scholarly journals Influence of Human Resource Development Skills Towards Work Performance of Agriculture Extension Agent

2020 ◽  
Vol 1 (2) ◽  
Author(s):  
Jasmin Arif Shah ◽  
Nur Bahiah Mohamed Haris ◽  
Muhammad Faiq Hafiz Abd Rahman
Keyword(s):  
Decision Making ◽  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Resource Development ◽  
Agricultural Extension ◽  
Theory And Practice ◽  
Extension Agents ◽  
Extension Agent ◽  
Agriculture Extension

Agriculture extension primarily deals with the human resource development (HRD) skills as well as knowledge. In the agriculture scope, all extension agents must have the knowledge, training, and skills to fulfil the requirement as a good agricultural extension agent. As the profession of extension agents continues to grow, it is important to know the human resource development (HRD) skills gained by the extension agent of agriculture to measure their performance in the extension job. Thus, this study determines the influence of human resource development (HRD) skills factor with work performance among agriculture extension agent. This is descriptive and correlational research design. Using a quantitative survey methodology consists of 5 sections of questions (A, B, C, D and E). 182 respondents were participated in this study as a sample. Simple random sampling technique has been used to choose the sample. Data has been gathered from the respondents using a self-administered questionnaire. Data has been analysed using IBM SPSS version 25 to indicate the descriptive and inferential methods. In results, the level of HRD skills and performance of agricultural extension agent is moderate. All HRD skills show a positive and high correlation with agriculture extension agent work performance. The highest factor contributing to work performance is social skills followed by decision-making skills. The two factors from HRD skills (social and decision making) accounted for 72% significantly to the performance of the agriculture extension agent job. The main purpose of this study is to provide beneficial information’s for the extension agents, respondents and organizational framework in term of relationship between the work performance towards the agriculture sector in Malaysia. This study provides insights into the theory and practice of agriculture extension agents in Malaysia.

Work Performance of Extension Agents: Skills of Transfer of Technology and Human Resource Development in Cocoa Industry

2021 ◽  
Vol 30 (1) ◽  
pp. 79-96
Author(s):  
Murni Azureen Mohd Pakri ◽  
Salim Hassan ◽  
Oluwatoyin Olagunju ◽  
Mohd Yusoff Abd Samad ◽  
Ramle Kasin
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Pearson Correlation ◽  
Resource Development ◽  
Extension Agents ◽  
Leadership Skill ◽  
Transfer Of Technology ◽  
Essential Components ◽  
Agriculture Extension

Transfer of technology (ToT) and human resource development (HRD) are essential components to acknowledge extension agents’ performance. Understanding the foundations and implications of ToT and HRD is vital for improving agriculture extension agents in research and extension programmes. This study was designed to determine extension agents’ ToT and HRD skills to explain the work performance of Malaysian Cocoa Board (MCB) extension agents in East Malaysia. A total of 315 productive cocoa farmers exposed to the extension activities for a minimum of five years and had attended two basic training from the agency were selected to answer the questionnaire within a month. The researcher applied Krejie and Morgan formula to determine the sample size based on the population using stratified random sampling. The data were analysed using descriptive statistics, multiple regression and Pearson correlation analysis. Results showed a positive and moderate relationship between ToT and HRD towards work performance. However, from the six variables tested, only three variables were significant towards work performance, namely technical skill (p=0.000), leadership skill (p=0.015) and decision-making skill (p=0.000). Therefore, the extension agents’ skills must be strengthened, their working knowledge updated, and new concepts for developing agriculture that can fulfil complicated demand patterns, reduce poverty and pressure and increase productivity must be developed. This study also strengthens the iceberg model by adding six characteristics of skills in extension agents. The outcomes would contribute to the policymakers and MCB’s management in elevating the extension agents’ performance through training and developing ToT and HRD.

scholarly journals Enhancing Work Performance of Extension Agents among Cocoa Farmers in Malaysia: The Influence of Human Resource Development Skills

2021 ◽  
Vol 18 (5) ◽  
Author(s):  
Oluwatoyin OLAGUNJU ◽  
Salim HASSAN ◽  
Mohd Yusoff Abd SAMAD ◽  
Ramle KASIN
Keyword(s):  
Decision Making ◽  
Social Skills ◽  
Human Resource Development ◽  
Human Resource ◽  
Social Skill ◽  
Work Performance ◽  
Extension Agents ◽  
Leadership Skill ◽  
Cocoa Farmers ◽  
Decision Making Support

This study examines the relationships between human resource development skills (leadership, decision making support, and social skills) with the work performance of extension agents among cocoa farmers in Malaysia. The study used stratified sampling technique to select 668 cocoa farmers who were exposed to extension programs facilitated by extension agents of the Malaysian Cocoa Board in 3 regions of Malaysia. The data were analyzed using descriptive statistics, correlation, and regression analyses. The results show that cocoa farmers rated level of work performance, leadership, decision making support, and social skills as high. Significant and positive correlation (p < 0.01) existed between each variable and work performance. Regression analysis results showed that leadership skill, decision making support skill, and social skill were significant predictors to enhance work performance. The R2 value of 0.564 indicates that the 3 skills gave 56.4 % explanation of the variance in extension agents’ work performance. The results also suggested that decision making support skill (β = 0.321) was the most important factor that influenced work performance, followed by leadership skill and social skill. Hence, decision making support skill, leadership skill, and social skill should be taken into consideration in enhancing work performance, especially among farmers and the extension agents who work with them, for continuous performance improvement in their work. The skills that have been identified in this study can be integrated into both the pre-service and in-service training and development of extension agents in their line of work to improve their skills in sharing new technology.

