Capacity Building: Theoretical Design and Model

(SKN Agriculture University, Jobner - Jaipur)
Credit seminar
On
Capacity Building: Theoretical Design and Model
Seminar Incharge
Dr. K. C. Sharma
Head and Professor
Department of Extension Education
SKNCOA Jobner
Advisor
Dr. B. S. Badhala
Assistant Professor
SKNCOA Jobner
Speaker
Sunil K. Meena
Ph.D. Scholar
SKNCOA Jobner

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Capacity Building: Introduction
Capacity is the ability to fulfill a task or meet an objective
effectively. It refers to skills of staff and strength of specific
situation.
Capacity building is the process by which individual and
organizations obtains, improve and retain the skills and knowledge
needed to do their job competently.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Capacity Building: Methods
There are various methods of capacity building for the extension
personnel and the farmers. These are presented following Chikaire et al.
(2015)
1. Learning- by-doing:
2. Experiential Learning:
3. Mentoring:
4. Training:

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Capacity Building: Learning by-doing
it is important part of education to
develop capacity and insight. It is a good
way for people to learn. Individuals,
groups and some organizations can learn
by doing. Learning by doing or
experiential learning is at the heart of
capacity development.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Capacity Building: Experiential Learning
It is a very powerful method and
appropriate for people who work with
groups. Demonstration plots, study tours
and Framer Field School are useful
methods to transfer information and
technology to staff and farmers.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Capacity Building: Mentoring
Mentoring is an important method for
capacity building in extension. Mentors are senior
research and extension staff who are experienced
persons. They have more experience in relative
field. Mentoring involves passing on knowledge,
skill from experienced staff to newer extension
workers. Nowadays, mentoring is commonly used
for academic, job and personal development.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Capacity Building: Training
it is the most important method of
capacity building. Training is a process of
acquiring specific skills to perform a job
better in an organisation to the figment of
organizational goals. Training is imparted
for the development of skill and
competency whereas, education expands
the knowledge and mental horizon of the
learners.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training & Education: Concept, meaning, and relationship
Meaning of Education-
The English word “education” is derived from two
Latin words:
1. Educare : Means to train.
2. Educatum : Art of teaching
It throws light on the principles and
practice of teaching.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Education is the process of giving training and instruction to people
to develop their knowledge, abilities, skills, character and mental
powers.
The modern definition of education is the production of desirable
changes in human behavior- in knowledge (things known), attitudes
(things felt) and skills (things done), in all of them or in one or more of
them.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training:
Training has become an inseparable
part of HRD. It has become one of the
components, which enables any institution
to churn out its employees as the most
productive and most suitable ones.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training – Definitions
 Training is the art of increasing the knowledge and skill of an
employee for doing a particular job.
 Training is a learning process, which seeks a relatively permanent
change in behavior that occurs as a result of experience.
 Training is the process of aiding employees to gain effectiveness in
their present or future work through the development of appropriate
habits of thought, action, skills, knowledge and attitude (Milton Mall,
1980).

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Benefits of training:
Training will result in substantial benefits both for the people and the
organization. These are-
 Increased motivation and satisfaction
 Increased knowledge related to concerned subject matter.
 Development of attitude for change.
 Increased efficiency in work.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Benefits of training:
 Increased adoption of improved technologies.
 Increased farm production and productivity.
 Reduction in the cost of production and saving in money.
 Overall improvement in organizational productivity.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Components of Effective training
1. Sponsoring Agency
2. Training institution
3. Trainer
4. Trainee

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Difference between Education and Training:
.
BASIS FOR
COMPARISON
TRAINING EDUCATION
Meaning The process of inculcating
specific skills in a person is
Training.
Theoretical learning in the
Classroom or any institution
is education.
What is it? It is a method of skill
Development.
It is a typical form of
learning.
Based on Practical application Theoretical orientation
Perspective Narrow Wide

