite Learning Solutions (2021)
• Microlearning’s New Best Friend — KREDO (Executive Interview)
• Accenture Team’s Critical Interventions Increase Revenue, Customer Satisfaction (2021 Case Study)
• HCMx Radio 185: Why Modernize Learning Content? Things You Need to Know
• HCMx Radio 186: Upskilling and Reskilling Your Workforce – How to Drive Learner Engagement in the Hybrid Workplace
• Solution Provider Profile: Microsoft Viva (2021)
• Ameriprise Takes Adviser Learning from One-and-Done to Transformational Journey (2021 Case Study)
• Research Note: Creating a Mindset for Growth at Syngenta
• Unique Virtual Creative Services Company Values Work-Life Balance and Flexibility (Research Note)
• Census Leaps from Paper-based Training to Modern eLearning for Hiring Surge (2021 Case Study)
• Why Modernize Content? Things You Need to Know (Executive Interview)
• Solution Provider Profile: Ninja Tropic (2021)
• Experience Matters: 4 Ways Learning-by-Doing Simulations are Re-Shaping Learning (Webinar)
• The Secret Weapon in Learning’s Digital Transformation: Curriculum Mapping (Webinar)
• Cigna Creates Human-Centered, Insights-driven Learning Governance (2021 Case Study)
• Solution Provider Profile: NovoEd (2021)
• Solution Provider Profile: Intrepid by VitalSource (2021)
• Defining L&D’s Impact with Operational Data (eBook)
• Fendi’s Safety and Security Course by Video Interact Delivers 400% ROI (2021 Case Study)
• Dell’s Aligned eLearning Provides Fundamental Skilling for Partners (2021 Case Study)
• Upskilling and Reskilling Your Workforce – How to Drive Learner Engagement in the Hybrid Workplace (Executive Interview)
• Kraft Heinz’s ‘Top Guard’ Superheroes Reimagine Sanitary Design Training (2021 Case Study)
• Deloitte’s New Platform Provides Overview, Step-by-Step Guide for Learning in Flow of Work (2021 Case Study)
• Solution Provider Profile: Totara (2021)
• MakeShift Successfully Pivots Self-Care to Collaborative Online Program (2021 Case Study)
• Selling the Mack MD Series eLearning Is Like Having Lunch with a Sales Pro (2021 Case Study)
• TPSDI Helps Liberian Electricity Train the Trainers to Raise Proficiency, Lower Costs (2021 Case Study)
• Loblaw’s Digital Onboarding Ensures Consistency Across 24,000 Stores (2021 Case Study)
• GAF Lets Managers Learn through Different Modalities to Develop Skills (2021 Case Study)
• Deloitte Accountancy Uses Netflix-inspired Learning Journey to Build Soft, Hard Skills (2021 Case Study)
• How to Win at Learning Measurement (eBook)
• Fast Lane Helps Google Enterprise Users Build Key Skills in Core Workspace Apps (2021 Case Study)
• IBM’s Virtual Collaborator Helps Employees Pivot Rapidly During COVID-19 (2021 Case Study)
• Dell’s Wyse Simulation Reinforces Knowledge, Guides Those Who Are Lost (2021 Case Study)

Leadership Development

• HCMx Radio 184: Leadership Development During Uncertain Times
• Linking Emotional Intelligence to Leadership and DE&I Competencies (Executive Interview)
• AvivaSA Develops Leaders through Personal Learning, Continuous KPIs (2021 Case Study)
• Launch Series Accelerates New Leaders’ Understanding of Keysight’s Company Culture (2021 Case Study)
• Research Note: Aligning Learning Strategy and Business Strategy, One Step at a Time

Bench Strength Experience Provides Insights, Growth for High Potentials at Hazelden Betty Ford (2021 Case Study)

Talent Acquisition

• Benify Manages Onboarding Through Guided Videos, eLearning, Digital Handbook (2021 Case Study)
• How to Find and Attract Diverse Talent in a Hyper-Competitive Hiring Market (Webinar)
• Talent Acquisition Benchmarking 2021 (Research Data Highlights)
• Hoag Hospital Enhances Digital Footprint, Noticeably Increasing Candidate Engagement (2021 Case Study)
• Green Key Increases Placements, Saves $200,000 with HiringSolved’s AI (2021 Case Study)
• Evyap’s ‘Elements’ Initiative Recruits Young Talent for Leadership Roles (2021 Case Study
• Four Critical Steps You Need to Take to Promote Employee Wellness and Maximize Engagement (eBook)
• Cisco’s High STEM Extension Program Building Next Generation of Leaders (2021 Case Study)

