Simplilearn Wins Big at the 2025 Stevie® Awards, Bags Gold for Sales and Customer Service
The Stevie Awards for Sales and Customer Service are the world's top honors for customer service, contact center, business development, and sales professionals. The 2025 competition attracted over two thousand nominations from organizations worldwide in more than 90 categories. Winners were determined by the average scores of 176 professionals on seven specialized judging committees. This accolade underscores Simplilearn's comprehensive approach to customer service, which has benefited over eight million professionals across 150 countries in upskilling and reskilling for the digital age.
Additionally, Simplilearn's collaboration with esteemed universities and industry partners such as IBM, Microsoft, AWS, and Google, and renowned educational institutions such as UMass Amherst, Purdue University, IIT Roorkee, and IIT Kanpur enables learners to get the best of both academia and industry.
Mr. Kashyap Dalal, Cofounder and Chief Operating Officer of Simplilearn, said, "This award is very special to us as it highlights Simplilearn's dedication to delivering outstanding learner experience and always keeping the customer at the center of all our planning and actions as a team. In the last 2 years, our teams #1 goal has been to pursue 0 DSAT - essentially aspiring to ensure that every one of our thousands of active learners has a great experience. This award motivates us to continue working in this direction and surpassing our own benchmarks in delivering learner outcomes."
Stevie Awards president Maggie Miller stated, "The outstanding scores awarded to this year's Stevie winners reflect the exceptional levels of achievement they demonstrate. We proudly join the judges and the entire Stevie Awards community in congratulating and celebrating the winners on their accomplishments."
In addition to this year's Stevie Award, Simplilearn boasts an impressive array of recent achievements, including a customer satisfaction score (CSAT) of 4.7/5 across all customer touchpoints.
About Stevie Awards
Stevie Awards are conferred in nine programs: the Asia-Pacific Stevie Awards, the German Stevie Awards, the Middle East & North Africa Stevie Awards, The American Business Awards®, The International Business Awards®, the Stevie Awards for Great Employers, the Stevie Awards for Sales & Customer Service, the new Stevie Awards for Technology Excellence, and the Stevie Awards for Women in Business. Stevie Awards competitions receive more than 12,000 entries each year from organizations in more than 70 nations. More than 1,000 professionals around the world participate in the Stevie Awards judging process each year. Honoring organizations of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about the Stevie Awards at http://www.StevieAwards.com.
About Simplilearn
Founded in 2010 and based in Plano, Texas and Bangalore, India, Simplilearn, a Blackstone portfolio company, is a global leader in digital upskilling, enabling learners across the globe. Simplilearn offers individuals and businesses worldwide access to world-class work-ready training. Simplilearn offers 1,500+ live online classes each month across 150+ countries, impacting over 8 million learners globally. The programs are designed and delivered with world-renowned universities, top corporations, and leading industry bodies via live online classes featuring top industry practitioners, sought-after trainers, and global leaders. From college students and early career professionals to managers, executives, small businesses, and big corporations, Simplilearn's role-based, skill-focused, industry-recognized, and globally relevant training programs are ideal upskilling solutions for diverse career or business goals.
For more information, please visit www.simplilearn.com
Photo - https://mma.prnewswire.com/media/2647263/SASCS25_Gold_Winner.jpgLogo - https://mma.prnewswire.com/media/1100016/5228555/Simplilearn_Logo.jpg
View original content to download multimedia:https://www.prnewswire.com/news-releases/simplilearn-wins-big-at-the-2025-stevie-awards-bags-gold-for-sales-and-customer-service-302408157.html
SOURCE Simplilearn
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Wall Street Journal
2 hours ago
- Wall Street Journal
A Soap Opera of Trade Deals
'Asian Allies Seek Wiggle Room on Tariffs' (U.S. News, July 9) shows how tangled trade policy has become. For American companies working in Asia, the soap opera of President Trump's trade deals isn't merely a diplomatic sideshow; it's changing the way companies operate on the ground. U.S. multinationals face a growing backlash in Asia, sometimes explicitly in reciprocal tariff arrangements, but also more subtly implied through future regulatory or market-access decisions. At the same time, for every overture U.S. executives make to their Asian stakeholders, they're required to reassert their commitment to the White House and American jobs. Every decision—from where to invest to how to price products—risks upsetting someone.
Bloomberg
2 hours ago
- Bloomberg
Nvidia's Huang Says China's Military Unlikely to Use US AI Chips
Nvidia Corp. Chief Executive Officer Jensen Huang said the US government doesn't need to be concerned that the Chinese military will use his company's products to improve their capabilities. Addressing the largest concern Washington has cited in placing increasing restrictions on US technology exports to the Asian nation, Huang said the Chinese military will avoid using US technology because of the risks associated with doing so.
