– is learning to change the performance of people doing jobs to improve the capabilities of people in their present work and to prepare them for future task assignment.
TRAINING
– the training staff designs the objectives, contents, teaching techniques, assignments, and then focus in this model is intervention by the training staff.
TRADITIONAL APPROACH
– the trainer incorporates experiences where in the learner becomes active and influences the training process.
EXPERIENTIAL APPROACH
3 APPROACHES OF TRAINING
- Traditional Approach
- Experiential Approach
- Performance-based Approach
2 Types of Training
- Pre-service Training
- In-service Training
– Is more academic in nature and is offered by formal institutions.
Pre-service training
– Is a process of staff development for the purpose of improving the performance.
In-service Training
– offered four years by a university or agricultural college.
Degree level
– offered by the schools of agriculture for a period of two to three years.
Diploma level
2 Types of Pre-service Training
- Degree level
- Diploma level
5 Types of In-service Training
- Induction or Orientation Training
- Foundation Training
- On-the-job Training
- Refresher or Maintenance Training
- Career Development Training
is given immediately after employment to introduce the new
extension staff members to their position
Induction or Orientation Training
Every staff member was trained in acquiring some professional knowledge about
various rules and regulations of the government,
financial transactions,
administrative capability, communication skills, leadership ability, coordination and
cooperation
Foundation Training
This training is offered to update and maintain the specialized subject matter
knowledge of the incumbents.
Refresher or Maintenance Training
This training is generally problem or technology oriented and may include formal
presentations, informal discussion, and opportunities to try out new skills and
knowledge in the field.
On-the-job Training
It is designed to upgrade the knowledge, skills, and ability of employees to help
them assume greater responsibility in higher positions
Career Development Training
– to review the present situation in comparison with the situation at the initiation of the program in order to determine the effectiveness and efficiency of the means used in the activities undertaken.
EVALUATION
– involves the collection of relevant and useful data while the training program is being conducted.
FORMATIVE EVALUATION
– is done after at the end of program and makes an overall assessment of its effectiveness in relation to achieving the objectives and goals.
SUMMATIVE EVALUATION
– is done after at the end of program and makes an overall assessment of its effectiveness in relation to achieving the objectives and goals.
SUMMATIVE EVALUATION
2 Types of Evaluation
- Formative Evaluation
- Summative Evaluation
4 levels of Evaluation
- Casual, Everyday Evaluation
- Self-Checking Evaluation
- Extension Studies
- Scientific Research
- they are the ones we ordinarily make without much
consideration of the principles of evaluation in the decisions we make about simple
problems
Casual, Everyday Evaluation
- these include further checking on our observations. It
involves talking with others, writing to others for their judgement, sending out a
brief questionnaire , having one filled out at a meeting , and so on
Self-Checking Evaluation
