International Federation of Training and Development Organisations

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A Diverse Global Network of Organisations Focused on People & Performance

Global HRD Awards



The IFTDO Global Awards Program, recognizes the achievements of organizations and their people.  It also provides a valuable database of success stories to inspire and guide others.  Entries (submissions) for this program are solicited globally and past recipients represent a wide range of organization types and valuable performance results achieved.

First awarded in 2009 at our World Conference in Toronto, Canada, IFTDO Global Awards have been presented every year since that time. There are two award categories:

1. Best HRD Practice
2. Research Excellence Award

Submissions are evaluated, by a respected panel of judges, against the criteria outlined for the award category selected by the submitter, from those listed above.

The panel of judges will select an Overall Winner from the two highest rated submissions, one from each category. The Overall Winner is awarded a prize of $5000, along with a memento and a Certificate to note their achievement.  The remaining best Category submission receives a prize of $2000 along with, a memento and a Certificate to note their achievement.

In addition, the cost of the cheapest economy airfare, plus 3-nights hotel accommodation for one representative to enable their attendance at the Award ceremony, for the Overall and remaining Category Winner, is covered by IFTDO.

Certificates of Merit may also be awarded to some other entries with notable achievements.  However, Certificates of Merit awardees, if any, must attend the Award ceremony at their own cost.

All entrants must agree to their submission being publicised on the IFTDO website and in articles in the IFTDO Newsletter and Journal.  


Click HERE to download the

Detailed IFTDO Global HRD Awards Program Announcement - 2018

Overall Winners

Overall Winner and Category II

2016

(CATEGORY AND OVERALL WINNER) Industrial Training Fund


Nigeria

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Overall Winner and Category III

2015

(CATEGORY and OVERALL WINNER - Research Excellence) Professor Sharon Mavin, Dr. Jannine Williams, Dr. Nicola Patterson, Dr. Patrica Bryans


United Kingdom

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Overall Winner and Category III

2015

(CATEGORY and OVERALL WINNER - Reearch Excellence) Dr. Roland Yeo, Saudi Aramco


Saudi Aramco, Saudi Arabia

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Overall Winner and Category II

2014

(CATEGORY and OVERALL WINNER - Improved Quality of Working Life) Indian Oil Corporation Ltd.


India

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Overall Winner and Category I

2013

(CATEGORY and OVERALL WINNER - Best HRD Practice) Gulf Petrochemicals Industries Company


Bahrain

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Overall Winner and Category I

2012

(CATEGORY and OVERALL WINNER - Best HRD Practice) Abbott Vascular


Clonmel, Ireland

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Overall Winner and Category II

2011

(CATEGORY and OVERALL WINNER - People Management) State Institute for Urban Development, Mysoree


India

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Overall Winner and Category III

2010

(CATEGORY and OVERALL WINNER - Performance Management) Abbott Vascular, Clonmel


Ireland

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Overall Winner and Category III

2009

(CATEGORY and OVERALL WINNER - Performance Management) The Bristol University


UK

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category Winners

Category I

2016

(CATEGORY WINNER - Best HRD Practice) Gulf Aluminium Rolling Mill B.S.C (C)


Bahrain

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category III

2016

(CATEGORY WINNER-Research Excellence) Dr. Bart Tkaczyk, MBA, ENERGIZERS


USA

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category I

2015

(CATEGORY WINNER - Best HRD Practice) - University of South Africa


South Africa

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2015

(CATEGORY WINNER - Improved Quality of Working Life) Workforce Development Agency


Taiwan

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category I

2014

(CATEGORY WINNER - Best HRD Practice) FESTO in Co-operation with Change International Ltd.


Germany

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category III

2014

(CATEGORY WINNER - Research Excellence) Dr. Roland K. Yeo, Saudi Aramco


Saudi Arabia

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category II

2013

(CATEGORY WINNER - Improved Quality of Working Life) Bureau of Employment and Vocational Training, Council of Labor Affairs


Taiwan

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category III

2013

(CATEGORY WINNER - Research Excellence Award) to 4 researchers - Bob Hamlin, Taran Patel, Carlos Luiz & Sandy Whitford


N/A

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category II

2012

(CATEGORY WINNER - Work Life Balance) National Academy for Civil Service, Taiwan


Taiwan

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category III

2012

(CATEGORY WINNER - CSTD Award for Excellence in Training of Indigenous People) BRAC Learning Division, Bangladesh


