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Pennrose Named as Top Training Organization

November 17, 2017

Pennrose, a leader in multifamily development and management, was recognized by Training magazine, the leading business publication for learning and development professionals, as one of the Training Top 125, which ranks companies’ excellence in employer-sponsored training and development programs. The specific rankings for the 125 organizations will be announced in February during the annual Training Conference & Expo.

Past winners have included global organizations, such as Jiffy Lube, Keller Williams, Verizon, Farmers Insurance, IBM, and Caesars Entertainment. This is the first year that Pennrose submitted an application for the award.

“We have worked very hard over the last several years to build a learning and development platform that includes a robust curriculum, measurable outcomes, and value to our employees,” said Michael Pico, chief human resources officer for Pennrose. “We are honored to be recognized for the success of these efforts.”

Pennrose has developed innovative, impactful and business-focused learning practices. The company’s commitment to building a premier learning brand was revitalized with the creation and growth of Pennrose Academy. Today, Pennrose has individual development plans for all employees, multi-year role specific development plans with targeted learning activities, a customized learning curriculum across all professional levels, succession planning, on-boarding, in-house technical training, and more.

Pennrose invested a quarter of a million dollars in the creation of two Regional Training Centers in Baltimore and New Jersey. These centers allow for hands-on maintenance training, computer & IT Training, as well as full classroom facilities out on the field. These investments, measurable results, and shift in our learning culture to our employees has been transformational and has differentiated ourselves from our competitors.

Now in its 18th 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.