The effectiveness of extension training in the governorates of the northern region of Iraq for the period (2017-2022)

Introduction

Human development constitutes a fundamental focus for full growth in developing and developed countries [1] . Human development represents one of the necessary pillars of development, as it is a continuous, dynamic process that aims to improve the living conditions of communities, especially rural ones [2] . Scientific and technological progress is the real gateway to development, as it is the path Optimum for building the future of nations, and this depends on employing the expertise of its people and investing their energies and human capabilities in an optimal way with the aim of finding effective solutions to the challenges that hinder the paths of development [3] . The agricultural sector is also defined as including the production, processing, promotion and distribution of agricultural products. This sector is of crucial importanceThe economies of developing countries, as it is the backbone of their economic systems, and training is defined as a systematic process that aims to bring about a positive change in individuals' knowledge, skills, and abilities [4] . Training is also a strategic investment to enhance the future performance of the workforce by expanding its capabilities to achieve higher levels of productivity Training is considered a vital element in all sectors, and is doubly important in the Iraqi agricultural sector due to the great challenges this sector faces. Therefore, developing comprehensive training programs for workers in the agricultural field, whether they are government employees, farmers, or rural leaders, represents a top priority [6] . Effectiveness centered Training is about evaluating the extent to which the training program improves the skills, knowledge, and behaviors of trainees within the organization. This evaluation includes three basic stages: the pre-training stage, the training stage, and the post-training stage [7] . Effectiveness also reflects the efficiency of utilizing resources to achieve the organization's goals, and is affected by multiple personal and organizational factors. Despite the strategic importance of training, the absence of accurate evaluation of results weakens its effectiveness. It is not possible to judge the feasibility of training programs or improve their mechanisms without an objective evaluation system based on clear scientific standards and principles [8] . The effectiveness of training is measured by the extent to which trainees benefit from the acquired experiences, and by comparing Program outcomes with costs and resources invested. Raising and improving the level of performance of agricultural extension workers depends on what they have learned in training courses, specialized technical knowledge, skills, and attitudes in their field work with farmers, as training courses are among the most important activities of agricultural extension centers to improve their professional levels. And achieving development [9] . In this context, agricultural extension relies heavily on research centers as a source of information and modern agricultural innovations that change from time to time. In light of this result, there is a need to evaluate and follow up on these changes systematically, and agricultural extension workers need www.extensionjournal.com continuous training to keep pace with the changes. And developments taking place around the world. Accordingly, agricultural extension workers should have the largest share of training programs for the purpose of increasing organizational effectiveness in agricultural extension in its various parts [10] . The results of scientific studies and research have shown that there is a time gap between the discovery of new ideas and their practical application, which indicates the presence of obstacles It prevents the spread and adoption of new technologies, which necessitates shortening the distance between the emergence of new ideas, their integration into guiding practices, and their use in solving problems. These factors highlighted the importance of training as an effective means of developing workers in the agricultural sector. Training can help farmers adopt Modern agricultural innovations are optimized, used efficiently, and then implemented agricultural development plans [11] . Hence the importance of training agricultural extension workers to enable them to play the role of mediator between scientific research centers and rural communities that benefit from agricultural extension services. This training aims to develop capabilities Knowledge of members of the rural community, and enhancing their professional expertise, although the training programs for agricultural extension workers mainly aim to bring about behavioral changes, which is what the Agricultural Extension Organization seeks to achieve. Given the size of the annual financial investments allocated to training, which represents an essential element of the input of these extension organizations, evaluating the return and effectiveness of these programs remains extremely important, and this requires a careful analysis of the impact of training spending on the extension organizations' performance, productivity, and ability for continuous development.

Research objectives

This research aimed to estimate the effectiveness of extension training in the governorates of the northern region of Iraq through the following sub-objectives:

Research population and sample: Research population and Sample

The research included all (582) employees in agricultural extension in Nineveh and Kirkuk governorates (317) in Nineveh governorate and (265) in Kirkuk governorate. To determine the appropriate sample size, a 47% random sample was drawn using a size of (274) respondents.

Data collection tool: Data Collection Instrument

The data collection tool is the means used to collect data from field reality. It is of a high degree of proficiency and of great importance in social research with the aim of studying the phenomenon in all its aspects (Al-Khawaja, 2010: 231), and the questionnaire: Questionnaire is a tool for collecting data from the respondents and it is the most common data collection tool. In use, it helps to bring information about knowledge, positions, opinions, and facts (Francisco & Baggett, 2003: 532). Choosing the best means to obtain the required information is a matter that requires mastery. (Al-Agha and Al-Ustad, 2004, 103) The questionnaire is one of the tools of social research that helps ensure the objectivity of the data to a large extent. It is a simple tool that can be used easily and in a way that saves time for the researcher.

The researcher (Al-Khawaja, 3010: 369), and the questionnaire is a set of various questions and inquiries that the researcher directs to the sample individuals (respondents), which are linked to each other in a way that achieves the goals that the researcher seeks.

