Capacity Building and Training for Extension Workers and Farmers
•
Capacity building is an
action plan
to give
compulsory training and skill
to all
extension
workers and farmers
to upgrade them. It also
includes effective
system of rewards and incentives
for the extension functionaries.
•
Training is the
education to a person
so as to become
proficient, qualified and fitted
for
doing the job
•
Change in knowledge, skill, attitudes, values, beliefs
and understandings
so that he fits in his job and
become qualified and proficient in
communicating
the desirable knowledge
to his client system.
1
•
Process of
acquisition
of new
skills, attitudes and
knowledge
in the context of preparing for
entry
into a
vocation
or improving ones productivity
in
an organisation / enterprise
•
Development
of knowledge and skill required for
employee in particular occupation. It is
filling gap
between competence
of employee and what the
organisation requires
•
Organisation
facilitates >
modified behaviour
contributes for achievement of organisational
goals
2
Employee’s competence
organisational requirement
G
a
p
3
•
To make oneself
fit
with a technology
•
To develop in
skills of trainers
and the
use
of the
technologies efficiently
•
To
inspire
rural people to do things by themselves
•
To
develop proficiency
in doing job correctly as
well as effectively.
4
•
Consists of three phases
–
Pre training
–
Training
–
Post training
5
•
Training
need assessment
•
Planning
for training programme
•
Deciding course
Content & Methods
•
Arranging
logistics
– Boarding, Lodging, transport
•
Listing, Contacting & Finalising
Resource Persons
–
Trainees background, Expected content, Resources
available, date/time, duration
•
Preparation of
AV Aids
•
Intimating
participants
–
Venue, Date/time/duration, logistics, requirements,
covered/uncovered
•
Arranging materials
for demonstrations / Field Visits
6
•
Reception and Registering
Farmers
•
Providing
lodging and Boarding
•
Conduct of
pre-knowledge test
•
GD session
Training
programme Schedule
•
Conduct of
Ice-Breaking Session
•
Organising
lectures / demonstrations with AV aids
•
Organising
games
•
Undertaking
field trips
•
Conduct of
post test
•
Collection of
Feedback
•
Concluding Session
–
Action Plan
–
Issue of certificates
–
Feedback on learning & logistics
–
Valedictory Sessions
7
•
Assessing impact
of training
programme
•
Follow up
trainees
•
Link with appropriate
sources,
resources
•
Make
success stories
•
Publicise
the impact for scaling up
8
•
Two Types
–
Pre-service & In-service
•
Pre-service
•
In-service
–
Orientation
–
Induction / Portal / Vestibule
–
Retraining
–
Career Development / Professional
Qualification
9
–
Process of
making individuals ready
to enter
professional job
–
Prior to Appointment
•
Programme of
training activities
that prepares an
individual for a career in extension, and usually
leads to some type of
diploma, certificate,
degree, or other qualification
•
Development Departments
–
University > Graduates
10
•
For in-service candidates
who are on the job
•
Process of
staff development
–
Improving
performance
•
Position & Responsibilities
–
Promotes
professional growth
•
Problem
centered,
learner
centered and
time
bound
series of activities, which provides the
opportunity to develop a sense of
purpose,
broaden perception
of the participants and
increase their capacity to gain
knowledge and
mastery
of techniques.
11
•
To
keep up with research
by regular
meetings between researchers and
extension workers
•
To impart
basic knowledge
in agriculture
and related subjects
•
To
improve extension methods
–
Evaluation
of methods
–
Study
the research findings
–
Exchange
experiences
12
•
Newly appointed
extension personnel
–
Introduction to employment & provides
answer of
entrant
•
Training extension personnel
–
to take up
new responsibilities
•
New operational programmes
Eg. PPP, Millet Mission
•
To meet requirements of
New Situation
Eg.
Flooded / forest
Fire / Severe Drought
•
Election Duty
13
–
Given immediately after selection but
before assigning work
–
Eg. FOCARS / IAS
14
•
For
trainers of training
institutes
•
Refresh
knowledge and skills
•
Updating
professional competence in specialised
area
•
Later Career of individual
•
Learning
New methods and
Review
of old
methods
•
To keep employees at
peek performance
level
15
•
Prepare individuals for
new
assignment
–
Eg. Innovation / Marketing
•
Preparing for
broadened aspects of
old speciality
16
•
To upgrade knowledge, skill & ability of
employees to assume
greater
responsibility
•
Acquisition of
higher degrees/ diploma
–
Ph.D., PDF, MBA, HRM, PGD
•
Move up in
higher levels of
administration
•
Covers
logistics, Fees/ stipends
•
Limits to 45 years
17
•
Need
based
•
Rely on
abilities and determination
•
Interest
and Participation
•
Seek
further information
•
Flexibility
–
Social, cultural, economic and
institutional
18
Capacity building involves compulsory training and skills development for extension workers and farmers, along with effective reward systems. Training is essential for individuals to acquire new skills and knowledge, fitting them for their roles. The process includes developing competencies required for specific occupations and bridging the gap between employee competence and organizational requirements. Education differs from training in terms of information acquisition and practical instruction. The needs for training include technology proficiency, skills development for trainers, inspiring rural communities, and improving job proficiency. The training process consists of pre-training, training itself, and post-training phases involving various steps such as needs assessment, program planning, resource allocation, and logistics arrangement.
