Section Six
Behavior criteria go a step beyond whether the trainee
has learned the relevant concepts. These criteria are concerned
with whether the lessons of the training program are translated
into changes in the behavior of the trainee on the job. For
example, there should be changes in the managerial behavior
of employees who have completed a management-training
program. Unlike the other criteria, a period of time is usually
needed for the training to become manifested in behaviors.
Therefore, a minimum of three months between the completion
of training and measurement of behavior is recommended.^53
Finally, results criteia are bottom-line criteria. Measures
of such criteria might be breakage and scrap rates that are
affected by the skill levels of production workers. Similarly,
measures of turnover and morale could be relevant applications
of results criteria for managerial training programs.
r(^54) With
results criteria, it is easy to visualize potential contaminants of
broader or more global outcomes, such as morale, because a
multitude of factors other than training may impact morale.
Criteria can also be classified as internal and external.
Internal citeria are reactions, attitude change, and learning,
while external criteria are behavior and results. External criteria
have an advantage of going beyond the measurement of
satisfaction with training or learning of material as they provide
information on whether the training has an impact on job
r