CHG Healthcare Services placed among global elite corporate training programs

CHG Healthcare Services, one of the oldest and largest healthcare staffing firms in the U.S., has once again placed among the most elite corporate training programs in the world, according to Training Magazine.

Training announced CHG as a finalist for its annual Training Top 125, a report that ranks companies' excellence in employer-sponsored training and development programs. The final ranking for the 125 leading organizations will be revealed during an awards gala on February 1, 2010.

CHG invests heavily in employee training and development by offering full programs in sales, technical skills, and leadership training and development. CHG's corporate training department also developed several team-building activities and classes that are available on-demand. Any team, department or division leaders can request learning opportunities at any time. The team-building activities teach a variety of skills, but most important they help team members apply them within the context of their team dynamics and the company culture.

"It's exciting to receive recognition for our training efforts. Having highly-trained employees is not only vital to CHG's success but also provides professional growth and development to our employees, which helps increase their chances for success," said Kevin Ricklefs, vice president of administration at CHG.

CHG recently completed construction on a 3,800-square-foot training center at its Salt Lake City, Utah, headquarters. The training center will serve CHG's 1,100 employees and includes multimedia and teleconferencing capabilities.

"The new training center will allow us to take our world-class training programs to the next level, which fits perfectly with our core value of Continuous Growth. The more effective our training environment becomes, the more impact our programs will have on our employees," said Mr. Ricklefs.

The ranking is based on numerous 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.