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Difference between Education and Training:
.
BASIS FOR
COMPARISON
TRAINING EDUCATION
Involves Job experience Classroom learning
Term
Comparatively
Short term long term
Objective To improve performance
And productivity.
To develop a sense of
reasoning and judgment
Teaches Specific task General concepts

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Need Assessment:
“Needs assessment is the systematic effort that we make to gather
opinions and ideas from a variety of sources on performance problems or
new systems and technologies.” Allison Rossett (1987)
Training needs refers to gap (problem) between ‘what is’ and ‘what
should be’ in terms of incumbents’ knowledge, skills, attitudes and
behaviour for a particular situation at one point in time or gap between
job requirement and job performance.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Need Assessment:
.
Desired
performance
Actual
performance
Need of
training

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Approaches in training need analysis:
Performance analysis: Deals with determination of performance
context of training.
Expected job/ role performance --- Actual job/ role performance = Gap/Need
 To know the effect of job/ role performance on performance of Extn.
organization.
 This will answer the question –what training will improve the job
performance of employee.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Task analysis:
Expected task performance --- Actual task performance = Gap/Need
 To know the effect of task performance on performance of Extn.
Organization.
 This will answer the question –what training will improve the task
performance of employee

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Competency study:
Popular, inexpensive and fast.
To find what are different qualities needed for an efficient VLW and
how to train them

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training needs survey:
 Identification of needs by survey method.
 Will answer the question what training will be needed on the
basis of opinions of employee.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER DATA COLLECTION METHODS TRAINING NEED
ASSESSMENT
A. Rational (Reasonable) methods: Logical way of determining the training
needs
1. Observation
2. Informal talks
3. Complaints
4. Comparison
5. Analysis of report
6. Opinion poll
7. Buzz session (Pulling suggestions expressed by different buzz group.
8. Analysis of new programme.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER DATA COLLECTION METHODS TRAINING NEED
ASSESSMENT
B. Empirical Methods:
1. Job analysis
2. Performance evaluation
3. Questionnaire method
4. Tests
5. Critical incidence technique
6. Card sort method (contents potential training needs)
7. SWOT analysis.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Process:
Training is the process where participants get training by the trainers
by stimulating the trainees. During the training, starting point becomes
the focus, at the end hoping with difference. The difference lies in what
people have learned that they have to apply in practice. That difference,
in terms of more effective behaviour, is the measurement of the efficacy
of training.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Process:
The training process involves three phases:
Pre training
• Preparatory phase
A.Training
• Implementation
A.Post training
• Follow up,
Adjustment Phase

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Process:
Phase I: Pre-training
The process starts with understanding the situation that calls for
effective behaviour. A key aspect of that situation is the job on which
improved performance is to be achieved. An operational description is
needed for the job. This would cover, besides technical requirements, the
kinds of personal contact the job calls upon the person to the job, such
as quick decisions and heavy responsibilities: any wide variations in the
quantity of work and the time required to complete it.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Process:
Phase II Training
The participant does not leave these questions behind when he or she
goes for training, whether for a session, an evening course or a
residential programme. These questions will be immediate, since the
participant is reminded of them by the daily reality of the work
situation, as the training starts, as new impressions emerge new subject
matter, new people, a new atmosphere.
Out of these impressions, participant then focusses attention on
useful, stimulating, engaging and in line with other.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Process:
Phase III Post training
With the end of training, the situation itself changes. The participant
goes back to work, to his colleagues and his family. He goes prepared
with some anticipation. The people at home also have more or less
definite expectations of him, changed or hardened while he was away.
When he actually arrives, at best there begins a process of adjustments
for everyone involved. For example, the newly learned skills undergo
modification to fit in with the work situation. The participant may find
his organization encouraging, helping him use his training and offering
him.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Model of Training:
There are several models for training processes, of which there are
three important models.
1. Simple model of training process
2. Elaborated model of training process
3. Spiral model of training process

