2026 BEST Award Winners

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The BEST Awards recognize organizations that demonstrate enterprise-wide success as a result of employee talent development. The winning companies drive impact and solve business challenges through innovative TD initiatives. Applicants submit quantitative and qualitative information about their TD practices and programs, which industry experts evaluate during a blind review process. This year, 61 companies earned a BEST Award.

The BEST Awards recognize organizations that demonstrate enterprise-wide success as a result of employee talent development. The winning companies drive impact and solve business challenges through innovative TD initiatives. Applicants submit quantitative and qualitative information about their TD practices and programs, which industry experts evaluate during a blind review process. This year, 61 companies earned a BEST Award.

1. Turkcell İletişim Hizmetleri A.Ş.

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Istanbul, Turkey

Istanbul, Turkey

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3-Time Winner

3-Time Winner

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During the past year, the TD function has evolved into a strategic business enabler—a capability-building ecosystem that not only drives internal transformation but also generates nationwide impact through learning. Anchored in a capability-based approach, the TD team ensures that learning fuels both organizational agility and societal progress via human-centered and technology-driven development. TD's strategic priorities—preparing for the future of skills, shaping the future, advancing work and skill development, and leading nationwide learning initiatives—define the foundation of that vision.

During the past year, the TD function has evolved into a strategic business enabler—a capability-building ecosystem that not only drives internal transformation but also generates nationwide impact through learning. Anchored in a capability-based approach, the TD team ensures that learning fuels both organizational agility and societal progress via human-centered and technology-driven development. TD's strategic priorities—preparing for the future of skills, shaping the future, advancing work and skill development, and leading nationwide learning initiatives—define the foundation of that vision.

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Internally, programs such as AI for Network Employees and Design Ambassadors turned real business challenges into learning laboratories. Engineers applied data analytics and machine learning to live operations, while customer teams used design thinking to reimagine digital journeys—together improving efficiency, fault detection accuracy, and Net Promoter Score, achieving a return on investment of 3.4x.

Internally, programs such as AI for Network Employees and Design Ambassadors turned real business challenges into learning laboratories. Engineers applied data analytics and machine learning to live operations, while customer teams used design thinking to reimagine digital journeys—together improving efficiency, fault detection accuracy, and Net Promoter Score, achieving a return on investment of 3.4x.

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In addition, a robust upskilling and reskilling strategy—which leveraged initiatives such as personal learning journeys and enterprise-wide mentoring—raised internal mobility, boosted engagement, and reduced voluntary turnover.

In addition, a robust upskilling and reskilling strategy—which leveraged initiatives such as personal learning journeys and enterprise-wide mentoring—raised internal mobility, boosted engagement, and reduced voluntary turnover.

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At the same time, the TD function expanded its role beyond corporate boundaries to deliver programs that contribute to national capability building. Initiatives such as Investment in Youth–Future Coders, Women in Tech AI and Tester Program, and Code Night equipped thousands of young people and women across Turkey with digital, software, and cybersecurity skills—translating the organization's learning excellence into social value.

At the same time, the TD function expanded its role beyond corporate boundaries to deliver programs that contribute to national capability building. Initiatives such as Investment in Youth–Future Coders, Women in Tech AI and Tester Program, and Code Night equipped thousands of young people and women across Turkey with digital, software, and cybersecurity skills—translating the organization's learning excellence into social value.

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By combining business-driven learning with a national development mission, the TD function now serves as a catalyst of progress—empowering people, transforming organizations, and building a more skilled and sustainable future for both the company and the country.

By combining business-driven learning with a national development mission, the TD function now serves as a catalyst of progress—empowering people, transforming organizations, and building a more skilled and sustainable future for both the company and the country.

2. Kuveyt Türk Katılım Bankası A.Ş.

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Istanbul, Turkey

Istanbul, Turkey

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2-Time Winner

2-Time Winner

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The TD function has integrated culture, technology, and leadership development into a unified, data-driven learning ecosystem. The belief that people development drives enterprise success has led TD to implement large-scale initiatives that combine human-centered design with advanced learning technologies—ensuring that employees continuously grow in alignment with organizational goals. Three defining achievements illustrate that progress.

The TD function has integrated culture, technology, and leadership development into a unified, data-driven learning ecosystem. The belief that people development drives enterprise success has led TD to implement large-scale initiatives that combine human-centered design with advanced learning technologies—ensuring that employees continuously grow in alignment with organizational goals. Three defining achievements illustrate that progress.

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First, a comprehensive culture transformation initiative embedded openness, feedback, and collaboration into daily behavior, creating a measurable shift toward agility and shared accountability. Second, the launch of an AI-powered education technology ecosystem redefined how employees learn—delivering personalized, accessible, and scalable development experiences while greatly reducing content-creation time. Third, a branch leadership-readiness program integrated mentoring and on-the-job projects to strengthen the leadership pipeline, resulting in a significant internal promotion rate among participants and an improvement in branch performance metrics.

First, a comprehensive culture transformation initiative embedded openness, feedback, and collaboration into daily behavior, creating a measurable shift toward agility and shared accountability. Second, the launch of an AI-powered education technology ecosystem redefined how employees learn—delivering personalized, accessible, and scalable development experiences while greatly reducing content-creation time. Third, a branch leadership-readiness program integrated mentoring and on-the-job projects to strengthen the leadership pipeline, resulting in a significant internal promotion rate among participants and an improvement in branch performance metrics.

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Those initiatives positioned the TD function as a strategic business partner that builds capabilities and delivers tangible business results. By blending human insight with digital innovation, the organization has created a learning culture that is both adaptive and measurable and where every employee can connect their individual growth to the broader mission of enduring success.

Those initiatives positioned the TD function as a strategic business partner that builds capabilities and delivers tangible business results. By blending human insight with digital innovation, the organization has created a learning culture that is both adaptive and measurable and where every employee can connect their individual growth to the broader mission of enduring success.

3. Peach State Truck Centers

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Norcross, Georgia

Norcross, Georgia

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3-Time Winner

3-Time Winner

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TD is the engine driving the organization's culture, capability, and performance. Grounded in the company's purpose—to make a positive difference in the lives of others—and guided by the four keys of safety, courtesy, performance, and efficiency, the TD function has built a system where learning powers business results. Through the Polishing the Keys strategy, the TD team embeds learning into every stage of the employee life cycle. The Performance Alignment Program integrates development into the flow of work, the Keyholder Program fosters peer accountability and culture stewardship, and AI Roleplay Coaching transforms how leaders learn through adaptive, data-driven practice.

TD is the engine driving the organization's culture, capability, and performance. Grounded in the company's purpose—to make a positive difference in the lives of others—and guided by the four keys of safety, courtesy, performance, and efficiency, the TD function has built a system where learning powers business results. Through the Polishing the Keys strategy, the TD team embeds learning into every stage of the employee life cycle. The Performance Alignment Program integrates development into the flow of work, the Keyholder Program fosters peer accountability and culture stewardship, and AI Roleplay Coaching transforms how leaders learn through adaptive, data-driven practice.

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Leadership doesn't just support those efforts—they design, champion, and measure them. The impact is undeniable: Turnover has dropped and employee satisfaction (based on employee Net Promoter Scores) has risen. Learning hours tripled, participation reached nearly 100 percent, and employee workplace experience scores now exceed industry benchmarks by double digits. TD's strategy demonstrates that when learning leads, performance follows—creating a culture where people, purpose, and results align.