Talent Management

• Executive Interview: CoachHub Explains the Digitization of Coaching
• Creating a Coaching Ecosystem (Strategy Brief)
• How to Design (or Redesign) Your Talent Management Strategy (Strategy Brief)
• Solution Provider Profile: Perceptyx (2021)
• People Performance Prediction Model Serves as Accenture’s ‘Crystal Ball’ (2021 Case Study)
• How to Improve Succession Planning (Strategy Brief)
• Duke Realty Leadership Addresses Pandemic, Social Crises Head-On (2021 Case Study)
• Solution Provider Profile: Avature (2021)
• Solution Provider Profile: eSkill (2021)
• Solution Provider Profile: SuccessFinder (2021)

Workforce Management/HR

• Solution Provider Profile: Bonusly (2021)
• Lockheed Martin’s Ethics in Engineering Showcases Role of Integrity to Students (2021 Case Study)

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Boca Raton, FL August 19 2021, 2 p.m.

Brandon Hall Group, the organization behind the largest and longest-running awards program in Human Capital Management, announced the winners of the 2021 HCM Excellence Award. Organizations from around the world were honored this year with either Gold, Silver or Bronze awards for their HCM programs, strategies, processes and systems.

Entries were evaluated by a panel of veteran, independent senior industry experts and Brandon Hall Group analysts and executives based upon these criteria: fit the need, design of the program, functionality, innovation and overall measurable benefits. 

“Brandon Hall Group Excellence Awards in 2021 provide much-needed and well-deserved recognition to organizations that went above and beyond to support their stakeholders during the unprecedented disruption of the COVID-19 pandemic,” said Brandon Hall Group COO and HCM Excellence Awards Program leader Rachel Cooke. “The awards provide validation of best practices in all areas of HCM at a time when they have never been more important to employers, employees and customers.”

Excellence Award winners are scheduled to be honored at Brandon Hall Group’s HCM Excellence Conference, Feb. 1-3, 2022 at the Hilton West Palm Beach, Florida. Select winners also will serve as presenters in breakout sessions, sharing their leading practices during the conference.

There were more than 100 categories this year with some organizations winning in multiple categories. Organizations receiving 10 or more awards this year include Accenture, Bank of America Corporation, Bridgestone, BTS, Cardinal Health, Christus Health, Cognizant, CrossKnowledge, Deloitte, EI Design Pvt Ltd, Enerjisa Enerji, EY, Genpact, Google, GP Strategies, HP Inc., Infopro Learning, Inkling, McKinsey & Company, MetLife, MPS Interactive Systems, NIIT, PepsiCo, Pitney Bowes, SAP, SweetRush, Tata Consultancy Services, Turkcell and Upside Learning Solutions Pvt. Ltd.

“We added several awards categories this year to specifically address critical needs, including how organizations addressed the new dynamics of work and embedded the principles of diversity, equity and inclusion in their HCM practices,” said Brandon Hall Group CEO Mike Cooke. “Winning organizations in all categories demonstrated a people-centric approach while driving superior business results under challenging and unprecedented conditions. Demonstrating HCM’s impact on the business is what sets our awards apart.”

In addition to the awards program that has been in existence since 1993, Brandon Hall Group conducts studies in Learning and Development, Talent Management, Leadership Development, Diversity, Equity & Inclusion, Talent Acquisition and HR/Workforce Management. These benchmark studies help organizations by providing strategic insights for executives and practitioners responsible for growth and business results.

Coupling the research studies with the best practice from the awards, Brandon Hall Group has helped more than 10,000 clients globally in its more than 28 years of delivering world-class research and advisory.

To see a complete list of winners, visit https://www.brandonhall.com/excellenceawards/past-winners.php.

— About Brandon Hall Group Inc. 

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. 

For over 28 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10,000,000 employees and executives. Our HCM Excellence Awards was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity, Equity and Inclusion, Talent Acquisition and HR/Workforce Management for corporate organizations and HCM solution providers.