Results and Discussion

The first objective: The level of effectiveness of extension training in the governorates of the northern region of Iraq for the period (2017-2022) from the point of view of trainees (411-538)

The level of effectiveness of extension training in the governorates of the northern region of Iraq for the period www.extensionjournal.com (2017-2022) was measured from the trainees' point of view using a five-level sliding scale (excellent, very good, good, acceptable, poor). I give the symbolic values (1, 2, 3, 4, 5) respectively. Thus, the theoretical range of the scale reached (124 -620) degrees, according to the scale mentioned in the third chapter, and the results of the statistical analysis of the actual data, as shown in Table (1). It is clear from Table (2) that the lowest score obtained by the respondents was (47) and the highest score was 73, with an average of (61.22) and a standard deviation of (5.06).

The range law was used to divide the respondents into three categories, and it appeared that the highest percentage (54.7%) of the respondents fell within the medium effectiveness category, with an average effectiveness of (60.09), while The percentage of respondents in the high effectiveness category was (32.9%), with an average effectiveness of (67.46), while the percentage of respondents in the low effectiveness category was (12.4%), with an average effectiveness of (53.19). The reasons that led to more than half of the respondents being in the average category may be that the training objectives may not be appropriate to the content. The training program and the extent of its agreement with the characteristics of the respondents and with the academic qualifications and its consistency with what the respondents want and their need for training in accordance with the set objectives, while the high percentage of the respondents' answers may indicate that the objectives are consistent with the real environment and that they are actually amenable to practical application and are consistent with their experiences Their academic qualifications, as well as their compatibility with the scientific and technological progress witnessed by the scientific movement.

The second area: selecting trainees

The level of effectiveness of extension training in the field of selecting trainees was measured using a five-level sliding www.extensionjournal.com scale, thus the theoretical range reached (14-70) degrees, and the results of the statistical analysis of the actual data are as follows: Shown in Table (3). It is clear from Table (3) that the lowest score obtained by the respondents was (36) and the highest score was 67 with an average of (52.62) and a standard deviation of (5.65).

The range law was used to divide the respondents into three categories, and it appeared that the highest percentage (56.6%) of the respondents fell within the medium effectiveness category with an average effectiveness of 51.28 degrees. When the percentage of respondents in the high effectiveness category reached (32.5%), with an average effectiveness score of (58.57), while the percentage of respondents in the low category for selecting trainees was low (10.9%) with an average effectiveness score of (41.47), the reasons that led to more than half of the respondents being in the medium effectiveness category may be that the selection The trainees may not meet their needs for the training process, or it may not meet their desires and ambitions that they seek to achieve, or not taking into account the annual evaluation of the selection of trainees, in addition to the presence of factors that may have an impact on the trainees and the extent of their interest in the training process, namely the extent of desire and interest in the training program.

The third area: training methods:

The level of effectiveness of extension training in the field of training methods was measured using a five-level sliding scale, thus the theoretical range of the scale reached (14-70) degrees, and the results of the statistical analysis of the actual data are as shown in Table (4). It is clear from Table (4) that the lowest score obtained by the respondents was (39) and the highest score was (63) with an average of (51.37) and a standard deviation of (4.50). The range law was used to divide the respondents into three categories, and it appeared that the highest percentage (63.2%) of the respondents fell within the medium effectiveness category with an average effectiveness of 50.88, while The percentage of respondents in the high effectiveness category was (23.7%), with an average effectiveness of (57.0), while the percentage of respondents in the low effectiveness category was (13.1%), with an average effectiveness of (42.61). The reasons that led may be the suitability of the training methods with the content of the training program, the number of trainees, their levels and practical qualifications, as well as Its suitability with the training duration of the training programs, or it may be due to other reasons, the most important of which is the trainees' lack of understanding of the training methods, or that it is repeatedly presented in successive training processes, and this reflects negatively on the extent of the respondents' interest in the training method.

Fourth area: Training methods

The level of effectiveness of extension training in the field of training methods was measured using a five-level sliding scale, thus the theoretical range of the scale reached (12-60) degrees, and the statistical analysis of the actual data is as shown in Table (5). It is clear from Table (5) that the lowest score obtained by the respondents was (30) and the highest score was (58) with an average of (48.14) and a standard deviation of (5.68). The range law was used to divide the respondents into three categories, and it appeared that the highest percentage (47.8%) of the respondents fell within the high effectiveness category with an average effectiveness of (51.03), while The percentage of respondents in the medium effectiveness category was (44.2%), with an average effectiveness (42.88), while the percentage of respondents in the low category for selecting trainees was low (8%) with an average effectiveness (35.0). The reasons that led to this may be due to the modernity of the training methods and their suitability to the content of the training material, as well as the extent to whichIt is suitable for the number of trainees, and the training methods may not be attractive and attract the attention of the trainees, and are not appropriate with the level of knowledge and information of the trainees, or they may be old and worn out, and this is reflected in the lack of understanding them and the understanding of the educational material through its presentation through the educational means.