Leadership doesn't just support those efforts—they design, champion, and measure them. The impact is undeniable: Turnover has dropped and employee satisfaction (based on employee Net Promoter Scores) has risen. Learning hours tripled, participation reached nearly 100 percent, and employee workplace experience scores now exceed industry benchmarks by double digits. TD's strategy demonstrates that when learning leads, performance follows—creating a culture where people, purpose, and results align.

4. Teknasyon

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Istanbul, Turkey

Istanbul, Turkey

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During the past year, the organization has built a strategic, technology-driven, and data-informed TD ecosystem. The TD function has launched multiple innovative, technology-enabled, and employee-centric initiatives designed to future-proof the workforce, strengthen leadership pipelines, and align talent strategy with organizational growth goals. The initiatives reflect a shift toward data-driven, gamified, and personalized learning that seamlessly integrates with employees' daily workflows.

During the past year, the organization has built a strategic, technology-driven, and data-informed TD ecosystem. The TD function has launched multiple innovative, technology-enabled, and employee-centric initiatives designed to future-proof the workforce, strengthen leadership pipelines, and align talent strategy with organizational growth goals. The initiatives reflect a shift toward data-driven, gamified, and personalized learning that seamlessly integrates with employees' daily workflows.

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Key milestones include the Gamified Badge System, which combines learning, wellness, and recognition so that employees earn badges for completing curated learning paths in leadership, technical skills, and collaboration; TalentZ and InternZ pipelines, which are early-career programs that provide structured rotations, mentoring, and real-world capstone projects feeding directly into full-time roles; and Leadership Acceleration Tracks, where high-potential employees participate in curated leadership programs featuring executive coaching, strategic thinking simulations, and conflict resolution labs, all focused on strategic thinking and coaching skills.

Key milestones include the Gamified Badge System, which combines learning, wellness, and recognition so that employees earn badges for completing curated learning paths in leadership, technical skills, and collaboration; TalentZ and InternZ pipelines, which are early-career programs that provide structured rotations, mentoring, and real-world capstone projects feeding directly into full-time roles; and Leadership Acceleration Tracks, where high-potential employees participate in curated leadership programs featuring executive coaching, strategic thinking simulations, and conflict resolution labs, all focused on strategic thinking and coaching skills.

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Results show clear progress: Turnover fell significantly, employee satisfaction reached 96 percent, and training scores averaged 4.9 out of 5.

Results show clear progress: Turnover fell significantly, employee satisfaction reached 96 percent, and training scores averaged 4.9 out of 5.

5. Panda Restaurant Group

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Rosemead, California

Rosemead, California

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7-Time Winner

7-Time Winner

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Recent TD practices stand out in three key areas: Regarding leader commitment to learning, leaders serve as teachers, strategic planners, learning sponsors, and coaches, investing many monthly hours to teach, mentor, and assess associates' skills. In fact, one of the cofounders/co-CEOs serves as the corporate university's dean, helps set learning strategy, and teaches leadership classes. Additionally, the chief operating officer founded the cross-functional People Group to better align learning with strategic priorities.

Recent TD practices stand out in three key areas: Regarding leader commitment to learning, leaders serve as teachers, strategic planners, learning sponsors, and coaches, investing many monthly hours to teach, mentor, and assess associates' skills. In fact, one of the cofounders/co-CEOs serves as the corporate university's dean, helps set learning strategy, and teaches leadership classes. Additionally, the chief operating officer founded the cross-functional People Group to better align learning with strategic priorities.

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Second is fearless industry innovation. The TD team seeks to "inspire better lives," professionally and personally. Whole-person learning offers 10,000 experiences across mind, body, heart, and soul—such as wellness and financial literacy—expanding growth beyond job skills.

Second is fearless industry innovation. The TD team seeks to "inspire better lives," professionally and personally. Whole-person learning offers 10,000 experiences across mind, body, heart, and soul—such as wellness and financial literacy—expanding growth beyond job skills.

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Finally, extraordinary learner support entails helping learners build mastery. For example, the Store Leadership Training System embeds on-the-job practice with leader coaching; the Kitchen Modules Revamp requires three independent, checklist-based skill validations before advancement; and the Fast-Track Leadership Development Initiative speeds high-potential leader advancement through high-touch support involving precourse prep, ongoing mentoring, and accelerated coursework.

Finally, extraordinary learner support entails helping learners build mastery. For example, the Store Leadership Training System embeds on-the-job practice with leader coaching; the Kitchen Modules Revamp requires three independent, checklist-based skill validations before advancement; and the Fast-Track Leadership Development Initiative speeds high-potential leader advancement through high-touch support involving precourse prep, ongoing mentoring, and accelerated coursework.

6. DataArt

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New York, New York

New York, New York

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3-Time Winner

3-Time Winner

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The TD team has tailored solutions to new realities. For example, programs that previously focused on retention shifted toward capability building and employability. Guided by the 4Es framework—education, experience, exposure, and environment—the team has further shifted its focus toward experiential learning. The past year saw a rapid growth of informal approaches such as hackathons, awareness campaigns, cross-functional knowledge sharing, and professional communities, all of which embed learning into the flow of work.

The TD team has tailored solutions to new realities. For example, programs that previously focused on retention shifted toward capability building and employability. Guided by the 4Es framework—education, experience, exposure, and environment—the team has further shifted its focus toward experiential learning. The past year saw a rapid growth of informal approaches such as hackathons, awareness campaigns, cross-functional knowledge sharing, and professional communities, all of which embed learning into the flow of work.

7. Fisher Investments

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Plano, Texas

Plano, Texas

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7-Time Winner

7-Time Winner

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The company scaled its workforce to serve more client relationships while exceeding the average client retention rate during organization-wide, high-impact changes associated with increasing global expansion. To support those efforts, the TD team successfully implemented targeted talent initiatives, including embedded virtual coaching for client-facing roles; comprehensive leadership development that increased engagement across international offices; and technology upskilling initiatives that equipped the workforce with future-ready capabilities.

The company scaled its workforce to serve more client relationships while exceeding the average client retention rate during organization-wide, high-impact changes associated with increasing global expansion. To support those efforts, the TD team successfully implemented targeted talent initiatives, including embedded virtual coaching for client-facing roles; comprehensive leadership development that increased engagement across international offices; and technology upskilling initiatives that equipped the workforce with future-ready capabilities.

8. Limak Cement

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Ankara, Turkey

Ankara, Turkey

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The Triple Transition Initiative aligned all learning efforts with the organization's strategic priorities of digital transformation, sustainability, and operational excellence. The initiative established a unified structure for upskilling and reskilling employees while fostering adaptability and innovation across all levels of the workforce. It also redefined how TD supports business strategy, creating an integrated framework that simultaneously built future capabilities, strengthened leadership, and modernized HR processes.

The Triple Transition Initiative aligned all learning efforts with the organization's strategic priorities of digital transformation, sustainability, and operational excellence. The initiative established a unified structure for upskilling and reskilling employees while fostering adaptability and innovation across all levels of the workforce. It also redefined how TD supports business strategy, creating an integrated framework that simultaneously built future capabilities, strengthened leadership, and modernized HR processes.