scholarly journals Enhancing Sustainable Stingless Beekeeping Production through Technology Transfer and Human Resource Development in Relationship with Extension Agents Work Performance among Malaysian Beekeepers

2019 ◽  
pp. 1-12
Author(s):  
Ibrahim Aliyu Isah ◽  
Oluwatoyin Olagunju ◽  
Mohd Mansor Ismail ◽  
Salim Hassan ◽  
Norsida Man
Keyword(s):  
Leadership Development ◽  
Technology Transfer ◽  
Human Resource Development ◽  
Human Resource ◽  
Social Skill ◽  
Work Performance ◽  
Resource Development ◽  
Extension Agents ◽  
Technology Evaluation ◽  
Technology Dissemination

Stingless beekeeping is not only a profitable activity to Malaysian beekeepers but also to Malaysian economy. However, natural honey has faced some difficulties which resulted to low production due to lack of information on improved technology as well as capacity and potential building of stingless beekeeping farmers which depend mostly on information received from the extension agents. Hence, it is the responsibility of the extension agents to give useful information on the available technology and develop the capacity of the farmers to take right decision that will improve their level of production. This study assessed how technology transfer and human resource development skills influences work performance of the extension agents towards sustainable beekeeping production among beekeepers. The study sought to establish the role of relevant technology transfer and human resource development skills in effective performance. The research design was descriptive and quantitative survey of stingless beekeepers on technology transfer and human resource development by the extension agent. Data was obtained from 54 beekeeping farmers and was analyzed using descriptive and inferential statistics. The results revealed that technology skill, technology dissemination skill, technology evaluation skill, Decision making process skill, Leadership development skill and work performance were rated moderate by stingless beekeeping farmers while Social skill was rated high. Significant and positive correlation (P<0.01) existed between all variables and performance. Regression results showed that leadership development skill, Decision making process skill, and social skill are significant (P = .05), while technology skill, technology dissemination skill, technology evaluation skill are not significant. The highest contributing factor is social skill (β=.446). Beekeeping is a profitable project in Malaysia and can be sustained if the extension services and programmes are well carried out by competent extension agents and relevant agricultural government agency.

Relationships between Human Resource Development and Extension Agents’ Work Performance among Cocoa Growers in Malaysia

2018 ◽  
Author(s):  
Oluwatoyin Olagunju ◽  
Salim Hassan ◽  
Mohd Yussof Abd Samad ◽  
Turiman Suandi ◽  
Ramle Kasin
Keyword(s):  
Regression Analysis ◽  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Extension Agents ◽  
Agricultural Extension Service ◽  
Correlation And Regression Analysis ◽  
The Relationship

This study determines the relationship between human resource development and extension agents’ work performance among cocoa growers in Malaysia. The study used stratified sampling technique to select 668 productive cocoa growers who are exposed to extension activities facilitated by the extension agents’ of Malaysian Cocoa Board (MCB) in the three (3) regions of Malaysia. The data were analyzed using descriptive statistics, correlation and regression analysis. Significant and positive correlation (p&lt;0.01) existed between each variables and work performance. Regression analysis results showed that human resource development skills are significant (p&lt;0.05). The Adj.R2 value of 0.562 implies that three predictors explain about 56.2% of the variation in extension agents’ work performance. The highest contribution is attributed by decision making support skill (β=0.321). It is therefore recommended that Malaysian Cocoa Board and other agricultural extension service agencies should focus more attention on delivering consistent human resource development initiatives relevant to the need of extension agents and focused on addressing identified skills and knowledge gaps among farmers and the extension agents who work with them for a continuous performance improvement in their work

scholarly journals A Study of Employee Empowerment and its Impact on Employee’s Performance in Private Hospitals at Vellore, Vellore District

2019 ◽  
Vol 7 (3) ◽  
pp. 75-80
Author(s):  
M Satheesh Kumar ◽  
S Abdul Sajld
Keyword(s):  
Decision Making ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Employee Empowerment ◽  
Hospital Service ◽  
Private Hospitals ◽  
New Approach ◽  
Secondary Sources ◽  
Service Sectors

Employee empowerment is a new approach which is defined in many companies to make human resource development and to withhold employee from leaving their job by giving responsibility for decision making regarding their organizational tasks. The paper explains about the employee empowerment and its impact on employee’s experience in hospital service sectors excluding; nurses, doctor and lab technicians. The data are collected from primary and various secondary sources. It is took to a close that empowered employee is more being satisfied with their job and it increases the performance of the employee in work.

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