Bell and Howell Ranked 99th Best Training Organization in World

Bell and Howell Ranked 99th Best Training Organization in World

Evolving into a premier, flexible and customer-centric organization has been Bell and Howell’s focus for some time now.
 
So, it comes as no surprise that the company was ranked as the 99th best training organization in the world by Training Magazine, the leading business publication for L&D professionals.
 
Bell and Howell has made the distinguished Training Top 125, which recognizes companies that achieve excellence in employer-sponsored training and development programs, for a record 12th time.
 
Lorri Freifeld, Training Magazine’s Editor-in-chief, said that the 2017 Training Top 125 winners don’t just set the bar for employee training and development, they vault over it.
 
“They are champions of learning and ensure their employees have the skills to succeed in this competitive, ever-changing world,” she said.

Deronne Felton, pictured above, accepts the Training Top 125 Award on behalf of the Bell and Howell team at Training Magazine's Gala in Atlanta, Ga.
Deronne Felton, pictured above, accepts the Training Top 125 Award on behalf of the Bell and Howell team at Training Magazine's Gala in Atlanta, Ga. 
 
Bell and Howell prides itself on the collaborative ability to deliver innovative service and technology solutions that enrich its customers’ communications and fulfillment. Bell and Howell customer service engineers and technical service engineers train in a world-class training center at the company’s Durham, NC headquarters. Additionally, these field service personnel travel to the center to undergo extensive training to become certified proficient on any new system that the company’s service business chooses to support.
 
Now in its 17th year, the Training Top 125 ranking is based on myriad benchmarking statistics such as total training budget; percentage of payroll; number of training hours per employee program; goals, evaluation, measurement, and workplace surveys; hours of training per employee annually; and detailed formal programs. The ranking is determined by assessing a range of qualitative and quantitative factors, including financial investment in employee development, the scope of development programs, and how closely such development efforts are linked to business goals and objectives.

Author

Nabeel Jaitapker, M.A.
Senior Marketing Manager, Content Development and Demand Generation at Bell and Howell. Connect with Nabeel on LinkedIn.

Top