9. Plante Moran

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Southfield, Michigan

Southfield, Michigan

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8-Time Winner

8-Time Winner

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Recent efforts include the rollout of AI-readiness initiatives, mandatory compliance training, and tailored onboarding for new staff following mergers and acquisitions. By leveraging data-driven insights, upskilling through adaptive platforms, and implementing personalized learning pathways, the TD team empowered staff to build leadership, technical, and relational excellence. The initiatives have expedited preparedness, improved performance, strengthened client service, enhanced employee satisfaction, and delivered measurable business results organization-wide.

Recent efforts include the rollout of AI-readiness initiatives, mandatory compliance training, and tailored onboarding for new staff following mergers and acquisitions. By leveraging data-driven insights, upskilling through adaptive platforms, and implementing personalized learning pathways, the TD team empowered staff to build leadership, technical, and relational excellence. The initiatives have expedited preparedness, improved performance, strengthened client service, enhanced employee satisfaction, and delivered measurable business results organization-wide.

10. Tiger Analytics

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Santa Clara, California

Santa Clara, California

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The TD function accelerated staff readiness in emerging skills and strengthened the alignment between learning outcomes and business impact, centered on three priorities: scaling early-career readiness; bridging capability gaps in AI, machine learning, and data engineering; and building domain fluency across the workforce. Through skills analytics, targeted reskilling, and structured mentorship, TD enabled measurable capability gains, advancing technical proficiency across critical domains.

The TD function accelerated staff readiness in emerging skills and strengthened the alignment between learning outcomes and business impact, centered on three priorities: scaling early-career readiness; bridging capability gaps in AI, machine learning, and data engineering; and building domain fluency across the workforce. Through skills analytics, targeted reskilling, and structured mentorship, TD enabled measurable capability gains, advancing technical proficiency across critical domains.

11. NEQSOL Holding

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Amsterdam, Netherlands

Amsterdam, Netherlands

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An agile learning ecosystem has connected leadership development, digital capability building, and functional excellence under one vision: developing talent to drive measurable results. Leadership programs establish transparent career pathways, while the Digital Academy platform enables all employees to define individual development goals and access curated learning paths, empowering staff to take ownership of their development and growth. Those efforts have translated into stronger engagement and retention.

An agile learning ecosystem has connected leadership development, digital capability building, and functional excellence under one vision: developing talent to drive measurable results. Leadership programs establish transparent career pathways, while the Digital Academy platform enables all employees to define individual development goals and access curated learning paths, empowering staff to take ownership of their development and growth. Those efforts have translated into stronger engagement and retention.

12. Fabletics

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El Segundo, California

El Segundo, California

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The TD Playbook integrates learning across the employee life cycle. For example, the RISE, LIFT, and ELEVATE programs integrate future-focused capabilities such as strategic thinking, influencing, and emotional intelligence to strengthen leadership pipelines and bench strength; career success tools and job-leveling guidelines provide transparency into career paths and empower employees to define and pursue their growth; and onboarding experiences, Fashion Week, and Brand Bootcamp accelerate staff's integration into the company culture.

The TD Playbook integrates learning across the employee life cycle. For example, the RISE, LIFT, and ELEVATE programs integrate future-focused capabilities such as strategic thinking, influencing, and emotional intelligence to strengthen leadership pipelines and bench strength; career success tools and job-leveling guidelines provide transparency into career paths and empower employees to define and pursue their growth; and onboarding experiences, Fashion Week, and Brand Bootcamp accelerate staff's integration into the company culture.

13. Limbach

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Warrendale, Pennsylvania

Warrendale, Pennsylvania

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3-Time Winner

3-Time Winner

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The company has pioneered a unique offering by selling its L&D services as a standalone solution to a key client. The initiative isn't a product training session; it's a strategic partnership. By leveraging the L&D team's deep industry knowledge and internal L&D expertise, Limbach has helped its customers build their own internal capabilities and people skills, directly having an impact on their business performance and operational efficiency. That bold step diversifies the company's revenue stream as well as solidifies Limbach's position as an indispensable partner, creating a new, mutually beneficial business model that is unique within the industry.

The company has pioneered a unique offering by selling its L&D services as a standalone solution to a key client. The initiative isn't a product training session; it's a strategic partnership. By leveraging the L&D team's deep industry knowledge and internal L&D expertise, Limbach has helped its customers build their own internal capabilities and people skills, directly having an impact on their business performance and operational efficiency. That bold step diversifies the company's revenue stream as well as solidifies Limbach's position as an indispensable partner, creating a new, mutually beneficial business model that is unique within the industry.

14. Prudential Hong Kong Limited

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Hong Kong

Hong Kong

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The PRUVenture Development Programme is a transformative initiative cultivating a high-performing, future-ready workforce. Its innovative FIT—facilitation, incentivization, training—model integrates technology, behavioral science, and analytics to deliver personalized learning journeys and accelerate leadership development. Structured onboarding, sales coaching, and digital learning platforms build essential skills and encourage continuous growth; performance-based rewards, fast-tracked promotions, and team incentives strengthen engagement and retention; and core and advanced modules, regular workshops, and tailored pathways prepare associates to excel in current roles and progress confidently into future leadership responsibilities across their evolving professional journey life cycle.

The PRUVenture Development Programme is a transformative initiative cultivating a high-performing, future-ready workforce. Its innovative FIT—facilitation, incentivization, training—model integrates technology, behavioral science, and analytics to deliver personalized learning journeys and accelerate leadership development. Structured onboarding, sales coaching, and digital learning platforms build essential skills and encourage continuous growth; performance-based rewards, fast-tracked promotions, and team incentives strengthen engagement and retention; and core and advanced modules, regular workshops, and tailored pathways prepare associates to excel in current roles and progress confidently into future leadership responsibilities across their evolving professional journey life cycle.

15. Eurest USA

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Charlotte, North Carolina

Charlotte, North Carolina

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Field teams excelled in operations but often lacked the marketing and merchandising capabilities necessary to optimize sales and enhance the guest experience. So, TD developed the Retail and Marketing Advisor program, a six-month, on-the-job learning experience to build marketing expertise and inspire field-led innovation. The curriculum blends live workshops, digital learning, and one-on-one coaching focused on retail strategy, guest engagement, and business development. Participants remain in their operational roles while applying learning in real time, turning their units into innovation test sites. Participants are accountable for delivering measurable sales and merchandising results, which links development directly to business performance.

Field teams excelled in operations but often lacked the marketing and merchandising capabilities necessary to optimize sales and enhance the guest experience. So, TD developed the Retail and Marketing Advisor program, a six-month, on-the-job learning experience to build marketing expertise and inspire field-led innovation. The curriculum blends live workshops, digital learning, and one-on-one coaching focused on retail strategy, guest engagement, and business development. Participants remain in their operational roles while applying learning in real time, turning their units into innovation test sites. Participants are accountable for delivering measurable sales and merchandising results, which links development directly to business performance.

16. Genpact Limited

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New York, New York

New York, New York

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5-Time Winner

5-Time Winner

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TD launched a multitiered AI capability model supporting three distinct talent pools: AI architect (who creates solutions), AI practitioner (who applies them in business contexts); and AI aware (foundational-level AI awareness). Each track maps to specific roles and capabilities. For AI practitioners, TD introduced nine core skill pathways across data science, engineering, architecture, and design. External certifications from the Massachusetts Institute of Technology, Stanford University, and the University of California, Berkeley, further their development, with delivery through sponsored and subsidized programs. For AI practitioners, TD created offering-based learning paths aligned to solution portfolios, an approach that directly connects learning to client impact.

