The article focuses on the importance of learning and training programs in the workplace environment. No doubt, corporate universities and training departments have become quite savvy at aligning themselves with business leaders to deliver solutions. As a result, many effective (and some not so effective) ways of demonstrating training's value exist, such as balanced scorecards and return-on-investment calculations. The best demonstration of value, however, occurs when learning translates into lasting behavioral change. Too often, the subject of learning transfer is lost among the other three levels of evaluation, particularly results measurement. But from a sequential standpoint, it must be done effectively if measures of training value are to be both maximized and meaningful.