TRAINING and

PROFESSIONAL
DEVELOPMENT
FINALS
TRAINING
Training is the process of acquiring specific skills to perform a better (Jucious
1963)

It helps people to become qualified and proficient in doing their jobs (Dahama
1979)

Process of teaching, informing, or educating people so that (1) they may

become as well qualified as possible to do their jobs and (2) they become
qualified to perform in positions of greater difficulty and responsibility (Van
Dersal 1962)
TRAINING vs EDUCATION
Training is concerned with those activities which are designed to improve human
performance on the jobs that employees are presently doing.

Education is concerned with increasing general knowledge and understanding of

the total environment. Education is the development of human mind and it
increases the powers of observation, analysis, integration, understanding, decision
making and adjustment to new situation (Flippo 1961)
PRE-SERVICE and IN-SERVICE
TRAINING
Pre-Service Training is a process through which individuals are prepared to
enter a certain kind of professional job such as agriculture, medicine, engineering,
etc. In general, two types of pre-service trainings are available for agricultural
candidates:

a) Degree Level offered by the University/Colleges

b) Diploma level (2 or 3 years) offered by schools or institutes of
agriculture.
PRE-SERVICE and IN-SERVICE
TRAINING
In-Service Training is a process of staff development for the purpose of
improving the performance of an official holding a position with assigned job
responsibilities. In-service training is a problem-centered, learner-oriented and
time bound series of activities which provide the opportunity to develop a sense
of purpose, broaden perception of the trainees, and increases capacity to gain
knowledge and mastery of techniques.
CATEGORIES OF IN-SERVICE
TRAINING
1. Introduction or Orientation Training
2. Foundation Training
3. On the Job Training
4. Refresher or Maintenance Training
5. Career Development Training
CATEGORIES OF IN-SERVICE
TRAINING
INDUCTION OR ORIENTATION TRAINING
Given immediately after employment to introduce the new extension staff
to their positions. The aim of this training is that the new employee should know
its organization and his other staff members.
CATEGORIES OF IN-SERVICE
TRAINING
FOUNDATION TRAINING
Beside technical competences , every staff member needs some
professional knowledge about various rules and regulations of the government,
etc. Foundation training is made available to employees to strengthen the
foundation of their service career. It is usually imparted in the early years of
service.
CATEGORIES OF IN-SERVICE
TRAINING
ON THE JOB TRAINING
This ad-hoc or regularly scheduled training is imparted by the seniors to
their subordinates. The training is generally problem or technology oriented and
may include formal presentation, informal discussions and opportunity to try new
skills and knowledge in the field.
CATEGORIES OF IN-SERVICE
TRAINING
MAINTENANCE OR REFRESHER TRAINING
This training is offered to the trainees to update and maintain their
knowledge of specialized subject matter
CATEGORIES OF IN-SERVICE
TRAINING
CAREER OR DEVELOPMENT TRAINING
This type of in-service training is designed to upgrade the knowledge,
skills and ability of employees to help them assume greater responsibility in
higher positions.
PHASES OF TRAINING
1. Training Need Identification
2. Curriculum Development
PHASES OF TRAINING
Training Need Identification/Assessment
TNI/TNA is a gap between what is and what should be in terms of
trainees’ knowledge, skills, attitudes and behavior for a particular situation.
Organizational analysis, individual analysis and group analysis are some
procedures for identification of training needs. Techniques includes performance
appraisal, interviews, questioners, test, analysis of behavior, etc.
PHASES OF TRAINING
Curriculum Development
This is the most important part in the training program after a need fro
training has been identified. The curriculum specifies what will be taught and
how it will be taught.
After identifying the needs, training need analysis is carried out. Training
need analysis is divided into three analytical process:
PHASES OF TRAINING
JOB ANALYSIS
Involves the task identification of a particular job
TASK ANALYSIS

KNOWLEDGE AND SKILL GAP ANALYSIS

The process of determining the training needs of an individual employee
in relation to the important task, steps or components of tasks identified training
Selecting training method
Training method is a strategy or tactic that a trainer uses to delivers the
content so that the trainees achieve the objectives. Selecting an appropriate method
of training is the most important step in training activity.
TRAINING METHODS SELECTING CRITERIA
1. Allow active participation of the learners
2. Help the learners transfer learning experiences from training to the job
situation
3. Provide the learners with knowledge of results about their attempts to
improve
Selecting training method
4. Provide some means for the learners to be reinforced for the appropriate
behavior
5. Provide the learners with an opportunity to practice to repeat when
needed
6. Motivate the learners to improve their own performance
7. Help learners to increase their willingness to change
TRAINING METHODS
1. Instructor’s Presentation
2. Group Discussion
3. Demonstration
4. Assigned Heading
5. Exercise
6. Case Study
7. Role Play
8. Field Visit and Study Tour
TRAINING METHODS
Instructor’s Presentation
The trainer orally presents new information to the trainees, usually
through a lecture. Instructor's presentation may include class room lectures,
seminar, workshop, etc.
Group Discussion
The trainer leads the trainees in discussing a topic
Demonstration
The trainer shows the correct steps for completing a task or shows an
example of a correctly completed task
TRAINING METHODS
Assigned Heading
The trainer assigned problems to be solved either on paper or in real
situations related to the topic of the training activity
Exercise
The trainer assigns problems to be solved either on paper or in real
situations related to the topic of the training activity
Case Study
The trainer gives the trainee information about a situation and directs them
to come to a decision or solve a problem concerning the situation
TRAINING METHODS
Role Play
Trainees act out a real life situation in an instructional setting

Field Visit and Study Tour

Trainees are given the opportunity to observe and interact with the
problem being solved or skill being learned