TD launched a multitiered AI capability model supporting three distinct talent pools: AI architect (who creates solutions), AI practitioner (who applies them in business contexts); and AI aware (foundational-level AI awareness). Each track maps to specific roles and capabilities. For AI practitioners, TD introduced nine core skill pathways across data science, engineering, architecture, and design. External certifications from the Massachusetts Institute of Technology, Stanford University, and the University of California, Berkeley, further their development, with delivery through sponsored and subsidized programs. For AI practitioners, TD created offering-based learning paths aligned to solution portfolios, an approach that directly connects learning to client impact.

17. Apple Federal Credit Union

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Fairfax, Virginia

Fairfax, Virginia

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9-Time Winner

9-Time Winner

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Tools such as virtual reality, video-based skills practice, AI-driven learning platforms, gamification, and real-world problem-solving scenarios have made learning more immersive, relevant, and effective. The enhancements strengthen employee capabilities and have a direct impact on the member experience, equipping staff to respond with agility and insight. The approach ensures employees are proficient in digital tools and empowered to solve complex challenges, deliver personalized service, and contribute to a culture of excellence.

Tools such as virtual reality, video-based skills practice, AI-driven learning platforms, gamification, and real-world problem-solving scenarios have made learning more immersive, relevant, and effective. The enhancements strengthen employee capabilities and have a direct impact on the member experience, equipping staff to respond with agility and insight. The approach ensures employees are proficient in digital tools and empowered to solve complex challenges, deliver personalized service, and contribute to a culture of excellence.

18. Charles Schwab

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Westlake, Texas

Westlake, Texas

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One of the most significant achievements during the past year has been the integration of performance readiness into the learning model. By embedding skills validation and manager feedback loops, the TD team closed the gap between course completion and demonstrated proficiency. Leaders gained visibility through dashboards that track adoption, repeat engagement, and validated skills, giving them confidence that learning translates into real client and business outcomes.

One of the most significant achievements during the past year has been the integration of performance readiness into the learning model. By embedding skills validation and manager feedback loops, the TD team closed the gap between course completion and demonstrated proficiency. Leaders gained visibility through dashboards that track adoption, repeat engagement, and validated skills, giving them confidence that learning translates into real client and business outcomes.

19. Eksim Holding

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Istanbul, Turkey

Istanbul, Turkey

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A Green Skills Learning Track integrates sustainability principles into technical and managerial capability development. It includes renewable energy literacy; environmental, social, and governance awareness; and efficient resource use. Cross-functional groups comprising engineers, finance specialists, and HR professionals work together on applied sustainability projects. The initiative has led to measurable improvements: operational resource efficiency improved and sustainability-related engagement survey scores increased year over year.

A Green Skills Learning Track integrates sustainability principles into technical and managerial capability development. It includes renewable energy literacy; environmental, social, and governance awareness; and efficient resource use. Cross-functional groups comprising engineers, finance specialists, and HR professionals work together on applied sustainability projects. The initiative has led to measurable improvements: operational resource efficiency improved and sustainability-related engagement survey scores increased year over year.

20. Northwest Federal Credit Union

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Herndon, Virginia

Herndon, Virginia

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The organization's focus on transparent career pathways and collaborative development has empowered employees to visualize growth opportunities, set career goals, advance their skills, commit to long-term success, and drive meaningful results. Continuous improvement, data-driven decision making, and inclusive leadership have fostered a resilient culture where the TD function embeds learning into every stage of the employee life cycle.

The organization's focus on transparent career pathways and collaborative development has empowered employees to visualize growth opportunities, set career goals, advance their skills, commit to long-term success, and drive meaningful results. Continuous improvement, data-driven decision making, and inclusive leadership have fostered a resilient culture where the TD function embeds learning into every stage of the employee life cycle.

21. Wynn Macau Limited

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Macau

Macau

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2-Time Winner

2-Time Winner

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The TD team has cultivated partnerships with global universities and professional organizations, with a key component being the Future Ready Program, which TD developed in collaboration with LinkedIn Learning and 13 local enterprises in Asia. The initiative anticipates future skills requirements while enhancing the current capabilities of the company's workforce. Continuous learning and networking enable team members to exchange best practices and acquire insights into emerging trends.

The TD team has cultivated partnerships with global universities and professional organizations, with a key component being the Future Ready Program, which TD developed in collaboration with LinkedIn Learning and 13 local enterprises in Asia. The initiative anticipates future skills requirements while enhancing the current capabilities of the company's workforce. Continuous learning and networking enable team members to exchange best practices and acquire insights into emerging trends.

22. GlobalLogic

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Santa Clara, California

Santa Clara, California

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2-Time Winner

2-Time Winner

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In 2025, the TD function made a shift toward becoming truly data driven, diligently connecting disparate data sources organization-wide. The result has been unprecedented visibility into the company's current skills landscape, critical gaps, and future strategic needs. That has enabled TD to provide a comprehensive, precise, and highly personalized learning service at the time of need. The data-driven strategy helped to fuel internal mobility.

In 2025, the TD function made a shift toward becoming truly data driven, diligently connecting disparate data sources organization-wide. The result has been unprecedented visibility into the company's current skills landscape, critical gaps, and future strategic needs. That has enabled TD to provide a comprehensive, precise, and highly personalized learning service at the time of need. The data-driven strategy helped to fuel internal mobility.

23. TikTok (Global Engagement)

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Beijing, China

Beijing, China

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Beyond internal capability building, TD's strategy extends outward. Through TikTok Academy and a suite of external certifications, the TD team upskills media agencies and large advertisers, reinforcing consistent market messaging and accelerating advertiser readiness. The expansion of learning beyond the company strengthens its market positioning and builds shared capability across the commercial value chain. That dual focus on internal and external development creates a multiplier effect.

Beyond internal capability building, TD's strategy extends outward. Through TikTok Academy and a suite of external certifications, the TD team upskills media agencies and large advertisers, reinforcing consistent market messaging and accelerating advertiser readiness. The expansion of learning beyond the company strengthens its market positioning and builds shared capability across the commercial value chain. That dual focus on internal and external development creates a multiplier effect.

24. Cultivate

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Melbourne, Florida

Melbourne, Florida

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2-Time Winner

2-Time Winner

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TD has moved beyond viewing development as a separate function or program and has fully integrated it into the organization's daily rhythm. Learning now happens through everyday moments, conversations, and projects, making growth a continuous behavior rather than a scheduled event. The approach focuses on building both the systems and the mindsets that make learning meaningful and practical. Through learning nudges, peer exchanges, and reflection sessions, employees practice, share, and apply new skills in real time. Each initiative begins with a clear connection between learning goals and business priorities so that growth directly strengthens performance, collaboration, and innovation.

TD has moved beyond viewing development as a separate function or program and has fully integrated it into the organization's daily rhythm. Learning now happens through everyday moments, conversations, and projects, making growth a continuous behavior rather than a scheduled event. The approach focuses on building both the systems and the mindsets that make learning meaningful and practical. Through learning nudges, peer exchanges, and reflection sessions, employees practice, share, and apply new skills in real time. Each initiative begins with a clear connection between learning goals and business priorities so that growth directly strengthens performance, collaboration, and innovation.

