Chapter 9

Question 1

is learning to change the performance of people doing jobs

Answer 1

Training

Question 2

is learning to change the performance of people doing jobs

Answer 2

Franco, 1991

Question 2

it is undertaken to improve the capabilities of people in their present
work and to prepare them for future task assignment.

Answer 2

Training

Question 3

There are three approaches to training

Answer 3

➢ Traditional approach
➢ Experiential approach
➢ Performance-based approach

Question 3

The training staff designs the objectives, contents, teaching techniques,
assignments, lesson plan, motivation, tests, and evaluation. Then focus in this
model is intervention by the training staff.

Answer 3

Traditional approach

Question 4

The trainer incorporates experiences where in the learner becomes active and
influences the training process.

Answer 4

Experiential Approach

Question 5

The goal are measured through attainment of a given level of proficiency
instead of passing grades of the trainings

Answer 5

Performance-based Approach

Question 6

Types of training

Answer 6

Preservice training
Degree level
Diploma level
Inservice training

Question 7

Is more academic in nature and is offered by formal institutions following definite
curricula and syllabuses for a certain duration to offer a formal degree or diploma.

Answer 7

Preservice Training

Question 8

Two types of preservice training

Answer 8

Degree level
Diploma level

Question 9

at least bachelor’s degree in agriculture or related field, which is usually
offered for four years by a university or agricultural college.

Answer 9

Degree level

Question 10

which is mostly offered by the schools of agriculture for a period of two to
three years.

Answer 10

Diploma level

Question 11

Is a process of staff development for the purpose of improving the performance of an
incumbent holding a position with assigned job responsibilities

Answer 11

Inservice Training

Question 12

Inservice Training broadly categorized into five different types

Answer 12

✓ Induction or Orientation Training
✓ Foundation Training
✓ On-the-job Training
✓ Refresher or maintenance Training
✓ Career Development Training

Question 13

is given immediately after employment to introduce the new
extension staff members to their position. It begins on the first day the new
employee is on the job.

Answer 13

Induction training

Question 14

Every staff member was trained in acquiring some professional knowledge about
various rules and regulations of the government, financial transactions,
administrative capability, communication skills, leadership ability, coordination and
cooperation among institutions and their linkage mechanism, report writing and
so on.

Answer 14

FOUNDATION TRAINING

Question 15

This training is offered to update and maintain the specialized subject matter
knowledge of the incumbents.

Answer 15

Maintenance or Refresher Training

Question 16

It deals with new information and new methods, as well as review of older
materials.

Answer 16

Maintenance or Refresher Training

Question 17

This training is generally problem or technology oriented and may include formal
presentations, informal discussion, and opportunities to try out new skills and
knowledge in the field

Answer 17

ON-THE-JOB TRAINING

Question 18

It is designed to upgrade the knowledge, skills, and ability of employees to help
them assume greater responsibility in higher positions.

Answer 18

CAREER OR DEVELOPMENT TRAINING

Question 19

The training is arranged departmentally for successful extension workers, at all
level, for their own continuing education and professional development.

Answer 19

CAREER OR DEVELOPMENT TRAINING

Question 20

During this stage, the composition of the
Training Management Team (TMT) is identified.

Answer 20

THE PRE-TRAINING OF PLANNING PHASE

Question 20

a summative evaluation
and follow- up activities are undertaken. A summative evaluation is conducted at
the end of the training by the management staff and participants.

Answer 20

THE POST-TRAINING PHASE

Question 21

The major purpose of evaluation is to review the present situation in
comparison with the situation at the initiation of the program in order to determine
the effectiveness and efficiency of the means used in the activities undertaken.

Answer 21

Function

Question 22

involves the collection of relevant and useful date while the
training program is being conducted

Answer 22

FORMATIVE EVALUATION

Question 22

these are more complicated to plan and carry out
than any of those already mentioned. They are broader in scope

Answer 22

Extension studies

Question 22

these include further checking on our observations. It
involves talking with others, writing to others for their judgement, sending out a
brief questionnaire , having one filled out at a meeting , and so on

Answer 22

Self-checking evaluation

Question 22

is done after at the end of program and makes an overall
assessment of its effectiveness in relation to achieving the objectives and goals.

Answer 22

SUMMATIVE EVALUATION

Question 22

they are the ones we ordinarily make without much
consideration of the principles of evaluation in the decisions we make about simple
problems

Answer 22

. Casual, everyday evaluation

Question 22

these involve more planning and application
of the principles of evaluation. They are more systematically done,
more carefully planned and usually require some technical help

Answer 22

Do it yourself evaluation

Question 23

measures status after activity has begun

Answer 23

Progress stage-

Question 23

involve very complex problems and techniques for
getting information from which conclusion can be drawn

Answer 23

Scientific research-

Question 23

measure situation before activity is begun

Answer 23

Benchmark

Question 24

this could be the base of comparison for new
action to broaden the understanding of the technician of the area or group with
which he is working.

Answer 24

. Establishing a new benchmark

Question 24

measures the situation to determine if final goals have been reached.

Answer 24

Final goal

Question 25

if the evaluation indicates that the
objectives or goals were not reached, then the question might arise as to which
was wrong, the means used or the expectations held by the technician
regarding the results of the means applied.

Answer 25

Determining the redirection of activities

Question 26

doubts create uncertainty , which is an
uncomfortable and unsettling feeling. Evaluation, because it points out actual
accomplishments and may give valid reasons for non- accomplishment, does
much to relieve the technician of this uncertainty

Answer 26

A feeling of security for the technician