Bangladesh

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category I

2011

(CATEGORY WINNER - Knowledge Management) BRAC Training Division, Bangladesh


Bangladesh

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category III

2011

(CATEGORY WINNER - Performance Management) Reddy Group (Tanoa Hotel Group)


Fiji Islands

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category I

2010

(CATEGORY WINNER - Knowledge Management) Mauritius Qualification Authority


Mauritius

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2010

(CATEGORY WINNER - People Management) Reddy Group, Tanoa Hotel Group


Fiji Islands

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category I

2009

(CATEGORY WINNER - Knowledge Management) Aluminium Bahrain


Bahrain

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2009

(CATEGORY WINNER - People Management) Region Civil Service Development Institute


Taiwan

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Certificate of Merit

Category I

2016

(Best HRD Practice) Human Resources Development Fund


Malaysia

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2016

(Best HRD Practice) Bahrain National Gas Company


Bahrain

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2016

(Best HRD Practice) Saudi Aramco, Academic Programs & Partnerships Department


Saudi Arabia

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2016

(Best HRD Practice) Workforce Development Agency


Taiwan, ROC

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2016

(Best HRD Practice) Piaggio Vehicles Pvt. Ltd


India

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2016

(Improved Quality of Working Life) Cathay Life Insurance Co., Ltd


Taiwan, ROC

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category II

2016

(Improved Quality of Working Life) Cathay Life Insurance Co., Ltd


Taiwan, ROC

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category II

2016

(Improved Quality of Working Life) Taipower – Taiwan Power Company


Taiwan, ROC

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category II

2016

(Improved Quality of Working Life) Oil India Co. Ltd


India

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category III

2016

(Research Excellence) Saudi Aramco


Saudi Arabia

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category I

2015

(Best HRD Practice) Schaeffer AG in cooperation with Change International Ltd.


Germany

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2015

(Best HRD Practice) Tainan City Government


Taiwan

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2015

(Best HRD Practice) Infosys BPO Ltd.


India

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2015

(Best HRD Practice) Talent Development Institute for Local Government


Taiwan

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2015

(Best HRD Practice) Cathay Bank Co. Ltd.


Taiwan

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2015

(Best HRD Practice) Saudi Aramco


Saudi Arabia

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2015

(Improved Quality of Working Life) Cathay Bank Co. Ltd.


Taiwan

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category II

2015

(Improved Quality of Working Life) National Academy of Civil Services


Taiwan

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category II

2015

(Improved Quality of Working Life) Qatar University


Qatar

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category II

2015

(Improved Quality of Working Life) First Solar


Malaysia

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category II

2015

(Improved Quality of Working Life) BRAC Learning Division


Bangladesh

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category II

2015

(Improved Quality of Working Life) BRAC Learning Division


Bangladesh

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category I

2014

(Best HRD Practice) Saudi Aramco


Saudi Arabia

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2014

(Best HRD Practice) National Academy of Civil Services


Taiwan

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2014

(Best HRD Practice) Abbott Ireland


Ireland

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2014

(Best HRD Practice) Civil Service Training Center, Taichung City Government


Taiwan, ROC

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2014

(Improved Quality of Working Life) National Academy of Civil Services


Taiwan

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category III

2014

(Research Excellence) Dr. Jane Turner and Professor Sharon Mavin (Northumbria University) and Associate Professor Gina Grandy (University of Regina)


Northumbria, UK and Regina, Canada

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category III

2014

(Research Excellence) Dr. Bart Tkaczyk , Fulbright Scholar - UCLA, Berkeley


USA

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category III

2014

(Research Excellence) R. Chithra, Department of International Business, Pondicherry University


India

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category I

2014

(Best HRD Practice) Saudi Aramco – 2nd Project


Saudi Arabia

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2013

(Best HRD Practice) Kaohsiung City Government


Taiwan

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2013

(Best HRD Practice) Change International


Germany

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2013

(Best HRD Practice) Rio Tinto Alcan


Canada

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2013

(Best HRD Practice) Abbott Vascular, Clonmel


Ireland

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2013

(Improved Quality of Working Life) White Swan Consulting Group


India

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category I

2012

(Best HRD Practice) Saudi Aramco, Learning Assessment Process Project


Saudi Arabia

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2012

(Best HRD Practice) Taipei Rapid Transit Corporation


Taiwan

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2012

(Best HRD Practice) SESA GOA Ltd


India

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2012

(Best HRD Practice) Dept. of Civil Servant Development, Taipei City Govt. (new Charity Service Project)