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Presentation Transcript
Capacity building Capacity compulsory training and skill to all extension workers and farmers to upgrade them. It also includes effective system of rewards and incentives for the extension functionaries. Training is the education to a person so as to become proficient, qualified and fitted for doing the job Change in knowledge, skill, attitudes, values, beliefs and understandings so that he fits in his job and become qualified and proficient in communicating the desirable knowledge to his client system. building is an action plan to give Content 1
Training Process of acquisition of new skills, attitudes and knowledge in the context of preparing for entry into a vocation or improving ones productivity in an organisation / enterprise Development of knowledge and skill required for employee in particular occupation. It is filling gap between competence of employee and what the organisation requires Employee s competence organisational requirement G p a Organisation facilitates > modified behaviour contributes for achievement of organisational goals Content 2
Differences between Education & Training Education Training Acquisition of general information from institutions Intellectual Development Transfer of specific instruction impacted with vocational purpose Individuals growth and development Development of competencies and capabilities To build the career To build the job performance syllabus & curriculum : Fixed Flexible High of Homogeneity High of Heterogeneity Imparted through mostly lectures Various types of instructional methods Less practical exposures More of practical exposure Long term learning process Short term learning process Content 3
Needs for training To make oneself fit with a technology To develop in skills of trainers and the use of the technologies efficiently To inspire rural people to do things by themselves To develop proficiency in doing job correctly as well as effectively. Content 4
Training Process / Steps in Training Consists of three phases Pre training Training Post training Content 5
Pre-Training Training need assessment Planning for training programme Deciding course Content & Methods Arranging logistics Boarding, Lodging, transport Listing, Contacting & Finalising Resource Persons Trainees background, Expected content, Resources available, date/time, duration Preparation of AV Aids Intimating participants Venue, Date/time/duration, logistics, requirements, covered/uncovered Arranging materials for demonstrations / Field Visits Content 6
Training Phase Reception and Registering Farmers Providing lodging and Boarding Conduct of pre-knowledge test GD session Training programme Schedule Conduct of Ice-Breaking Session Organising lectures / demonstrations with AV aids Organising games Undertaking field trips Conduct of post test Collection of Feedback Concluding Session Action Plan Issue of certificates Feedback on learning & logistics Valedictory Sessions Content 7
Post Training Phase Assessing impact of training programme Follow up trainees Link with appropriate sources, resources Make success stories Publicise the impact for scaling up Content 8
Training to Extension Personnel Two Types Pre-service & In-service Pre-service In-service Orientation Induction / Portal / Vestibule Retraining Career Development / Professional Qualification Content 9
Preservice Training Process of making individuals ready to enter professional job Prior to Appointment Programme of training activities that prepares an individual for a career in extension, and usually leads to some type of diploma, certificate, degree, or other qualification Development Departments University > Graduates Content 10
In-Service Training For in-service candidates who are on the job Process of staff development Improving performance Position & Responsibilities Promotes professional growth Problem centered, learner centered and time bound series of activities, which provides the opportunity to develop a sense of purpose, broaden perception of the participants and increase their capacity to gain knowledge and mastery of techniques. Content 11
Objectives of in-service trainings To keep up with research by regular meetings between researchers and extension workers To impart basic knowledge in agriculture and related subjects To improve extension methods Evaluation of methods Study the research findings Exchange experiences Content 12
1. Orientation Training Newly appointed extension personnel Introduction to employment & provides answer of entrant Training extension personnel to take up new responsibilities New operational programmes Eg. PPP, Millet Mission To meet requirements of New Situation Eg. Flooded / forest Fire / Severe Drought Election Duty Content 13
Induction / portal / vestibule Training Given immediately after selection but before assigning work Eg. FOCARS / IAS Content 14
Maintenance / Refresher Training For trainers of training institutes Refresh knowledge and skills Updating professional competence in specialised area Later Career of individual Learning New methods and Review of old methods To keep employees at peek performance level Content 15
Retraining Prepare individuals for new assignment Eg. Innovation / Marketing Preparing for broadened aspects of old speciality Content 16
Career Development Training To upgrade knowledge, skill & ability of employees to assume greater responsibility Acquisition of higher degrees/ diploma Ph.D., PDF, MBA, HRM, PGD Move up in higher levels of administration Covers logistics, Fees/ stipends Limits to 45 years Content 17
Principles of Farmers Training Need based Rely on abilities and determination Interest and Participation Seek further information Flexibility Social, cultural, economic and institutional Content 18