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Model of Training: Simple Model
1. Simple Model of the Training Process:
More effective behaviour of people-on-the-job-in-the-organization is
the primary objective of the training process as well a whole. In the
simple training process, improvement is dependent variable and
participants and organizations independent variables. A model of
training in its simplest form is presented in fig 1

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Model of Training: Simple Model
Participant
Organization
Training
Improved Participant
Behaviour
Greater Orignational
effectiveness

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Model of Training:
Simple Model of the Training Process:
But training is actually a more complex process than figure 31
suggests. In the first place, the training system itself needs to be
included. It may be temporary system, such as an occasional program,
or a permanent institution, such as training department.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Model of Training:
Fig. . Elaborated Model of the Training Process
Participant
Organization
Training
Improved
Participant
Behaviour
Greater
Organizational
effectiveness
System
Feedback
Improved
Training
Improved
Organizational

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Model of Training:
Spiral Model:
The spiral model in the figure 3 shows the phases through which
participants pass as they learn, then return (with enhanced capabilities,
we hope) to their jobs. At various stages in the process the other two
partners contribute “inputs” to assist the participants. These inputs are
shown as arrows: arrows originating inside the spiral depict inputs of
the work organization; arrows originating outside the spiral , inputs of
the training institutions.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Model of Training:
Spiral Model:
The arrows are merely visual conveniences. The large spiral itself
comprises spiral feedback system. We will use this spiral model to
explicate the training process, further focusing turn on participants,
work organizations.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Model of Training:

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training for Extension Personnel
The training of extension personnel may be defined as a planned and
systematic effort to increase knowledge (K), improve skills (S), inculcate
appropriate attitudes (A), and develop other attributes (Os) in extension
personnel to enable them to better serve their clients - the farmers.
T=f(K,S,A,Os)

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training for Extension Personnel: knowledge
 Knowledge of Extension Methods
 Subject Matter Knowledge
 Knowledge of Clients' Problems and their Solutions
 Knowledge of Farms, Farm Families and Farm Systems
 Knowledge of Farm Economics, Inputs Supply and Marketing

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training for Extension Personnel: Skills
 Communication Skills
 Technological Skills
 Demonstration Skills
 Organizational Skills
 Training Skills
 Diagnostic Skills

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training for Extension Personnel: Attitude
 Attitude for Serving Clients
 Attitude for Acquiring Latest Knowledge and Technical Know-How.
 Attitude for Problem-solving
 Attitude for Field Work
 Attitude for Self-Development

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training for Extension Personnel: Other attributes (Os)
 Personality Traits
 Conduct
 Empathy
 Experience
 Self-Development

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Methods:
Training Method:
It refers to combination of instructional technologies which
are used in presenting contents of training to achieve learning
objectives at a shortest time possible and to make learning
process an interesting one.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Method:
Training methods:
 Described as ‘arteries’ and ‘veins’ of the training system.
 Training messages reach the trainees and trainers receive
concurrent feedback on training programme through training
methods.
 Appropriate training methods certainly enhance the training
effectiveness.
 Are the means for attainment of training objectives?
 An array of training methods is available suited to different
training objectives

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
DIFFERENT TRAINING METHODS:
Lecture: A formal verbal presentation of organised
information by a single speaker on a pre assigned
subject. Its serious handicap is that it is difficult to
sustain interest of audience due to its passive role as
mere listener. Can also organised in series.
Demonstration : Presentation illustrate task,
procedure or use of equipment.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Brain- storming : Group based
creativity technique design to
encourage lateral thinking around
problem. Helps in generating
many ideas to solve problem.
Group Discussion: Exchange of
ideas by two or more people
(small group) on a selected topic.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
 Seminar: a specialised study under the leadership
of an expert. The leader may give brief, opening
presentation and guide general discussion.
Generally reserved for advanced study and it
provide opportunity for in-depth study of an issue.
 Workshop : A gathering for providing practical
experience, widely used and has a mix of theory
and practice. The method provides flexibility and
emphasizes individual proficiency.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
 Symposium:( Ancient concept) An informal
discussion during and after dinner by a
group on a subject of mutual interest. It is
used for exploration of the topic, rather
than for problem solving or discussion of
highly controversial issues. A series of
speeches by experts on a subject
presented. No discussion among the
speakers is allowed.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
 Syndicate: A group of 6-8
participants with Chairman and
Secretary to work on its own on
an suggested problem. Its end
result is a report containing
recommendations for action.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
 Panel: .Provides in-depth informed opinion on
the single subject by experts usually
representing different field or disciplines.
Audience benefits by observing interaction
among panellists and questioning panellists.
 Buzz Session: A small group activity which is
required to consider an issue in 4-5 minutes,
come up with a result and report it to a larger
group of which it is a part.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Simulation (recreation) Methods
 Role playing: A simulation (recreation) in which participants enact
different roles to obtain insite in to a behaviour, problem or situation.
 In basket exercises
 Games
 Case study:

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
 Colloquy: it is a act of conversing. It is a
modified version of panel with 3-4 experts with
audience having greater participation by raising
issue and asking questions
 Round table: So named because experts sit
around table to discuss a subject. Strictly not a
training method

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
 Clinic : A meeting of a group of people with common
interest, it is established for the purpose of diagnosing,
analysing and seeking solutions to specific problems.
 Buzz- Session: A small group activity which is
required to consider an issue in 4-5 minutes, come up
with a result and report it to a large group of which it is
a part. Due to time constraint reporting to larger group
is oral.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
TRAINING EVALUATION:
Evaluation:
 A process of determination of the extent to which the desire objectives of the
training programme have been achieved or the amount of movement that has
been made in the desired direction.
 A process of determining the value or amount of success in achieving
predetermined objectives.
 An attempt to obtain information (feedback) on the effect of training programme.
 The measurement of programme against the predetermined goals.
 It is to be under taken before, during and after training.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
It involves analysing –
-The strengths and weakness of the programme.
- Reactions of participants and overall impact on behavioural change
and job performance of
the participants.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Steps in evaluation:
(1) Collection of relevant data at various phases
(2) Analysis of data to assess effectiveness of the training activity.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Criteria for effective evaluation:
 Clearly defined objectives
 Valued instruments of measurement
 Reliability (Trustworthiness)
 Objectivity (impartiality)
 Accurate evidence of change
 Practicability

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Importance of Training Evaluation
Importance of Training Evaluation
 Gathering Information
 Getting Concrete Answers
 Analyzing Training Efficiency

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
TYPES OF TRAINING EVALUATION
A. According to stages of Training Process:
1.Planning Evaluation: Consists 2 phases
 Assessment of training needs using different approaches.( covers
performance & task analysis, competency study, training needs
survey/ Skill gap analysis)
 Assessment of training methods and technology.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
2. Process Evaluation:
 Also known as formative evaluation pertains to implementation
stage.
 It is performed to detect defects in the procedural design of
training during implementation.
 This is done when training is running.
 Helps in solving problems arise during implementation of
programme.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
3. Terminal Evaluation: Also known as summative evaluation.
a) It is done at the end of the programme to determine effectiveness of training
activity.
b) It is performed to find out to what extent the objectives and desired benefits of
the programme have been achieved.
c) Strengths and weakness of programme as perceived by the participants are
analysed.
d) Results of terminal evaluation help in making future improvement in programme.
e) Through this evaluation gain in training are determined based on pre-post
training scores
f) What was taught and what was learned is evaluated