25. Axis Bank Limited

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Mumbai, India

Mumbai, India

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2-Time Winner

2-Time Winner

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The Learning on Your Own philosophy is a design principle that guides how the TD team curates and delivers learning and how employees experience learning. The principle empowers staff to access, enroll, and progress through content relevant to their roles without dependency on nominations or classroom schedules. A robust learning management system supports the effort by offering curated series, modular content, and progressive learning paths.

The Learning on Your Own philosophy is a design principle that guides how the TD team curates and delivers learning and how employees experience learning. The principle empowers staff to access, enroll, and progress through content relevant to their roles without dependency on nominations or classroom schedules. A robust learning management system supports the effort by offering curated series, modular content, and progressive learning paths.

26. AECOM

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Dallas, Texas

Dallas, Texas

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2-Time Winner

2-Time Winner

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To overcome the limitations of traditional Excel spreadsheets, the learning operations team (in collaboration with HR analytics and program leads) created a comprehensive L&D data center. The innovative approach streamlines data access and enhances analytical efficiencies for business partners and stakeholders. One dashboard provides a complete view of Leadership at All Levels programming, showcasing current and historical global and regional data with a few clicks. The team also developed a Technical Academy dashboard that consolidates more than 30 data tabs and thousands of rows into a single source of truth for regional talent partners and technical leaders. A third dashboard provides in-depth analysis of employee interactions with the learning platform, revealing engagement patterns and user preferences in learning journeys.

To overcome the limitations of traditional Excel spreadsheets, the learning operations team (in collaboration with HR analytics and program leads) created a comprehensive L&D data center. The innovative approach streamlines data access and enhances analytical efficiencies for business partners and stakeholders. One dashboard provides a complete view of Leadership at All Levels programming, showcasing current and historical global and regional data with a few clicks. The team also developed a Technical Academy dashboard that consolidates more than 30 data tabs and thousands of rows into a single source of truth for regional talent partners and technical leaders. A third dashboard provides in-depth analysis of employee interactions with the learning platform, revealing engagement patterns and user preferences in learning journeys.

27. Dynata

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Westport, Connecticut

Westport, Connecticut

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The company's talent strategy is "Know Me, Surprise Me, Enable Me." Know Me focuses on understanding each employee's unique strengths, development needs, and how they learn best. Surprise Me encourages the use of innovative and unexpected learning experiences that inspire employees to stretch beyond their comfort zones. Enable Me ensures that employees have easy access to the resources and tools they need for continuous learning.

The company's talent strategy is "Know Me, Surprise Me, Enable Me." Know Me focuses on understanding each employee's unique strengths, development needs, and how they learn best. Surprise Me encourages the use of innovative and unexpected learning experiences that inspire employees to stretch beyond their comfort zones. Enable Me ensures that employees have easy access to the resources and tools they need for continuous learning.

28. Gilbane Building Company

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Providence, Rhode Island

Providence, Rhode Island

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9-Time Winner

9-Time Winner

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The Building Our Future initiative required standardization processes for training across all 3,000-plus employees, nine business units, and 33 offices on delivering consistent, disciplined project execution. To meet that challenge, the L&D team conducted a full audit of its internal course library; developed new programs focused on building high-performing teams, cross-functional competence, and People First; and supported job leveling and expectation setting across the enterprise. That effort also involved a transformation within the L&D team, which expanded cross-functional collaboration, adopted more innovative ways of working, and improved internal practices to better serve the organization. Those improvements strengthened high-performing teams and reinforced a culture of learning and performance that align with strategic goals.

The Building Our Future initiative required standardization processes for training across all 3,000-plus employees, nine business units, and 33 offices on delivering consistent, disciplined project execution. To meet that challenge, the L&D team conducted a full audit of its internal course library; developed new programs focused on building high-performing teams, cross-functional competence, and People First; and supported job leveling and expectation setting across the enterprise. That effort also involved a transformation within the L&D team, which expanded cross-functional collaboration, adopted more innovative ways of working, and improved internal practices to better serve the organization. Those improvements strengthened high-performing teams and reinforced a culture of learning and performance that align with strategic goals.

29. Los Angeles County Health Services—Leadership Development Program

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Los Angeles, California

Los Angeles, California

Content

The department shifted the focus of leadership from technical compliance to relational commitment. It launched the Leadership Learning Collaborative to unify leadership development across major facilities; introduced the Nexus Institute for Continuing Leadership Education and Excellence to provide continuous learning throughout the leadership life cycle; partnered with the office of equity, diversity, inclusion, and antiracism to integrate equity into the leadership curriculum; and expanded postworkshop reinforcement to ensure knowledge application and retention.

The department shifted the focus of leadership from technical compliance to relational commitment. It launched the Leadership Learning Collaborative to unify leadership development across major facilities; introduced the Nexus Institute for Continuing Leadership Education and Excellence to provide continuous learning throughout the leadership life cycle; partnered with the office of equity, diversity, inclusion, and antiracism to integrate equity into the leadership curriculum; and expanded postworkshop reinforcement to ensure knowledge application and retention.

30. First Horizon Bank

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Memphis, Tennessee

Memphis, Tennessee

Content

The organization implemented an innovative and rigorous initiative to elevate the leadership pipeline and equip associates with advanced skills for long-term success. At the heart of the program is a partnership with a graduate-level banking school, where participants attend intensive classes for two weeks per year for three years. The curriculum enriches associates' understanding of critical banking competencies alongside key leadership capabilities. Supplemental activities focus on peer networking, hands-on skill building, and leadership workshops. The program develops associates not only as technical experts but also as advisors, team builders, and change champions. The three-year structure ensures sustained engagement and measurable personal growth—ultimately leading to deeper organizational bench strength and succession options for key roles.

The organization implemented an innovative and rigorous initiative to elevate the leadership pipeline and equip associates with advanced skills for long-term success. At the heart of the program is a partnership with a graduate-level banking school, where participants attend intensive classes for two weeks per year for three years. The curriculum enriches associates' understanding of critical banking competencies alongside key leadership capabilities. Supplemental activities focus on peer networking, hands-on skill building, and leadership workshops. The program develops associates not only as technical experts but also as advisors, team builders, and change champions. The three-year structure ensures sustained engagement and measurable personal growth—ultimately leading to deeper organizational bench strength and succession options for key roles.

31. Granite Construction

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Watsonville, California

Watsonville, California

Content

Internal mobility has become a greater focus, with rotations and skills-based workforce planning enabling employees to move between roles and projects more easily, addressing both talent shortages and development needs. TD recently launched a new engineer boot camp rotation program to help address internal mobility and retention challenges, especially for remote locations and larger projects. The rotation program prepares talent for roles where recruitment is difficult.

Internal mobility has become a greater focus, with rotations and skills-based workforce planning enabling employees to move between roles and projects more easily, addressing both talent shortages and development needs. TD recently launched a new engineer boot camp rotation program to help address internal mobility and retention challenges, especially for remote locations and larger projects. The rotation program prepares talent for roles where recruitment is difficult.

