What is NOT a strategy to ensure behavior learned in training is applied at work?

Administering a test on learning objectives primarily assesses whether trainees have acquired the knowledge and skills as intended during training. While testing is valuable for evaluating understanding, it does not actively contribute to ensuring that the learned behaviors are applied in a real work environment.

In contrast, providing follow-up coaching sessions supports direct application of training by offering guidance and assistance as employees implement new skills in their work. Establishing practice opportunities creates a practical environment where employees can apply their learning in a safe setting, which is crucial for reinforcing new behaviors. Additionally, encouraging peer discussions facilitates collaboration and the sharing of insights, which can further enhance the likelihood that the behaviors learned during training will be utilized effectively at work.

Thus, the act of merely administering a test does not correlate with ensuring that learned behaviors are practically adopted in the workplace, distinguishing it from the other listed strategies that actively promote application and integration of training into daily work practices.