To learn more, visit https://www.brandonhall.com.

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Boca Raton, FL

Brandon Hall Group, the leading independent HCM Research and Analyst Firm has opened entries for its 29^th annual Excellence in Technology Awards. Often referred to as the Academy Awards of Human Capital Management, this is the original awards program focusing on corporate learning, talent and HR best practices.

After a year of rapid changes for corporations and their stakeholders, technology is the vehicle that made it possible. Allowing someone to remotely log in is only the beginning. Human Capital Management technologies provide team collaboration, inclusiveness, manager check-ins, remote training, a sense of well-being, and most importantly, engagement and productivity.

“At the beginning of 2021, organizations sent employees home with little preparation for adapting to the new normal, but they were also innovative in the ways they used technology to get the most out of their employees,” said Brandon Hall Group CEO Mike Cooke. “We expect to see the best-ever applications of technology now that organizations have had more than a year to implement and measure their programs.”

There are 75 categories in the areas of Future of Work, Learning and Development, Talent Management, Talent Acquisition, Workforce Management and Sales Enablement.

“Our Spring HCM Excellence Awards just wrapped up and we saw an outpouring of really innovative programs, so we expect to see the best and most brightest technology in the spotlight,” said Brandon Hall Group COO Rachel Cooke. “We especially look forward to entries in Best Advance in Technology Innovation for a Remote Workforce and technologies in L&D, Talent and workforce management that were implemented remotely.”

The Technology Program has a dedicated focus on entries from solution providers offering technologies to organizations. They can enter on their own or jointly with their client organizations.

Awards are judged on value proposition, innovation, unique differentiators, demo and measurable results.

The deadline to enter is September 9, 2021. Winners will be announced December 9, 2021 in a live webcast as a prelude to the HCM Excellence Conference with a live awards ceremony on February 2, 2022.

To learn more about the awards program and view the categories visit https://brandonhall.com/excellenceawards/technology.html .

The post Brandon Hall Group’s Excellence in Technology Awards Are Open for Submissions appeared first on Brandon Hall Group.

Best Customer Training Program

Hunter Douglas Installer Certification Upgrades Skills, Creates Ripple Effect on Satisfaction: 

The PowerView Pro Installer Certification training program was developed by Hunter Douglas Learning and Development as a solution to address needs identified within the company’s customer base of Installers and Dealers. Specifically focusing on knowledge and skill concerning the PowerView operating system, the Installer PowerView Pro Certification training program was successful in creating a community of highly skilled PowerView specialists, an outcome that created a ripple effect of positive benefits for Installers, Dealers, end-consumers and Hunter Douglas alike. Hunter Douglas was honored with a Gold Award for Best Customer Training Program in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Absorb Software, Celonis, Cognizant Technology Solutions (2), Dell Technologies Education Services (2), ellicom Inc., Infopro Learning, Inkling, Jenzabar, London Computer Systems (LCS), McKinsey & Company, MetLife, SWIFT sc, SYSMEX AMERICA, Victaulic, Wrike

Best Use of Performance Support

Bayer’s SkillCamp Online Links Personalized Performance Support to Commercial Excellence: 

Bayer AG, Crop Science Division’s SkillCamp is a learning initiative designed with BTS Germany GmbH that focuses on making learning relevant. In 2017, SkillCamp Online enhanced the performance support approach by introducing MySkillCamp — a personalized learning path that enables learners to boost their performance while learning on the job with SkillCamp Online. Bayer AG, Crop Science Division and BTS Germany GmbH were honored with a Gold Award for Best Use of Performance Support in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Accenture, ADP, Anadolu Efes, Bank of America Corporation, Cognizant, CoreAxis, Deloitte LLP, Inkling, Kuveyt Turk Participation Bank, McKinsey & Company, MPS Interactive Systems(3), Swiss Re, Xprtise

Best Learning Team

Blackmores Institute Australia’s CMEd Silver Learning Team Fits Needs of Learners, Business:

Members of the Blackmores Institute Education team, Blackmores Malaysia and Guroo Producer collaborated to co-design CMEd Silver — the second tier of the Complementary Medicine Education (CMEd) Program, an innovative, research-based, online learning program educating pharmacists about commonly used complementary medicines. Product sales data and learner net promoter scores (NPS) confirm that the CMEd silver learning team was effective in producing a learning program that continues to fit both the needs of learners and the wider Blackmores business. Blackmores Institute Australia (part of Blackmores Limited) and Guroo Producer were honored with a Gold Award for Best Learning Team in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Accenture, Accenture Solutions Private Limited (2), Al Jazeera Media Network, BMO, Cognizant Technology Solutions, LearnChamp Consulting Gmbh, MPS Interactive Systems, PayPal, SCL Health, Sysdoc Ltd., SYSMEX AMERICA

Best Team Development Program

Mowi’s Team Leadership Development Improves Productivity, Reduces Accidents: 

Vivo Team worked with 21 Mowi Canada West team leaders responsible for overseeing all of the operations to improve the productivity of the salmon farms, decrease the incidences of both major and minor accidents and to develop the skills to help Mowi increase relationships with indigenous community partnerships throughout the region. Mowi Canada West and Vivo Team Development were honored with a Gold Award for Best Team Development Program in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Al Jazeera Media Network, Cognizant Technology Solutions, Multiversity Private Limited, SOAR Performance Group, Sydney Water, Sydney Water, Vivo Team Development (2)

Click here for a full list of award winners past and present.

For information about BHG’s Excellence in Technology Program, click here

Become a Brandon Hall Group member!

We are a human capital management research and advisory firm with more than 10,000 clients globally. For over 25 years, we have been delivering research-based solutions that empower excellence in organizations around the world. Our vision is to inspire a better workplace experience. Becoming a Brandon Hall Group member means our team joins your team. Membership provides a host of resources and services and – most importantly — a seasoned team of thought leaders and client support professionals dedicated to your success.

Click here for more information and to sign up for a free trial membership.

Click here for information on Brandon Hall Group’s Professional Certification Program

The post Honoring the 2020 Brandon Hall Group Excellence Award-Winners: Best Customer Training Program; Best Use of Performance Support; Best Learning Team; Best Team Development Program appeared first on Brandon Hall Group.

Best Results of a Learning Program

Philip Morris International Saves at Least $2 Million by Switching to Single World Language Provider:With the help of Rosetta Stone, Philip Morris International’s Learning initiative saved $2 million per year to repurpose and reinvest in organizational transformation, with building critical new collaboration skills for diverse workforce of 77,000 employees across 100-plus countries and more than 80 languages. Philip Morris International and Rosetta Stone were honored with a Gold Award for Best Results of a Learning Program in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Accenture (2), Accenture Solutions Private Limited, (2), Ace Mart, Bank of America Corporation, BTS, Centum Learning Limited, Cognizant Technology Solutions (3), eClerx Services Ltd., ICICI Lombard General Insurance Company Limited, Infopro Learning (2), Inkling (2), Kuveyt Turk Participation Bank, Learnship, Max Fashion – Landmark Group, Motivforce, MPS Interactive Systems, Navis, NIIT, Northwestern Mutual, Paysafe, Philip Morris International, Popeyes Louisiana Kitchen, Powers Resource Center, SweetRush 

Best Advance in Creating an Extended Enterprise Learning Program

Herbalife Nutrition’s Mobile-First Learning App Increases Competence: “HN Journey” is a mobile-first learning application for Herbalife Nutrition independent distributors. The first phase of this app streamlined the orientation process for new distributors, increasing competence and confidence in retailing the products and delivering results for their customers. Herbalife Nutrition was honored with a Gold Award for Best Advance in Creating an Extended Enterprise Learning Program in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Accenture (2), Accenture Solutions Private Limited, automatik, Good e-Learning, Herbalife Nutrition, Inkling (2), Motivforce, NIIT, NTPC Limited, Raytheon Professional Services, SweetRush

Best Advance in Learning Measurement

Ameriprise’s New Measurement Program Improves Customer Service Training: Ameriprise S&O Learning and Development partnered with Explorance to develop a measurement program that would reinforce the delivery of best-in-class workplace training programs. The measurement scale integrates benchmarking and incorporates critical metrics including NPS, scrap learning, ROI, and time to proficiency. The evidence that resulted from the measurement program’s first year helped Ameriprise S&O secure the ATD Excellence in Training Award and the JD Power Award for best-in-class customer service provider. Ameriprise Financial and Explorance were honored with a Gold Award for Best Advance in Learning Measurement in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Ameriprise Financial, NIIT, PPD, OhioHealth, PETRONAS, U.S. Cellular, Apple Federal Credit Union, Cargill Incorporated, CrossKnowledge, Ecco

Click here for a full list of award winners past and present.