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
4. Impact evaluation: Helps in -
a) Assessing on-the- job- behaviour i.e. programmes impact on job
performance of trainees.
b) Assessing the benefits to the participants / organization as a result of
improved job Performance.
c) Assessing the problems in applying the skills learned in the real work
situation.
d) Helps in getting additional feedback on how appropriate this new behaviour
is in the work place.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
A.According to levels of training evaluation:
1. Reaction (level) Evaluation: Concerned with reaction of trainees to
different components of training programme like topics covered, training
methods and aids used, Physical facilities provided.
2. The learning (level) Evaluation: is concerned with gains to trainees in
respect of knowledge, skills, attitudes and other things as a result of
training programme.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
B. According to levels of training evaluation:
3. Job behaviour level- performance evaluation: Concerned with
evaluation of application of knowledge, skills, attitudes and other things
gained by trainee to their jobs.
4. Impact (level) Evaluation: concerned with overall effect of training on
farmers rural community served by the trainees in terms of productivity,
production and per capita income.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Steps of evaluation:
Formulate overall objectives.
Clarify the objectives and make them specific.
Identify indicators of the type of evidence that will indicate movement
towards objectives.
Develop techniques and measurements.
Consider and decide on the design of the evaluation.
Select samples and collect data.
Organise and analyze data and interpret results.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Characteristic of a good training:
 Start with a training needs assessment:
 Identify and communicate purpose, objectives, and outcome
 Relevant content:
 Active demonstration
 Opportunities for practice:
 Regular feedback during training:
 Post-training environment:

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization:
1. MANAGE
2. NAARM
3. EEI
4. IIPM
5. ISTD

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization: MANAGE
MANAGE: MANAGE was established in 1987, as the National Centre for Management of
Agricultural Extension at Hyderabad, by the Ministry of Agriculture & Farmers Welfare,
Government of India as an autonomous Institute, from which its acronym ‘MANAGE’ is
derived. In recognition of its importance and expansion of activities all over the country, its
status was elevated to that of a National Institute in 1992 and re-christened to its present
name i.e., National Institute of Agricultural Extension Management. MANAGE is the
Indian response to challenges of agricultural extension in a rapidly growing and diverse
agriculture sector.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization:
MANAGE: The policies of liberalization and globalization of the economy and the
level of agricultural technology becoming more sophisticated and complex, called
for major initiatives towards reorientation and modernization of the agricultural
extension system. Effective ways of managing the extension system needed to be
evolved and extension organizations enabled to transform the existing set up through
professional guidance and training of critical manpower. MANAGE is the response
to this imperative need.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization: MANAGE
Professional Services
MANAGE offers its services in the following five streams viz.,
 Management Training
 Consultancy
 Management Education
 Research
 Information Services

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization: NAARM
2. NAARM: The ICAR-National Academy of Agricultural Research Management (NAARM)
was established by the Indian Council of Agricultural Research in 1976 at Hyderabad. The
major mandate of the Academy is to build capacity in agricultural research, education and
extension education systems, and provide policy advocacy for the National Agricultural
Research and Education System (NARES). To fulfil these mandates, Academy organises
various capacity building programmes for researchers, academicians, extension personnel,
scholars, and other stakeholders in NARES. The Academy strives to enhance individual and
institutional capacity for innovation in NARES. Considering the strategic importance of
agricultural research in food security and economic growth of the country, leadership,
governance and innovation are emerging as prerequisite for the transformation of NARES into a
more pluralistic

