When anticipating a change in on-the-job behavior as an outcome of training, what action by the instructor is most useful?

• A. Review program content and learner reaction with the learner's supervisor.
• B. Issue a final exam immediately.
• C. Update content without learner input.
• D. Limit feedback to written evaluations.

Answer: (A)

To promote change in how someone behaves on the job after training, the instructor should connect what was learned to the workplace by bringing in the learner’s supervisor. When the supervisor and learner review the training content and the learner’s reactions, it creates a clear link between new knowledge and actual job tasks. This collaboration helps set specific performance expectations, lays out how to apply the new practices in real settings, and establishes a plan for on-the-job coaching and feedback. With supervisor involvement, there’s reinforced support, accountability, and a quicker path to integrating the new behaviors into daily work, while also surfacing possible barriers that might prevent transfer and allowing adjustments to address them.

Choosing actions like issuing a final exam immediately doesn’t directly foster on-the-job application, updating content without learner input may miss real-world needs, and limiting feedback to written evaluations removes opportunities for coaching and timely guidance.