For information about BHG’s Excellence in Technology Program, click here

Become a Brandon Hall Group member!

We are a human capital management research and advisory firm with more than 10,000 clients globally. For over 25 years, we have been delivering research-based solutions that empower excellence in organizations around the world. Our vision is to inspire a better workplace experience. Becoming a Brandon Hall Group member means our team joins your team. Membership provides a host of resources and services and – most importantly — a seasoned team of thought leaders and client support professionals dedicated to your success.

Click here for more information and to sign up for a free trial membership.

Click here for information on Brandon Hall Group’s Professional Certification Program

The post Honoring the 2020 Brandon Hall Group Excellence Award-Winners: Best Results of a Learning Program; Best Advance in Creating an Extended Enterprise Learning Program; Best Advance in Learning Measurement appeared first on Brandon Hall Group.

Best Advance in Creating a Learning Strategy

Cisco’s Sales New Hires Acceleration Program Delivers Better Results, as Well as Retention: Cisco’s four-day Cisco Sales Experience program includes a tour of the “world-class” Customer Experience Center, a “resource fair” with various experts to help sellers drive business, a hands-on give-back event and a social celebration with executives upon completion of the program. People who adopt the Sales New Hires Acceleration Program (SNAP) achieve better results and stay longer with Cisco. Cisco was honored with a Gold Award for Best Advance in Creating a Learning Strategy in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Accenture Solutions Private Limited, ADP, Advantage Performance Group, Akamai Technologies, AllenComm, Ameriprise, Cargill, Cisco, Cognizant Technology Solutions, Cox Communications, Inc., CrossKnowledge, eClerx Services Ltd., goFLUENT, Infopro Learning, Inkling, Kaiser Permanente, Learnship, Meridian Knowledge Solutions, MPS Interactive Systems, NIIT, PwC/DU-Strategy, Royal Dutch Shell, Salesforce, SCL Health, SweetRush, Deloitte LLP, Infopro Learning, Inkling (2), Landmark Group, Miele & Cie., NIIT, Professional Products Division of the L’Oréal Group, PwC/PU – Mobile Learning, Raytheon Professional Services, Siyona Tech Ltd, Skillsoft, SweetRush

Best Learning Program Supporting a Change Transformation Business Strategy

State Bank of India’s Nayi Disha Focuses Employees’ Mindset on Customer Centricity: With increasing focus on sustained customer experience, convenience and digitization in banking, State Bank of India embarked on a mass communication and transformation program to enhance the mindset and skillset of employees to come up the curve to meet the needs of customers today. Designed with the help of Chrysalis, Nayi Disha was a two-phased program that focused on employee-centricity and customer-centricity spread over 1.5 years. The impact on the ground has led to increased digitization drive, better customer experience and motivated task force. State Bank of India and Chrysalis earned a Gold Award for Best Learning Program Supporting a Change Transformation Business Strategy in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Allen Interactions, Cognizant, Cognizant (3), CrossKnowledge, Entelechy, Infopro Learning, Navis

Click here for a full list of award winners past and present.

For information about BHG’s Excellence in Technology Program, click here

Become a Brandon Hall Group member!

We are a human capital management research and advisory firm with more than 10,000 clients globally. For over 25 years, we have been delivering research-based solutions that empower excellence in organizations around the world. Our vision is to inspire a better workplace experience. Becoming a Brandon Hall Group member means our team joins your team. Membership provides a host of resources and services and – most importantly — a seasoned team of thought leaders and client support professionals dedicated to your success.

Click here for more information and to sign up for a free trial membership.

Click here for information on Brandon Hall Group’s Professional Certification Program

The post Honoring the 2020 Brandon Hall Group Excellence Award-Winners: Best Advance in Creating a Learning Strategy; Best Learning Program Supporting a Change Transformation Business Strategy appeared first on Brandon Hall Group.

