2004 PDM Honorees

• MARC USA implemented STAR (Star Talent and Rewards), a totally automated system for employee performance management. Accurate descriptions and technical and behavioral competencies were created for each position.

• to adapt to new competition generated from the federal law reforming job training programs, Private Industry Council of Westmoreland-Fayette, Inc. mandated a policy that any permanent, full-time employee providing career advice to the individuals it serves must obtain the Global Career Development Facilitator credential within one year of hire.

• Blattner Brunner launched "Think BIG", a three-stage approach that responded to rapid growth by ensuring that all new employees understand and embrace the company's vision, values, and client-centric approach to business.

• PNC Financial Services Group convened four Employee Resource Groups (ERGs) to attract, retain, and promote a core of diverse leaders, especially at senior levels, who are prepared to drive business results.

• Respironics created the Key Competencies program that expanded the company's product offering and revenues.

• H.B. Maynard: In the People Category, developed their Quick START program in order to recruit the best employees by helping students transition from school to the corporate setting. In the Learning and Development Category, developed a "servant-leadership" initiative to improve employee leadership abilities and transition the company to be more team-oriented and focused on sales and growth.
• GlaxoSmithKline Consumer Healthcare: In the People Category, developed an educational partnership with Sto-Rox High School, the purpose of which was to further their diversity training and education by helping local students acquire the skills they need to succeed, and enrich the lives of GSK associates. In the Learning and Development Category, developed the US Mentoring Program to create a formal mentoring program that would strategically influence associates' careers and transitions within the company.