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization: NAARM
Vision
A global knowledge institution enabling National Agricultural Research and Education System (NARES)
adapt to change through continuous innovation.
Mission
To enhance leadership, governance and innovation capacities of National Agricultural Research and
Education System (NARES) through capacity strengthening, education, research, consultancy, and
policy support.
Mandates
1. Enhance individual and institutional competencies in managing innovation through capacity
development, research and policy advocacy.
2. Serve as a think tank for National Agricultural Research and Education System and facilitate
strategic management of human capital.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization:EEI
3. EEI: Extension Education Institute (EEI) is a regional level institute with the main mandate of providing
capacity building to middle-level extension functionaries of the departments and organizations of agricultural
development, particularly in the discipline of Extension Education. The Department of Agriculture and
Cooperation (DAC), Ministry of Agriculture, Govt. of India has established four EEIs for four regions of the
country: EEI (Southern Region) at Hyderabad, Andhra Pradesh, EEI (Northern Region) at Nilokheri, Haryana,
EEI (Western Region) at Anand, Gujarat, and EEI (NE Region) at Jorhat, Assam. EEI (NE Region) was
established in 1987 at Assam Agricultural University (AAU), Jorhat to cater to the need of capacity building of
the extension functionaries of the NE states. It functions under the administrative control of Assam
Agricultural University (AAU), Jorhat on the basis of annual Memorandum of Understanding between DAC,
MoA, GOI, New Delhi and AAU, Jorhat. The DAC, MoA, GOI provides the fund for the institute under its
non-plan budget head. The operational area of EEI (NE Region) covers nine states which include, Arunachal
Pradesh, Assam, Manipur, Meghalaya, Mizoram, Nagaland, Sikkim, Tripura and West Bengal.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization: EEI
The vision of the Institute
Achieving excellence as a premier institute in facilitating capacity building of extension functionaries for
sustainable development of agriculture in NE states of India.
The mission of the Institute
 Developing competencies of extension personnel in providing professional extension service to the farming
community.
 Enhancing the effectiveness of extension systems in planning, implementation, monitoring and evaluation
of programmes and projects for sustainable agricultural development.
 Developing and improving approaches, methodologies, tools and techniques relating to training and
extension education.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization: IIPM:
4. IIPM:
GENESIS
Realizing the potentialities and needs of modernization of the plantation sector through management education and
training, Ministry of Commerce & Industry, Government of India constituted a core group in 1990 to set up a strategic
institution of management education in the plantation sector. Accordingly a blue-print for the Indian Institute of Plantation
Management, (IIPM) Bangalore was prepared. This blue-print envisaged the Institute as a centre of excellence, to act as a
think tank and an intellectual resource base for the plantation sector. It also envisaged the Institute as an exclusive sectoral
school of management based on a new model intensive institute-industry interaction. After the acceptance of the blueprint
by the Government, a steering committee of the Ministry of Commerce provided the initial thrust for setting up the
Institute. In November 1993, the Institute was registered as an autonomous educational institution of higher learning,
under the Karnataka Society Registration Act. It is jointly sponsored by the plantation sector and the Commodity Boards
viz. Coffee Board, Tea Board, Rubber Board, Spices Board and Plantation Associations, viz. UPASI and Indian Tea
Association (ITA).

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization: IIPM:
Vision
To be a globally renowned centre of excellence in plantation and associated agribusiness, imparting research
based management education, training and consultancy, contributing to business and society.
Mission
To develop globally competent and socially responsible leaders and techno-managers for plantation and
associated agribusiness sector
To impart quality teaching and learning with rigour and relevance and develop competent global professionals,
researchers and entrepreneurs
To undertake research, consultancy and training for sustainability of plantation and associated agribusiness
sector
To continuously develop and improve a state of-the-art academic, physical and research infrastructure

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization: ISTD
5. ISTD : The Indian Society for Training & Development (ISTD), established
in April 1970, is a national level professional & non-profit society registered
under the Societies Registration Act, 1860. It has a large membership of
individuals and institutions involved in the area of training and development of
Human Resource from Government, Public and Private Sector Organizations
& Enterprises; Educational and Training Institutions and other Professional
Bodies. The Society is affiliated to the International Federation of Training and
Development Organizations (IFTDO), Geneva and Asian Regional Training
and Development Organizations (ARTDO), Manila.

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER
Training Organization: ISTD
Key of Objective:
 ISTD seeks to bring together individuals from Government, industry, education and such
other institutions to evolve and develop improved and effective HRD/Training practices
tools and technologies. The objectives of the Society are to:
 Promote a better and more effective utilization of human resources through education,
training and development in all spheres of Govt., agriculture, industry, commerce,
education infrastructure, services & such other sectors;
 Provide leadership and promote study and application of professional principles and
practices in the field of training and development in order to assist management and
administrations to develop and maintain an effective organization;

Department
of
Extension
Education
SKN
AGRICULTURE
UNIVERSITY,JOBNER

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