The comparison of employees’ on-the-job behavior before and after training is classified as ____________.

Understanding the Transfer of Training

In Human Resource Management, one of the biggest challenges is ensuring that what an employee learns in a classroom or a workshop actually translates into better performance at their desk. This "transfer of training" is the ultimate goal of any instructional program. To determine if this transfer has occurred, HR professionals look specifically at how an employee's actions change in the workplace after the training is complete. This specific type of assessment is a core part of the Kirkpatrick Model, the most recognized framework for evaluating training effectiveness.

Why this is Classified as Measuring Behavior

Measuring Behavior (Level 3 of the Kirkpatrick Model) involves evaluating the extent to which participants change their behavior on the job as a result of the training. Unlike measuring what someone knows (which can be done with a written test), measuring behavior requires observing what they do.

The most effective way to assess this is through a "before and after" comparison. By observing an employee’s performance before the training and comparing it to their behavior several weeks or months after the training, managers can see if new skills are being applied. For example, if a manager attends a "Conflict Resolution" workshop, Level 3 evaluation would involve observing whether that manager actually uses new mediation techniques during team disputes rather than their old, more aggressive style.

Distinguishing Level 3 from Other Levels

To answer this MCQ correctly, it is essential to distinguish "Behavior" from the other evaluation categories:

• Measuring Reaction (Option A): This is Level 1. It only measures if the trainees liked the training. It does not prove that they learned anything or will change how they work.


• Measuring Learning (Option B): This is Level 2. It measures the increase in knowledge or capability. A trainee might pass a test (Learning) but still choose not to use those skills at work (Behavior).


• Measuring Results (Option D): This is Level 4. It measures the final organizational impact, such as increased profits or reduced turnover. While behavior change leads to results, "Results" looks at the business data, while "Behavior" looks at the individual's actions.

Because the question specifically mentions "on-the-job behavior," the answer must be Level 3: Measuring Behavior.

Significance for HRM Professionals and Students

For candidates appearing in competitive exams, understanding Level 3 is crucial because it represents the "Transfer of Training." Many organizations fail because they stop at Level 2 (testing knowledge), assuming that if someone knows how to do something, they will do it. However, professional HR managers know that barriers like lack of management support or poor tools can prevent behavior change.

Identifying this correctly demonstrates a sophisticated understanding of how to bridge the gap between learning and performance. It shows that you value the practical application of skills over mere theoretical knowledge, which is a hallmark of an effective HR leader in today's performance-driven corporate environment.