Fifth area: training content

The level of effectiveness of extension training in the field of training content was measured using a five-level sliding scale. The theoretical range of the scale was (16-80) degrees, and the statistical analysis of the actual data was as shown in Table (6). It is clear from Table (6) that the lowest score obtained by the respondents was ( 45) and the highest score was (65), with an average of (61.22) and a standard deviation of (6.20). The range law was used to divide the respondents into three categories, and it appeared that the highest percentage (54.7%) of the respondents fell within the medium effectiveness category, with an average effectiveness score of (59.41), while the percentage of respondents in the high effectiveness category was (30.7%), with an average effectiveness of (68.80). degree, while reaching The percentage of respondents in the low category in the field of training content (14.6%) with an average effectiveness (52.16). The reasons that led to this may be due to the suitability of the training content to the duration of the course, and the training content may not meet the individual differences of the trainees and meet their training needs, or the lack of involvement of the trainees in developing the training content. For the course, this is reflected in the extent of the trainees' interest in understanding and assimilating the information and skills within the content of the training program, as well as the extent of the importance of the training program information for the trainees and Daraa in improving the level of trainees' performance.

Sixth area: training environment

The level of effectiveness of extension training in the field of training content was measured using a five-level sliding scale, the theoretical range of the scale (18-90) degrees, and statistical analysis of the actual data as shown in Table (7). It is clear from Table (7) that the lowest score obtained by the respondents was (53) and the highest score was (84) with an average of (68.81) and a standard deviation of (6.44). The range law was used to divide the respondents into three categories, and it appeared that the highest percentage (63.1%) of the respondents fell within the medium effectiveness category with an average effectiveness score of (68.17). When the percentage of respondents in the high effectiveness category reached (19.7%), with an average effectiveness score of (78.54), while the percentage of respondents in the low category for selecting trainees was low (17.2%) with an average effectiveness score of (60.02), the reasons that led to this may lie in the availability of a healthy climate and an appropriate educational environment in terms of adaptation. Suitable according to the seasons of the year, providing the appropriate place for the trainees, and suiting the appropriate timings. All of these factors are important for the success of the training process, and the extent of missing them or some of them negatively affects the course of the training process. The promise of the training program achieving its goals that it was designed to achieve, and this is reflected in the final result of the group. The trainees, as well as the importance of providing the basic requirements for the trainees during the break period, such as food, water, etc., and that the absence of some elements of the training environment leads to adverse results and causes dissatisfaction of the trainees, and may be the reason for the result, because more than half of the respondents in the middle category expressed their opinion about the effectiveness of the training.

Seventh area: efficiency of trainers

The level of effectiveness of extension training in the field of trainers' competence was measured using a five-level sliding scale. The theoretical range of the scale reached (22-110) degrees, and statistical analysis of the actual data as shown in Table (8). www.extensionjournal.com It is clear from Table (8) that the lowest score obtained by the respondents was (68) and the highest score was (103), with an average score of (87.71) and a standard deviation of (8.00). The range law was used to divide the respondents into three categories, and it appeared that the highest percentage (46.4%) of the respondents fell within the high effectiveness category with an average effectiveness of (95.2). degree, while the percentage of respondents in the medium effectiveness category was (35.4%), with an average effectiveness score of (83.84), while the percentage of respondents in the low category for selecting trainers was (18.2%) with an average effectiveness score of (76.08). The reasons that led to this may be that the guidance centers responsible for planning training programs It pays attention to and improves the selection of trainers to implement the training process, and the answers of the respondents indicate that the trainer uses a simplified and easy-to-understand language and that he can link the topics of the training material and his ability to use training methods and means appropriate to the subject of the course. This indicates that the course material is the trainer's specialty, and this increases the interaction of the trainees with the trainer and the scientific material of the training course.

Eighth area: training times

The level of effectiveness of instructive training in the field of training times was measured using five-level sliding scale, thus the theoretical range of the scale reached (12-60) degrees, and the statistical analysis of the actual data is as shown in Table (9). showed that the level of motivation for training in the field of training objectives was at an average level that tends to rise. This can be concluded from the lack of clarity of the training objectives for most of the respondents or the ambiguity of the training objectives' phrases and their suitability to the training content or to some of the characteristics of the respondents such as academic achievement.

B -The results showed that the selection of trainees was at an average level tending to be high. It follows from this that a large percentage of the respondents were not selected on the basis of their desire for training. T -The results showed that the field of training methods was at an average level tending to be high. It can be concluded from this that more than half of the respondents did not see that the training methods were appropriate to the content of the training material. D -The results showed that the training methods also had a high level of effectiveness. This indicates the interest of those in charge of the planning and implementation process in using training methods, as well as the extent to which the trainer used these methods in order to achieve the desired educational benefit from them. C -The results showed that the guidance training in the field of selecting trainers was at a high level. We conclude from this that the guidance centers based on planning and implementing programs are more interested in the field of selecting trainers because the training process with all its aspects depends on the way the trainer delivers the content of the training material and the way of dealing with the trainees. www.extensionjournal.com H -The results showed that the field of training content was at an average level. It can be concluded from this that the training content was not understood by more than half of the respondents, and it may also not be at a level commensurate with the characteristics of some of the respondents or the lack of interest of the trainees in the training process.

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