Training – Concept

• Training is a planned process of developing knowledge, skills, attitudes, and behavior required by an individual to effectively perform a specific job or role.
• It is a systematic activity that bridges the gap between the present competency and the desired competency.
• It focuses not only on improving job performance but also on personal growth, conduct, and self-development.

Training = Knowledge + Skill + Attitude + Conduct + Empathy + Personality + Experience

Types of Training; Training can be classified on different bases:

1. Based on Structure

a) Structured Training

• • Meaning: Training is planned, systematic, and follows a fixed syllabus, curriculum, and duration.
  • Example: B.Sc. (Ag.), MBBS, Engineering, or ARS Foundation training at NAARM.
  • Importance: Ensures standardization of knowledge and skill development.

b) Semi-Structured Training

• • Meaning: Training where curriculum is flexible and modified as per the needs of trainees.
  • Example: Short-term training programs for extension workers where modules are adjusted according to regional farming needs.
  • Importance: Addresses the specific requirements of learners and changing situations.

c) Unstructured Training

• • Meaning: Training where learners and trainers jointly decide the schedule, activities, and methods.
  • Example: Farmers’ field schools (FFS), participatory rural appraisal (PRA) exercises.
  • Importance: Encourages participatory learning and problem-solving capacity.

2. Based on Stage of Career

a) Pre-Service Training

• • Meaning: Training before entering the profession. Structured with curriculum and examinations.
  • Example: Degrees, diplomas (B.Sc. Agri, MBBS, Engineering).
  • Purpose: Prepares an individual to enter a specialized career.

b) In-Service Training

• • Meaning: Training for people who are already employed to improve job performance.
  • Example: Training of Agriculture Extension Officers by SAMETI/ICAR institutes.
  • Purpose: Skill upgradation and improved service delivery.

c) Orientation Training

• • Meaning: Introductory training for new employees to familiarize them with their role, rules, and environment.
  • Example: Orientation program for newly recruited KVK staff.
  • Purpose: Helps in early adjustment to workplace.

d) Foundation Training

• • Meaning: Training provided at the beginning of service life. Broader than orientation, with focus on values, ethics, and general competencies.
  • Example: Foundation course for IAS probationers.
  • Purpose: Builds basic competencies and service culture.

e) Induction Training

• • Meaning: Training immediately after employment and before field posting.
  • Example: NAARM training for newly recruited ARS (since 1973).
  • Purpose: Introduces new employees to organizational goals, work systems, and expectations.

f) Maintenance Training

• • Meaning: Training to update knowledge and maintain subject-matter expertise.
  • Example: Training and Visit (T&V) System (1974) to refresh extension workers.
  • Purpose: Prevents skill obsolescence.

g) Re-Training

• • Meaning: Training to prepare employees for new assignments/duties.
  • Example: An extension worker retrained for a new scheme like PM-Fasal Bima Yojana.
  • Purpose: Supports career mobility and adaptability.

h) Overseas Training

• • Meaning: Training abroad to acquire expertise not available domestically.
  • Example: Indian scientists going abroad for training in biotechnology, precision agriculture, or AI in farming.
  • Purpose: Global exposure and advanced expertise.

i) On-the-job Training (OJT)

• • Meaning: Training provided at the workplace, usually by a superior.
  • Example: Block Agriculture Officer guiding new extension workers during farmer visits.
  • Purpose: Practical, cost-effective, and real-time learning.

j) Peripatetic Training

• • Meaning: Training conducted at farmers’ own fields in real farm situations.
  • Example: Demonstrations of IPM (Integrated Pest Management) or SRI (System of Rice Intensification) at farmers’ fields.
  • Purpose: Context-specific, experiential learning directly relevant to farmers.

3. On the Basis of Duration

(a) Short-term Training

• Duration: Few days to weeks.
• Purpose: Fulfill immediate skill requirements or short-term needs.
• Example: A 7-day training program for farmers on organic farming methods.

(b) Long-term Training

• Duration: Months to years.
• Purpose: Focus on career development, personality growth, and deep learning.
• Example: One-year diploma in farm management or a leadership development program.

Training Process (Phases by Lynton & Pareek – Spiral Model)

1. Pre-Training Phase (Preparatory Phase)

• Planning of training programme.
• Assessing training needs.
• Deciding course content, objectives, and method.

2. Training Phase (Implementation Phase)

• Conducting actual training sessions.
• Using different methods (lectures, case studies, role-play, field visits).
• Facilitating knowledge, skill, and attitude change.

3. Post-Training Phase (Follow-up & Adjustment Phase)

• Measuring training impact (evaluation).
• Follow-up with participants.
• Report preparation and feedback for improvement.

Steps in Training (General Model – 5 Steps)

1. Training Need Assessment – identifying performance gap.
2. Training Programme Development – designing content and methods.
3. Training Programme Implementation – execution of training.
4. Training Evaluation – measuring effectiveness and impact.
5. Training Follow-up – adjustment, support, and reinforcement.

Key Exam Points:

• Spiral Model of Training – Lynton & Pareek (2015, SRF exam).
• Most emphasized behavior dimension in training = Attitude (ARS NET 2015).
• Behaviour domains in training = Affective & Cognitive (SRF 2019).
• Learning curve in training = S-shape.