Forbes
3 hours ago
- Forbes
Digital Employees Will Mean We Need Non-Human Resources Departments
BEIJING, CHINA - MARCH 26: Humanoid robots work at an information desk at Zhongguancun International ... More Innovation Center, venue for the 2025 Zhongguancun Forum (Photo by Li He/VCG via Getty Images). The Chief Analytics Officer at JPMorgan Chase, Derek Waldron, suggests that 'digital employees' is a helpful model to help those of us in business to think about how AI tools will used. Meanwhile, Bank of New York Mellon now employs dozens of AI 'digital employees' that have company logins so they can work alongside its human staff. Digital Employees Are Here In James Boyle's fascinating book 'The Line', he argues that a debate over the personhood of AI agents is inevitable and suggests that our existing legal frameworks will come under strain trying to resolve the complex social, political and legal issues that attend such debate. He is right, of course, and recent developments must make us think more carefully about what these development mean for the evolution of the enterprise. A digital employee is an agent designed to autonomously perform tasks that are traditionally performed by trained people. Unlike traditional rule-based software that follows simples instructions, agents can learn and adapt to a complex environment and make decisions similar to humans. As enterprises begin to deploy these kinds of systems, how we are going to resolve such as issues as: The issues are not new. I remember reading Jerry Kaplan's "Humans Need Not Apply' a few years ago and this helped me to develop some of my own thoughts about personhood (including the ability to own assets) for AIs at a time when I'd been thinking about issues around reputation management (and management of reputation in the context of punishing AIs for misbehaving). This naturally led me ask myself whether Kaplan calls 'forged laborers' would need digital identities linked to legal personhood, or whether they would be the property (in some way I can't think through, because I'm not a lawyer) of real-world legal entities of one form or another? I rather thought then that they would in the future have to have some kind of digital identity. My reasoning was that interactions in the virtual world are interactions between virtual identities (personas) and in my specific worldview, virtual identities need underlying digital identities. Whether the underlying digital identities of robots need to be bound to real-world legal entities is then a regulatory issue, not a technical one and either possibility could work. As of now, I tend to think that we will have both solutions in place but in different timescales. Employment. BNY's Chief Information Officer Leigh-Ann Russell says that their digital employees have their own logins and can directly access the same apps as human employees so that they can work autonomously and that soon they will have their own email accounts and may even be able to communicate with colleagues in other ways like through Microsoft Teams (I wonder if they will be required to keep their cameras on during calls!). Each 'persona' (a digital employee with a specifc job, such as cleaning up code) can exist in a few dozen instances, and each instance is assigned to work narrowly within a particular team. These digital employees are property—tools operated by or on behalf of the business entity that deploys them—and the legal and economic relationships around output quality, liability and so on are all assigned to the company. I asked Jo Levy, a partner at The Norton Law Firm in California and Chair of the Alliance for Responsible Data Collection (ARDC), who was speaking in Geneva this week at the UN's "AI for Good' Global Summit, about this and she agreed that legal entity status for AI Agents and robot-workers is inevitable but explained that the property vs personhood issue is not real a dichotomy: AI Agents can be 'owned' and be persons under the law, just as corporations are owned by shareholders but can sue and be sued, own property and be held criminally liable for crimes. She also pointed out that agency law already exists and hundreds of years of jurisprudence could easily be applied to digital employees so it seems to me that as most jurisdictions already have such well-developed laws governing agents acting on another's behalf and there is no obvious reason that these could not be extended or adapted to AI agents relatively quickly. Agents as agents, so to speak, is clearly the right way to think about digital employees now, but as these agents (or more likely, networks of agents) make more complex decisions, so assigning liability, to choose an obvious hard care, might be come even more complex. This is why, in the longer term, some kind of limited legal personhood, like the electronic agent personhood mentioned above, might simplify accountability (and insurance) so that these digital employees could become parties to litigation. Digital Employees Have Rights The 2017 European Parliament report on 'Civil Law Rules on Robotics' made just such a suggestion about creating a specific legal status of "electronic persons' as a pragmatic legal tool to address the liability gaps that could arise when highly autonomous systems act without direct human control. The suggestion was not taken up at the time (the European Commission was not obliged to act on the recommendations) but I think it has some merit. Limited personhood for advanced AIs as a means of assigning liability, but not full legal personhood seems a good next step. Levy pointed out that such a new legal status could be used to provide disclosures to others about the parameters of the AI agent's behavior: A digital employee might be required to act in the best interests of the corporation, to choose an obvious example. This isn't only about AI by the way. Similar approaches have been suggested for 'smart' 'contracts' as well. Not because of any moral presumptions about the persistent script's immortal sole, but for economy expedience when constructing distributed autonomous organisations (DAOs). Wyoming has already passed laws giving limited liability company (LLC)-like status to DAOs and some people see this as a step towards more distinct recognition of AI-driven collectives. (Both real corporations and DAOs might be required to pay registration fees for digital employees that are assigned legal identities. I had not thought about the idea of a digital payroll tax, but it seems a suggestion that deserves consideration.) I cannot help but agree with Alon Jackson, CEO and Co-Founder of Astrix Security, when he says that companies at the forefront of the new era of agentic business will be those that understand that managing digital employees is not "a niche IT issue but as a strategic board-level imperative". Personally, I suspect that the Non-Human Resources Department will find life much easier than the Human-Resources Department because the digital bankers can be programmed not to get drunk, not to take stupid risks and not to engage in insider-trading or interest rate-fixing!