32. Samsung Semiconductor

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San Jose, California

San Jose, California

Content

Learning Week is an enterprise-wide development experience that transforms everyday work into opportunities for growth, collaboration, and innovation. TD integrates on-demand, leader-led, and peer-driven learning into employees' daily schedules, creating a shared learning experience across all levels and functions. Virtual and in-person programming spans workshops, technical demos, speaker panels, innovation fairs, and leader-led sessions. The 2025 Learning Week featured 17 unique programs and events under the theme "A Leap Forward," including the Lab Fair; L&D Expo; and leadership discussions on topics such as AI, innovation, and the principles of learning. To sustain learning beyond the week, the TD team created a digital resource hub where all content, materials, and recordings remain available year-round.

Learning Week is an enterprise-wide development experience that transforms everyday work into opportunities for growth, collaboration, and innovation. TD integrates on-demand, leader-led, and peer-driven learning into employees' daily schedules, creating a shared learning experience across all levels and functions. Virtual and in-person programming spans workshops, technical demos, speaker panels, innovation fairs, and leader-led sessions. The 2025 Learning Week featured 17 unique programs and events under the theme "A Leap Forward," including the Lab Fair; L&D Expo; and leadership discussions on topics such as AI, innovation, and the principles of learning. To sustain learning beyond the week, the TD team created a digital resource hub where all content, materials, and recordings remain available year-round.

33. Reyes Coca-Cola Bottling

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Niles, Illinois

Niles, Illinois

Content

An emotional well-being program fosters a resilient, people-first culture. In early 2025, all frontline managers participated in a 3.5-hour interactive workshop co-facilitated with HR and the TD team. The sessions focused on recognizing stress, promoting team wellness, and leveraging available benefits. A digital e-learning module for individual contributors followed. Nearly the entire workforce completed the training within the first half of the year; managers left with practical action plans, and employees gained awareness of resources.

An emotional well-being program fosters a resilient, people-first culture. In early 2025, all frontline managers participated in a 3.5-hour interactive workshop co-facilitated with HR and the TD team. The sessions focused on recognizing stress, promoting team wellness, and leveraging available benefits. A digital e-learning module for individual contributors followed. Nearly the entire workforce completed the training within the first half of the year; managers left with practical action plans, and employees gained awareness of resources.

34. Toyota Türkiye Marketing and Sales

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Istanbul, Turkey

Istanbul, Turkey

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The Internal Talent Program prepares high-potential staff for leadership. It identifies promising employees through assessments and project presentations. Participants join a two-year development journey, including specialized training, workshops, mentoring, and coaching. At the end, they implement projects that benefit both the organization and their personal growth. The Rotational External Talent Program develops young professionals through project-based learning and mentorship. Candidates complete assessments, aptitude tests, HR and CEO interviews, and then rotate across departments to deliver projects.

The Internal Talent Program prepares high-potential staff for leadership. It identifies promising employees through assessments and project presentations. Participants join a two-year development journey, including specialized training, workshops, mentoring, and coaching. At the end, they implement projects that benefit both the organization and their personal growth. The Rotational External Talent Program develops young professionals through project-based learning and mentorship. Candidates complete assessments, aptitude tests, HR and CEO interviews, and then rotate across departments to deliver projects.

35. Indian Oil Corporation Limited

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New Delhi, India

New Delhi, India

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4-Time Winner

4-Time Winner

Content

Through a learning experience platform, immersive virtual and simulator-based solutions, and generative AI-enabled learning support, TD created a more personalized, on-demand, and measurable learning ecosystem. That effort has improved learning accessibility, reduced cycle times, and driven self-paced learning at scale. Alongside digital innovation, the TD team strengthened experiential learning by introducing theater-based programs, gamified learning, action learning projects, and coaching-led journeys that built leadership effectiveness, collaboration, and decision making for complex business environments.

Through a learning experience platform, immersive virtual and simulator-based solutions, and generative AI-enabled learning support, TD created a more personalized, on-demand, and measurable learning ecosystem. That effort has improved learning accessibility, reduced cycle times, and driven self-paced learning at scale. Alongside digital innovation, the TD team strengthened experiential learning by introducing theater-based programs, gamified learning, action learning projects, and coaching-led journeys that built leadership effectiveness, collaboration, and decision making for complex business environments.

36. China Telecom

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Shanghai, China

Shanghai, China

Content

The Spark program promotes the mastery of key technology stacks for new business, fosters the application of self-research results in new business and production projects, and provides core talent support for strategic business development. The program focuses on five key areas: cloud computing, network, digital, AI, and security. It leverages a 3+3+3 training model, which entails three months of systematic theoretical learning, three months of project-based immersion to accelerate the transformation of knowledge into capability, and three years of follow-up training to ensure that participants put learning into practice. The program has helped meet the challenge of an urgent demand for high-level scientific and technological talent to satisfy product research and development needs.

The Spark program promotes the mastery of key technology stacks for new business, fosters the application of self-research results in new business and production projects, and provides core talent support for strategic business development. The program focuses on five key areas: cloud computing, network, digital, AI, and security. It leverages a 3+3+3 training model, which entails three months of systematic theoretical learning, three months of project-based immersion to accelerate the transformation of knowledge into capability, and three years of follow-up training to ensure that participants put learning into practice. The program has helped meet the challenge of an urgent demand for high-level scientific and technological talent to satisfy product research and development needs.

37. Woodlands Hospital, Singapore

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Singapore

Singapore

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The TD team created a chat assistant to help staff identify courses and programs from the 10 learning road maps aligned to the organization's strategic priorities. The chat assistant provides personalized course recommendations based on an individual's role, selected learning areas, and current mastery levels. To help staff get clearer and relevant course recommendations that meet their learning needs, TD developed a reference booklet that guides them step-by-step on writing prompts.

The TD team created a chat assistant to help staff identify courses and programs from the 10 learning road maps aligned to the organization's strategic priorities. The chat assistant provides personalized course recommendations based on an individual's role, selected learning areas, and current mastery levels. To help staff get clearer and relevant course recommendations that meet their learning needs, TD developed a reference booklet that guides them step-by-step on writing prompts.

38. Revature

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Reston, Virginia

Reston, Virginia

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TD expanded its forecasting capabilities to shift from reactive to proactive workforce planning. Continuous analysis of project pipelines, market trends, and emerging skills demands better informs curriculum prioritization and drives new offerings. Insights have guided the creation of rapid-deployment Academy-in-a-Box solutions that focus on AI integration across roles—such as AI business analyst and AI-augmented quality assurance. Those programs blend technical fluency with applied project experience, helping teams adopt AI-enabled workflows quickly and at scale.

TD expanded its forecasting capabilities to shift from reactive to proactive workforce planning. Continuous analysis of project pipelines, market trends, and emerging skills demands better informs curriculum prioritization and drives new offerings. Insights have guided the creation of rapid-deployment Academy-in-a-Box solutions that focus on AI integration across roles—such as AI business analyst and AI-augmented quality assurance. Those programs blend technical fluency with applied project experience, helping teams adopt AI-enabled workflows quickly and at scale.

39. City of Houston HR Center for Public Leadership and Learning

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Houston, Texas

Houston, Texas

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The appointment of a new chief learning officer has driven a transformative shift toward aligning TD with HR's people strategy and mayoral priorities. By increasing partnerships with departmental leaders; strengthening its ability to identify and respond to business needs; and aligning training with real-world, on-the-job application, the TD function has empowered employees to build relevant skills. That has resulted in enhancing leadership development, meeting business outcomes, and deepening workforce engagement.

