Final answer:
To assess whether employee behavior has changed after training, an HR manager should use a Post-measure test, as it directly reflects the integration of training into work behaviors and fulfills one of the effective training measurement types identified in a 2003 study. D. ROI analysis
Step-by-step explanation:
To determine whether employee behavior has changed after training, an HR manager should consider using a Post-measure test. This method aligns with the four types of measurements highlighted in a 2003 study by Arthur, Bennett, Edens, and Bell as indicators of effective organizational training. These include the immediate response to the training, testing at the end of the training to confirm learning outcomes, behavioral measurements by supervisors, and results impacting productivity and profits.
While a checklist might help with tracking attendance or completion of training modules, it does not necessarily evaluate behavioral change. 360-degree feedback can provide a wide range of perspectives on an employee's performance, but studies such as those by Atkins and Wood (2002) suggest the possibility of unreliability. This method could be used more generally for performance appraisals rather than measuring the specific impact of training on behavior. An ROI analysis is financial-oriented and while it can show the end results in terms of productivity and profits, it does not provide a direct assessment of changes in employee behavior due to training.
Considering the effectiveness of the training through a Post-measure test can provide direct evidence of whether the specific training content was learned and integrated into the employees' work practices, thus reflecting a behavioral change due to the training.