Training and extension

1. New Dimensions of
Training
By
Dr. P.N. Mathur

2. Learning Organization
Empowers its people
Continuously improves itself and
its people
Is responsive to the needs of the
beneficiaries
Supports full development of each
person within the organization
Creates a learning culture

3. The Skill Gap
Need for skills to deal with new
situations and demands
Gap between educational
curriculum, knowledge and skills
to do the job
Training is most cost-effective
way of creating and maintaining a
learning organization

4. Training enables learning in:
Knowledge and how to apply it
(Problem solving)
Skills learning (Hands-on
experience)
Values and attitudes (Most
demanding)

5. Individual learning cycle
•Individual Values
•Motivation
•Belief
•Knowledge &
skills
Present state Desired state
Comparison of
what you have with
what you want
Need for
change
Test New
ideas /
skills
Generalize
Information
gathering
Concrete
experience
Recursive
If
evidence
is met,
then

6. Designing for learning-1
• Training design keeps trainees in
a good learning state
• Touch trainees at four levels:
 Physical
 Emotional
 Intellectual
 Spiritual

7. Designing for learning-2
• Equal partnership between
trainers and trainees
 Both learn from each other
 Trainees are not empty vessels
 Every one is responsible for own
learning
• Beliefs will influence learning
• Make training fun

8. Training for S-J-O
• Training for self development
• Training for performing the job
given
• Training for the development and
progress of the organization
A happy combination of the three
is desirable
What will happen if there is an
imbalance?

9. Trainer or Facilitator?
• In modern training parlance, so
called trainer is only a facilitator
• He/she provides hands-on
experiences to the trainees
• How these experiences are
provided?
• Can ELC help?