Taiwan

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2012

(Work Life Balance) State Institute for Urban Development, Mysore


India

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category II

2012

(Work Life Balance) KNO Worldwide


Slovakia

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category III

2012

(CSTD Award for Excellence in Training of Indigenous People) National Academy of Civil Service,Taiwan


Taiwan

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category I

2011

(Knowledge Management) Bank Pekao SA


Poland

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2011

(Knowledge Management) Suzlon Energy Ltd.


India

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2011

(Knowledge Management) Saudi Aramco, Training & Development


Saudi Arabia

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2011

(People Management) BRAC Training Division


Bangladesh

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category III

2011

(Performance Management) Vedanta Aluminium Ltd.


India

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category III

2011

(Performance Management) Planmeca Group


Finland

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category I

2010

(Knowledge Management) The National Academy of Civil Service


Taiwan

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2010

(Knowledge Management) CTC Taiwan, Bureau of Labor Affairs


Taiwan, ROC

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2010

(Knowledge Management) Ras Al Khaimah Free Trade Zone Authority


UAE

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2010

(Knowledge Management) RINL-isakhapatnam Steel Plant


India

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2010

(Knowledge Management) Ittela Group


Finland

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2010

(People Management) Mando India Ltd.


India

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category III

2010

(Performance Management) Mando India Ltd.


India

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category I

2009

(Knowledge Management) Mobility Services, TeliaSonera


Finland

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category I

2009

(Special Achievement Award) Dubai Police Academy


Dubai

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2009

(People Management) Power Grid Corporation of India Limited


India

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.

Category III

2009

(Performance Management) Abbott Vascular, Clonmel


Ireland

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category III

2009

(Performance Management) Ciba Specialty Chemicals


UK

Beginning in 2013, Category III has been focused on Research Excellence.  Specifically, the award is to be given to the author(s) of the outstanding Human Resource Development paper that has been published or presented at a conference in the previous year, which contributes new knowledge and practice to the HRD profession. The paper must demonstrate the following key elements:

  • the theoretical and/or practical importance of the problem
  • the appropriateness of approach and/or methods used
  • the extent to which the results justify the conclusions
  • the impact upon the HRD community

In 2012, sponsored by the Canadian Society for Training and Development (CSTD), Category III was focused on identifying and recognizing the most outstanding submission in the area of Excellence in Training of Indigenous People.

From 2009 through 2011, Catgeory III was focused on Performance Management and sought to recognize the submission with the most outstanding People Management program, approach and/or tools, as confirmed by evidence of measurable impact on organization-level results.

Category I

2009

(Knowledge Management) Shepeli-fgi (CIP)


Canada

From 2012 until the present, the Category I award has been for Best HRD Practice.  As such, evaluators look for a submission showing best practice in the areas of Human Resource Development or Organisation Development. To be considered for this award, the submission must be able to demonstrate how the initiative contributed, in a measurable way, to important organization-level results, through the use of HRD systems and strategies.

From 2009 through 2011 , the Category I award was in the area of Knowledge Management.  Again, evaluators were not just looking for best practice, they were looking for submissions that were able to demonstrate, in a measurable way, how the Knowledge Management approaches and tools implemented contributed to meaningful organization-level results.

Category II

2009

(People Management) Shepeli-fgi (LLP)


Canada

Beginning in 2013, Category II has focused on the subject of Improved Quality of Working Life,  Therefore, the Judging Panel has sought to identify and recognize the submission presenting the most outstanding example of an approach or initiative, which has a societal-level focus and has demonstrated how it has measurably improved the quality of working life for any group using training/development as a primary tool for successful implementation.  In this category the IFTDO Global Awards program is particularly pleased to receive and consider entries which focus on developing countries.  For 2012, the focus for Category II was Work Life Balance, 

From 2009 through 2011, Catgory II was concerned with People Management and the Judging Panel sought submissions with outstanding People Management approaches and tools, which were able to demonstrate measurable impact on organization-level results.