The appointment of a new chief learning officer has driven a transformative shift toward aligning TD with HR's people strategy and mayoral priorities. By increasing partnerships with departmental leaders; strengthening its ability to identify and respond to business needs; and aligning training with real-world, on-the-job application, the TD function has empowered employees to build relevant skills. That has resulted in enhancing leadership development, meeting business outcomes, and deepening workforce engagement.

40. University of New Mexico Hospital

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Albuquerque, New Mexico

Albuquerque, New Mexico

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Intentional alignment between education, strategy, and culture is the common thread among the TD practices. From expanding onboarding to support the opening of a new critical care hospital to implementing evidence-based programs that strengthen resilience, leadership, and patient experience, every initiative reflects a commitment to people-centered growth. The learning teams have leveraged technology, data, and collaboration to design programs that meet today's needs and prepare the workforce for the future of healthcare.

Intentional alignment between education, strategy, and culture is the common thread among the TD practices. From expanding onboarding to support the opening of a new critical care hospital to implementing evidence-based programs that strengthen resilience, leadership, and patient experience, every initiative reflects a commitment to people-centered growth. The learning teams have leveraged technology, data, and collaboration to design programs that meet today's needs and prepare the workforce for the future of healthcare.

41. Oman Telecommunications Company

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Muscat, Oman

Muscat, Oman

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2-Time Winner

2-Time Winner

Content

Omantel's mobility program enables employees to spend three to six months embedded in host teams. Participants learn by doing the work: They join squad ceremonies, handle live tickets, present in business reviews, and adopt the host team's tools and rituals. Each placement includes a role brief tied to objectives and key results and real backlog items; an individual development plan; defined deliverables; and a coach/mentor plus a host buddy.

Omantel's mobility program enables employees to spend three to six months embedded in host teams. Participants learn by doing the work: They join squad ceremonies, handle live tickets, present in business reviews, and adopt the host team's tools and rituals. Each placement includes a role brief tied to objectives and key results and real backlog items; an individual development plan; defined deliverables; and a coach/mentor plus a host buddy.

42. UnitedHealth Group

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Minneapolis, Minnesota

Minneapolis, Minnesota

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The Skills Transformation Strategy's four pillars are: making workforce skills visible at scale; prioritizing skills that matter most for the business; enabling skills-based career and development; and driving skills-related reporting and talent insights. It involved building skills intelligence, which is a comprehensive view of current and future skills needs across thousands of roles and more than 150 businesses. The strategy introduced skills-based career pathing, dashboards, and consulting toolkits.

The Skills Transformation Strategy's four pillars are: making workforce skills visible at scale; prioritizing skills that matter most for the business; enabling skills-based career and development; and driving skills-related reporting and talent insights. It involved building skills intelligence, which is a comprehensive view of current and future skills needs across thousands of roles and more than 150 businesses. The strategy introduced skills-based career pathing, dashboards, and consulting toolkits.

43. Ramco Systems Limited

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Chennai, India

Chennai, India

Content

A corporate university ecosystem has united talent, technology, and business under one integrated learning architecture built on five pillars: universal access to learning through a unified platform; structured academies mapped to roles, levels, and business outcomes; immersive full-stack journeys combining knowledge, exposure, and practice; an AI-enabled content and recommendation engine to personalize and scale learning; and real-time analytics and dashboards that connect skills growth to business key performance indicators.

A corporate university ecosystem has united talent, technology, and business under one integrated learning architecture built on five pillars: universal access to learning through a unified platform; structured academies mapped to roles, levels, and business outcomes; immersive full-stack journeys combining knowledge, exposure, and practice; an AI-enabled content and recommendation engine to personalize and scale learning; and real-time analytics and dashboards that connect skills growth to business key performance indicators.

44. Amazon India Operations

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Bengaluru, India

Bengaluru, India

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2-Time Winner

2-Time Winner

Content

TD rolled out Springboard to support leaders transitioning between roles. The program includes onboarding plans tailored to specific role transitions; structured peer connections through onboarding buddies; facilitated team integration sessions to accelerate relationship building; and day-by-day learning schedules to ensure comprehensive knowledge transfer via 60- and 90-day plans. Leaders specifically highlighted the "constant connects with peers and manager" and "structured day-wise schedules" as key elements that facilitated smooth transitions.

TD rolled out Springboard to support leaders transitioning between roles. The program includes onboarding plans tailored to specific role transitions; structured peer connections through onboarding buddies; facilitated team integration sessions to accelerate relationship building; and day-by-day learning schedules to ensure comprehensive knowledge transfer via 60- and 90-day plans. Leaders specifically highlighted the "constant connects with peers and manager" and "structured day-wise schedules" as key elements that facilitated smooth transitions.

45. Power Grid Corporation of India Limited

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Gurugram, India

Gurugram, India

Content

5-Time Winner

5-Time Winner

Content

A total of 150 executives across three cohorts completed a 15-month AI/machine learning diploma program through the International Institute of Information Technology Bangalore. The program built in-house expertise and led to the development of enterprise-level AI applications for automating transmission systems. Participants have developed tools for predictive maintenance, procurement analytics, HR automation, and grid operations. The initiative delivered a substantial business impact, with a calculated return on investment of 400 percent.

A total of 150 executives across three cohorts completed a 15-month AI/machine learning diploma program through the International Institute of Information Technology Bangalore. The program built in-house expertise and led to the development of enterprise-level AI applications for automating transmission systems. Participants have developed tools for predictive maintenance, procurement analytics, HR automation, and grid operations. The initiative delivered a substantial business impact, with a calculated return on investment of 400 percent.

46. Sundt Construction

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Tempe, Arizona

Tempe, Arizona

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3-Time Winner

3-Time Winner

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In just its first year, the Spanish-language apprenticeship program has created new career pathways for dozens of Hispanic craft professionals, improved retention rates within participating crews, and expanded the pipeline of skilled labor in critical trades. It is the first federally recognized Spanish-language apprenticeship program in the US. By offering Department of Labor–registered training entirely in Spanish, Sundt removed the barrier and opened equitable access to nationally recognized credentials.

In just its first year, the Spanish-language apprenticeship program has created new career pathways for dozens of Hispanic craft professionals, improved retention rates within participating crews, and expanded the pipeline of skilled labor in critical trades. It is the first federally recognized Spanish-language apprenticeship program in the US. By offering Department of Labor–registered training entirely in Spanish, Sundt removed the barrier and opened equitable access to nationally recognized credentials.

47. Hyundai Department Store Group

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Seoul, Korea

Seoul, Korea

Content

TD aligned a four-level leadership framework with an enterprise role- and level-based course pathway so nearly 14,000 employees could progress through learn–apply–grow by career stage. Building on that system, the TD team runs 39 formal programs—covering digital capability, a corporate university for high-potential talent, and business languages—alongside retail-specific offerings such as art education, humanities talks, interview-style lectures, and field problem-solving projects, ensuring that learning converts directly into execution.

TD aligned a four-level leadership framework with an enterprise role- and level-based course pathway so nearly 14,000 employees could progress through learn–apply–grow by career stage. Building on that system, the TD team runs 39 formal programs—covering digital capability, a corporate university for high-potential talent, and business languages—alongside retail-specific offerings such as art education, humanities talks, interview-style lectures, and field problem-solving projects, ensuring that learning converts directly into execution.

