Capacity building Capacity building is an action
Description: Capacity building 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.
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slide1. Capacity building 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<br>
slide2. 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
Organisation facilitates > modified behaviour contributes for achievement of organisational goals 2 Employee’s competence organisational requirement Gap<br>
slide3. Differences between Education & Training 3<br>
slide4. 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. 4<br>
slide5. Training Process / Steps in Training Consists of three phases
Pre training
Training
Post training 5<br>
slide6. 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 6<br>
slide7. 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 7<br>
slide8. 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 8<br>
slide9. Training to Extension Personnel Two Types
Pre-service & In-service
Pre-service
In-service
Orientation
Induction / Portal / Vestibule
Retraining
Career Development / Professional Qualification 9<br>
slide10. 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 10<br>
slide11. 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. 11<br>
slide12. 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 12<br>
slide13. 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 13<br>
slide14. Induction / portal / vestibule Training Given immediately after selection but before assigning work
Eg. FOCARS / IAS 14<br>
slide15. 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 15<br>
slide16. Retraining Prepare individuals for new assignment
Eg. Innovation / Marketing
Preparing for broadened aspects of old speciality 16<br>
slide17. 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 17<br>
slide18. Principles of Farmers Training Need based
Rely on abilities and determination
Interest and Participation
Seek further information
Flexibility
Social, cultural, economic and institutional 18<br>
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<br>
slide2. 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
Organisation facilitates > modified behaviour contributes for achievement of organisational goals 2 Employee’s competence organisational requirement Gap<br>
slide3. Differences between Education & Training 3<br>
slide4. 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. 4<br>
slide5. Training Process / Steps in Training Consists of three phases
Pre training
Training
Post training 5<br>
slide6. 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 6<br>
slide7. 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 7<br>
slide8. 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 8<br>
slide9. Training to Extension Personnel Two Types
Pre-service & In-service
Pre-service
In-service
Orientation
Induction / Portal / Vestibule
Retraining
Career Development / Professional Qualification 9<br>
slide10. 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 10<br>
slide11. 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. 11<br>
slide12. 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 12<br>
slide13. 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 13<br>
slide14. Induction / portal / vestibule Training Given immediately after selection but before assigning work
Eg. FOCARS / IAS 14<br>
slide15. 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 15<br>
slide16. Retraining Prepare individuals for new assignment
Eg. Innovation / Marketing
Preparing for broadened aspects of old speciality 16<br>
slide17. 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 17<br>
slide18. Principles of Farmers Training Need based
Rely on abilities and determination
Interest and Participation
Seek further information
Flexibility
Social, cultural, economic and institutional 18<br>