Management of Training for Extension

Objectives

After reading the chapter, you should be able to:

1. define training and identify the training types and purposes

2. discuss the training program development process and the activities in each stage
3. enumerate and explain the components of a training proposal
4. articulate the tips in the management of training for extension
5. prepare a simple training design/proposal

Introduction

Training is a strategy of extension which is commonly used by government and non-

government organizations, local government units and peoples organizations in order to develop
human resources. It is a non-formal type of education found useful in areas with identified
training needs of people. Hence, this topic is included as guide for extension workers and people
involved in development work.

Definition of Training

Training is learning to change the performance of people doing jobs (Franco, 1991). It is
undertaken to improve the capability of people in their present work and to prepare them for
future task assignmetnts.

In agriculture, if the problem of low production is caused by inadequate knowledge and

skills on cultural management of rice production then there is a need to enhance the knowledge
and skills of farmers via training to improve rice productivity. Also, if there are new projects in
the barangay and the leader to be assigned lacks the experience, knowledge and skills, then he
can be sent for training in order to prepare himfor the new involvement.

Classification of Training and Purposes

The training programs may be classified according to purpose, types of trainees, subject
matter and level and scope of training. Although, there are several classifications, all types have
may have almost the same general purposes of developing knowledge, skills, attitudes, and
tecchniques. Training programs may be divided into three phases or stages and basically have
the same basic design elements.
The classification of trainings are as follows:

1. According to scope or sector

a. international
b. national
c. regional
d. local

2. According to level of management of participants

a. top management
b. middle level management
c. low-level management

3. According to purpose
a. orientation training
b. skills training
c. basic training
d. in-service training

4. According to subject matter or discipline

a. crop production training
b. management training
c. training on research methodologies
d. marketing training

5. According to group of participants-trainees

a. producers
b. technicians
c. specialists
d. researchers
e. managers
f. youths
g. students

6. Other classifications
a. pre-entry training
b. in-service training
c. project-related training
d. self-development training

General Purposes of Training

In general, training programs are designed so that the participants will:

a. Acquire knowledge from the learning process

b. Develop skills or their ability to do the work
 c. Sharpen their techniques which usually involves the application in the situation of both
knowledge and skills
d. Develop/change their attitudes towards their work and work organization
e. Gain experience as a result and techniques over a period of time and often in a number of
different situations.

The Training Program Development Process

The training program development process may be divided into three phases or stages,
namely: I. Pre-training or Planning Phase; II. Implementation Phase; III. Post-training Phase.

1. The Pre-training or Planning Phase

During this stage, the composition of the training Management Team (TMT) is
identified. The expertise and experience of the potential members are considered
for effective conduct of training.

The activities in the planning phase are:

1. Organizational Study
2. Assessment of training needs
3. Formulating training objectives
4. Determining the course content and methodology of the training p[rogram
5. Scheduling of training activities
6. Preparing and reproducing training materials
7. Monitoring and evaluation
8. Estimating the budget

2. The Training Implementation Phase

The activities usually done in the implementation stage are:

1. Actual conduct or delivery of the training

2. Application of appropriate training methods
3. Utilization of training materials and media
4. Establishing training-learning situations between the resource persons and
participants and training management team.

3. The Post-Training Phase

At the post-training phase, a summative evaluation and follow-up activities are

undertaken.
 A summative evaluation is conducted at the end of the training by the management staff
and participants. It aims to determine the following:

1. Attainment of the training objectives

2. The relevance, usefulness, and importance of the topics to the participants
3. The appropriateness of the methods
4. The performance of the participants, resource persons and training management staff
5. Comparison of actual outputs and desired outputs

Results of the evaluation serve as guides or bases for subsequent training activities.

A follow-up of the trainees should be undertaken to see what changes in job

behavior took place as a results of the program. The tangible results of the training
program in terms of job performance are determined.

Components of and Tips in Training Proposal Preparation

Components/Tips Example

I. Identifying Information

Title : Training on Nursery and

Orchard Management

Proponent : Teodora T. Battad, Ph.D.

Director for Training
Training Office, Research,
Extension and Training
Science City of Munoz,
Nueva Ecija, Philippines

Collaborating Organizing : Philippines Association of

Agriculturist, Inc. College of
Agriculture, Central Luzon
State University

Venue : Central Luzon State

University RET
Amphitheater CLSU Projects
(On site)
Duration/Batches : 10 days per batch (6
batches)

Implementing Agency : Training Office, RET-CLSU

Participants : 25 farmers and youths