In early 2000, Delta limited its measurement and evaluation of learning to Level 1 satisfaction surveys and Level 2 testing of certain government-mandated training programs. It had no way of knowing the impact of performance improvement efforts on the workplace or, ultimately, on the business. With the need to enhance performance to meet ever-changing business conditions, it became imperative that Delta establish a measurement and evaluation process that shows the benefits derived from learning
Case Study: Delta Proves the Value of Training
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