Assignment on B.

ED/4/SC/406D

(COMMUNUNITY PARTICIPATION IN EDUCATION)

TOPIC: Capacity building of community through training: concept, types and

provisions for training

Submitted to: sir. Vanlalfana submitted by: Julie T. Liliparmawii

IASE, Aizawl 4th semester, B.Ed.

R/N-44, IASE
Q. Capacity building of community through training: concept, types and provisions for
training

Capacity building is a process that improves the ability of a person, group, organization,
or system to meet objectives or to perform better. Community capacity is the interaction of
human capital, organizational resources, and social capital existing within a given community
that can be leveraged to solve collective problems and improve or maintain the well-being of a
given community. The process of taking strategic action to build commitment resources and
skills in community settings is called community capacity building.

Capacity building exercise must have participatory approach thereby enhancing

effectiveness. Thus, the training design is embedded with the participation of all members to
give space for thinking and doing which arouse curiosity and provoke creativity. The goal of the
training is to plan and develop programs for communities that promote capacity building. These
practices allow to mobilize others in support of results that improve lives.

Definition: The UN (1996) defined Community capacity building as the process and means
through which national governments and local communities develop the necessary skills and
expertise to manage their environment and natural resources in a sustainable manner within
their daily activities.

Training: Dale S. Beach defines training as ‘the organized procedure by which people learn
knowledge and skill for a definite purpose’.

TYPES OF TRAINING

These are different types of training in which knowledge, skills and information are transferred
to the community for capacity building

1. General training sessions for the community:

General training sessions are led by implementing officers or more commonly, external
facilitators, mainly from local government departments. These training courses transfer
knowledge or skills directly to members of the community to assist them with their
development activities. The main courses are those in improved farming practices,
delivered to all interested farmers and delivered to respective group members.

2. Animator Training Courses:

Animator Training Courses are delivered by Implementing Officers or External who are
trained in how to effectively pass on what they have learned to their communities, through
conducting Village-Based Workshops. In Animator training the first part is focused on
community mobilization principles of vision, commitment and action. Second part focusing
on specialized content relating to their thematic area.

3. Informal Training Sessions:

Informal Training Sessions are arranged when some aspect of a training has not been fully
understood or to address specific issue that has arisen in the community.

4. Village-Based Workshops:

Village-Based Workshops (VBWs) are primarily led by Animators and delivered to the
members of their community at the village level. Animators conduct VBWs to mobilize their
communities and pass on the training they have received.

5. For Healthcare organizations:

Customized training programs and support are available for individuals and organizations in
the healthcare industry, including: emergency medical services, firefighters’ physicians,
medical students, mental health providers and others. Participants will learn how to
respond appropriately and refer to community resources.

6. Professional development training:

It is a key means of capacity building and improving standards in community education

context. It encompasses flexible delivery methods, teaching plans, mental health
awareness, assessment tasks.it can partner training center that provides public workshops,
technical assistance, and other resources to build competencies in people and
organizations. A sampling of learning opportunities may be included such as:

• Facilitative Leadership for Social Change

• Transforming Communities by Measuring What Matters Most
• Community-Building Curriculum
• Strategic Drivers for Comprehensive Community Change
• Strategic Planning: Cultivation & Organizational Development
• Social Media for Social Good

7. Formal Education:

Seeking master’s level training in community psychology and related fields in community
sociology, social work, urban and regional planning, public health and administration
provides excellent way to build a solid knowledge base organizational and community
capacity building.

8. Field Experience:
 Direct experience helps the capacity builder learn the intricacies of utilizing research for
organizational and community change. This helps one become aware of the assets, needs,
challenges of capacity building and planned change in organizational and community
contexts.

9. Training for schools &colleges/universities:

Training is conducted for the students and staff of school districts, colleges, universities to
help them understand the importance of developing healthy relationships.

10. Career Development Programs:

A career development program is a process developed to help people manage their career,
learn new things and take steps to improve personally and professionally.

PROVISIONS OF TRAINING

Step 1. identification of training need and analysis:

The aim of the first step is to start a dialogue in view of building partnership between the
stakeholders, different development partners. it is important to identify existing community
assets and capacities as well as the wider issue of what kinds of problems need to be
addressed. Facilitating a process which identifies the following assets is essential:

• Talents and skills of residents

• Existing associations and networks e.g., mother’s clubs, scouts
• Institutions
• Physical assets including land, buildings, equipment

Step 2. defining training objectives:

A training and development programme must clearly lay down its objectives. After determining
what type of training should occur learning objectives should be set. A learning objective is
what the learner is expected to do, explain, or demonstrate at the end of the training period.

Step 3. selection and designing of training program:

Training will be more effective and Successful if the following basic factors are considered While
designing the programme.

• Level of participants: The level of participants assessed through some pretests.

 • Training period: The duration of training varies with the skill to be Acquired, the
complexity, a trainee’s Aptitude and ability to understand, the training Media used.
• Content of the programme: The four content areas of information Acquisition of skills,
attitudinal change, decision-making and problem-solving skills should be incorporated.
• Effective training methodology: The appropriate training methodology is decided on
Various factors like the nature of the topic, time, Receptivity level of participants and
availability of Resource.
• Evaluation system: Designing an evaluation system well in advance helps trainers to
consolidate their efforts in the right direction for its effectiveness.

Step 4. selection and developing training methods and techniques:

• Varied to suit input of knowledge, skills and attitude

• Maintain interest and involvement of the people
• Suitable time, cost and training facilities

step 5. implementation of training program: refers to putting the training plan into action.
There should be proper environment created which is conducive to learning. For most
sustainable long-term results implementation should be managed through national system as
this can help strengthen essential capacities such as project management and procurement.

Step 6. Evaluation and feedback: Training evaluation is done to check whether the goals and
objectives of the training have been achieved or not. From the evaluation of training
programmes, a feedback Report is prepared and communicated to participants so that they
may benefit from the results of the evaluation.

Capacity building is thus a continuous process and it must be periodically repeated to

sustain the inputs and skills developed. It should not only focus on sharing information, rather it
is a process of exploration, discovery and growth. It should privilege the role of ordinary
communities themselves in identifying and organizing to meet their needs. Through this
approach to social change, ordinary people and particularly the most powerless and deprived
should be offered the real basis for their empowerment. Sharing knowledge and best practices
through training will help in striving building capacities for community development.

REFERENCES:

1. https://www.unicef.org/media/103896/file/Communities-Care-Part-4-Facilitating-
Community-Discussions-Training-Facilitators-Manual-2021.pdf
2. https://www.researchgate.net/publication/263464853_Community_Capacity_Building
3. https://link.springer.com/chapter/10.1057/9780230298057_4
4. Designing a training program-Human resource management
5. Human resource management and training-UNECE
6. NRLM Hand book on community capacity building