48. Paylocity

Content

Schaumburg, Illinois

Schaumburg, Illinois

Content

6-Time Winner

6-Time Winner

Content

The National Training Program connects employees with senior leaders to enhance learning through leadership insights, business acumen, and real-world application. Each year, roughly 100 leaders volunteer for new-hire and leadership development programs. They select sessions that align to their expertise, integrating content into existing curriculums to amplify critical learning moments. Through NTP, leaders model leadership behaviors, reinforce business priorities, and provide career insights that broaden learners' perspectives.

The National Training Program connects employees with senior leaders to enhance learning through leadership insights, business acumen, and real-world application. Each year, roughly 100 leaders volunteer for new-hire and leadership development programs. They select sessions that align to their expertise, integrating content into existing curriculums to amplify critical learning moments. Through NTP, leaders model leadership behaviors, reinforce business priorities, and provide career insights that broaden learners' perspectives.

49. Busey

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Champaign, Illinois

Champaign, Illinois

Content

10-Time Winner

10-Time Winner

Content

Amid a major acquisition and evolving business priorities, the TD function remained responsive to organizational needs, delivering learning that was timely, relevant, and embedded into the flow of work. Flexibility enabled the TD team to design experiences that empowered associates to navigate change with clarity and confidence. TD built programs to scale and adapt, supporting both legacy and incoming teams. From the Service Academy to career development offerings, associates applied learning directly to their roles, creating road maps, sharing insights, and driving measurable impact. The TD function collaborated across HR, wellness, performance management, and career development to align learning with capital investments in technology and infrastructure. TD's hands-on training and deep system fluency resulted in richer, more effective content that supported smoother implementations and stronger adoption. As a 10-time BEST Award winner, Busey has attained Best of the BEST status.

Amid a major acquisition and evolving business priorities, the TD function remained responsive to organizational needs, delivering learning that was timely, relevant, and embedded into the flow of work. Flexibility enabled the TD team to design experiences that empowered associates to navigate change with clarity and confidence. TD built programs to scale and adapt, supporting both legacy and incoming teams. From the Service Academy to career development offerings, associates applied learning directly to their roles, creating road maps, sharing insights, and driving measurable impact. The TD function collaborated across HR, wellness, performance management, and career development to align learning with capital investments in technology and infrastructure. TD's hands-on training and deep system fluency resulted in richer, more effective content that supported smoother implementations and stronger adoption. As a 10-time BEST Award winner, Busey has attained Best of the BEST status.

50. Cathay Life Insurance Company

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Taipei

Taipei

Content

6-Time Winner

6-Time Winner

Content

L&D created a diverse and evolving learning ecosystem, from foundational training to advanced digital integration. By connecting learning with social impact, employees and the organization grow together, reinforcing a vision of shared and sustainable value. Rooted in a "Better Together" culture, L&D fosters innovation, resilience, and teamwork. As a result, the company has advanced its goals in health, technology, and sustainability.

L&D created a diverse and evolving learning ecosystem, from foundational training to advanced digital integration. By connecting learning with social impact, employees and the organization grow together, reinforcing a vision of shared and sustainable value. Rooted in a "Better Together" culture, L&D fosters innovation, resilience, and teamwork. As a result, the company has advanced its goals in health, technology, and sustainability.

51. 104 Corporation

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Taipei

Taipei

Content

A structured AI learning journey helped employees develop hands-on proficiency and apply AI effectively in their day-to-day work. The company established an internal AI talent ecosystem by identifying seed employees in each unit and developing them into AI advocates, while appointing AI mentors to offer guidance and peer consultation. The efforts embedded AI learning into the workflow, accelerating digital literacy company-wide and driving internal process optimization and automation.

A structured AI learning journey helped employees develop hands-on proficiency and apply AI effectively in their day-to-day work. The company established an internal AI talent ecosystem by identifying seed employees in each unit and developing them into AI advocates, while appointing AI mentors to offer guidance and peer consultation. The efforts embedded AI learning into the workflow, accelerating digital literacy company-wide and driving internal process optimization and automation.

52. Pegasus Airlines

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Istanbul, Turkey

Istanbul, Turkey

Content

2-Time Winner

2-Time Winner

Content

The Innovators Program builds a culture of experimentation and creativity via a curated learning journey that combines university-led modules on innovation, design thinking, and AI with hands-on project work. Participants developed solutions with strategic impact, applying systems thinking and cross-functional collaboration to scale innovation across the business. Projects from the program have advanced into pilot or implementation phases, contributing to improved customer experience, digital adoption, and operational efficiency.

The Innovators Program builds a culture of experimentation and creativity via a curated learning journey that combines university-led modules on innovation, design thinking, and AI with hands-on project work. Participants developed solutions with strategic impact, applying systems thinking and cross-functional collaboration to scale innovation across the business. Projects from the program have advanced into pilot or implementation phases, contributing to improved customer experience, digital adoption, and operational efficiency.

53. Firstsource Solutions Limited

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Mumbai, India

Mumbai, India

Content

The career progression framework integrates structured learning with practical, on-the-job application. Rather than separating learning from day-to-day work, learning weaves into how employees operate, develop, and deliver outcomes. On-the-job activities include functional and enterprise projects, shadowing assignments, and written submissions. Employees learn by doing real work, guided by mentors and measured by outcomes. That accelerates time to productivity and improves capability development.

The career progression framework integrates structured learning with practical, on-the-job application. Rather than separating learning from day-to-day work, learning weaves into how employees operate, develop, and deliver outcomes. On-the-job activities include functional and enterprise projects, shadowing assignments, and written submissions. Employees learn by doing real work, guided by mentors and measured by outcomes. That accelerates time to productivity and improves capability development.

Best of the BEST

Content

Companies that have won a BEST Award 10 or more times

Companies that have won a BEST Award 10 or more times

Content

Busey

Busey

Content

Champaign, Illinois

Champaign, Illinois

Content

10-Time Winner

10-Time Winner

Content

Florida Blue–GuideWell

Florida Blue–GuideWell

Content

Jacksonville, Florida

Jacksonville, Florida

Content

12-Time Winner

12-Time Winner

Content

ICICI Lombard General Insurance Company

ICICI Lombard General Insurance Company

Content

Mumbai, India

Mumbai, India

Content

14-Time Winner

14-Time Winner

Content

Infosys Limited

Infosys Limited

Content

Bengaluru, India

Bengaluru, India

Content

13-Time Winner

13-Time Winner

Content

Tata Consultancy Services

Tata Consultancy Services

Content

Mumbai, India

Mumbai, India

Content

17-Time Winner

17-Time Winner

Content

TELUS

TELUS

Content

Vancouver, Canada

Vancouver, Canada

Content

21-Time Winner

21-Time Winner

Content

University Health

University Health

Content

San Antonio, Texas

San Antonio, Texas

Content

16-Time Winner

16-Time Winner

Content

Valvoline Instant Oil Change

Valvoline Instant Oil Change

Content

Lexington, Kentucky

Lexington, Kentucky

Content

12-Time Winner

12-Time Winner

Content

Wipro Limited

Wipro Limited

Content

Bengaluru, India

Bengaluru, India

Content

20-Time Winner

20-Time Winner