Best Advance in Learning Technology Implementation

ROI On Track as Argo Academy Goes Digital: Argo Group International’s Argo Academy set its sights on transforming its overall operation into a sustainable digital one that would extend learning accessibility while unifying global learning efforts; reduce costs and waste; and improve productivity, operational management and functionality. Initial insights indicate that ROI is on track, and employee behaviors continue to shift in a positive direction. Argo Group International earned a Gold Award for Best Advance in Learning Technology Implementation in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Abilitie, ACCENTURE, ADP (2), Allen Interactions, American Express, Ameriprise, Cargill, Centum Learning Limited, Cognizant Technology Solutions, CrossKnowledge (2), DBLX, Dell Technologies Education Services, Department of Civil Servant Development, Taipei City Government, GAF, Garanti BBVA Bank, GP Strategies, Inkling, Kuveyt Turk Participation Bank, Learnship, McKinsey & Company, NIIT, PayPal, Inc., Pfizer Drug Safety Research and Development, Vretta Inc., Watershed (2 Mercer, Microsoft CSS, MPS Interactive Systems, NIIT, NIIT, NIIT, NIIT, NIIT, PPD, Purolator, Roundtable Learning, Royal Dutch Shell, Skillsoft, Sodexo, State Bank of India, SweetRush, SYKES TalentSprout, The Regis Company, Zuora, Inc.

Best Use of Mobile Learning

Cox’s Enterprise-wide Mobile-Learning App Delivers Personalized Learning, ROI Savings: With the help of SumTotal Systems, Cox Enterprise’s Learn@Cox mobile app delivers a personalized, focused, consumer-grade experience for 55,000 employees, for the first time delivering learning to employees without the boundaries of a desktop. The overall business impact of launching Learn@Cox mobile is most visible in the companywide awareness and interactions measured in simple engagement metrics, as well as ROI savings. Cox Enterprises and SumTotal Systems were honored with a Gold Award for Best Use of Mobile Learning in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Deloitte LLP, Infopro Learning, Inkling (2), Landmark Group, Miele & Cie., NIIT, Professional Products Division of the L’Oréal Group, PwC/PU – Mobile Learning, Raytheon Professional Services, Siyona Tech Ltd, Skillsoft, SweetRush (2) 

Best Advance in Machine Learning and AI

ServiceNow’s Data-Driven Productivity Has More Sales Reps Hitting Quotas: Using Machine Learning and Data Analytics with the help of Employ, ServiceNow’s “Data-driven Productivity” increased the number of reps attaining their annual quota by more than 10%. ServiceNow and Emplay were honored with a Silver Award for Best Advance in Machine Learning and AI in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Accenture, Hill Knowlton Strategies, Ibbaka Performance Inc., Infopro Learning

Best Use of Social/Collaborative Learning

Cognizant’s Millennial Council Increases Engagement through Social Learning: Cognizant’s Millennial Council introduced a unique and collaborative learning program to engage the audience, by providing them with the opportunity to gain experience from their learning. Some of the most important elements of the learning solution were collaborating and brainstorming as this always ensures more motivation, knowledge sharing, and collaboration. Leveraging the fact that the Millennials grew up with technology, the learning was spanned across devices (laptop, tablets, mobile). Cognizant Technology Solutions was honored with a Gold Award for Best Use of Social Collaborative Learning in the 2020 Brandon Hall Group HCM Excellence Awards.

We also honor these other award winning organizations in this category: Allen Interactions, Cognizant Technology Solutions (3), CrossKnowledge, Entelechy, Infopro Learning, Navis, 

Click here for a full list of award winners past and present.

For information about BHG’s Excellence in Technology Program, click here

Become a Brandon Hall Group member!

We are a human capital management research and advisory firm with more than 10,000 clients globally. For over 25 years, we have been delivering research-based solutions that empower excellence in organizations around the world. Our vision is to inspire a better workplace experience. Becoming a Brandon Hall Group member means our team joins your team. Membership provides a host of resources and services and – most importantly — a seasoned team of thought leaders and client support professionals dedicated to your success.

Click here for more information and to sign up for a free trial membership.

Click here for information on Brandon Hall Group’s Professional Certification Program

The post Honoring the 2020 Brandon Hall Group Excellence Award-Winners: Best Advance in Learning Technology Implementation; Best Use of Mobile Learning; Best Advance in Machine Learning and AI appeared first on Brandon Hall Group.