Job Content and Training Needs of Agricultural Extension Agents in South-Central Botswana

2004 ◽  
Vol 11 (3) ◽  
Author(s):  
Flora Tladi
Keyword(s):  
Agricultural Extension ◽  
Training Needs ◽  
Extension Agents ◽  
South Central ◽  
Job Content ◽  
And Training

scholarly journals Training Needs of Agricultural Extension Agents Using Borich Needs Assessment Model

2016 ◽  
Vol 13 (1) ◽  
pp. 1-19 ◽  
Author(s):  
Norsida Man ◽  
Jasim Saleh ◽  
Salim Hassan ◽  
Falah Zidane ◽  
Nolila Nawi ◽  
...  
Keyword(s):  
Needs Assessment ◽  
Agricultural Extension ◽  
Training Needs ◽  
Assessment Model ◽  
Extension Agents

scholarly journals IMPROVED PERFORMANCE OF AGRICULTURAL EXTENSION AGENTS WITH INFRASTRUCTURAL FACILITIES AND TRAINING THROUGH JOB SATISFACTION

2020 ◽  
Vol 18 (4) ◽  
pp. 721-729
Author(s):  
Tri Mumakinah ◽  
◽  
Margono Setiawan ◽  
Dodi Wirawan Irawanto ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Agricultural Extension ◽  
Partial Least Square ◽  
Least Square ◽  
Extension Agents ◽  
Improved Performance ◽  
And Performance ◽  
One Year ◽  
The One ◽  
And Training

The research aims to find out whether there is any significant correlation between infrastructural facilities, training, and performance of agricultural extension agents, mediated by job satisfaction in the Agricultural Extension Office in Malang Raya. This research used a qualitative method. The data was collected using a questionnaire, and the technique used in taking the sample was saturation sampling. The sample comprised all agricultural extension agents who were also civil servants, who had working experience of a minimum of one year, and worked at the district-level agricultural extension office in Malang. The total respondents were 145 people. The data analysis was conducted using Partial Least Square (PLS) Method by employing the 3.0 SmartPLS program. The research results showed that all the hypotheses put forward were corroborated except the one dealing with infrastructural facilities. Infrastructural facilities did not have a significant effect on job satisfaction because their availability had not been considerably capitalized on in carrying out the agricultural extension. Besides, it was found that job satisfaction did not mediate the influence of infrastructure on the performance of the extension agents. Recommendations for research in the future on similar topics may use an additional comparison between the satisfaction of expert and skilled agricultural extension agents, and the research method may be developed using qualitative methods.

scholarly journals Introduksi Model Perencanaan Pelatihan Grant Writing Skill Bagi Tenaga Harian Lepas – Tenaga Bantu (THL-TB) Penyuluh Pertanian Kabupaten Jember

2018 ◽  
Vol 15 (1) ◽  
pp. 70
Author(s):  
Najmah Faizah
Keyword(s):  
Descriptive Analysis ◽  
Agricultural Extension ◽  
Grant Writing ◽  
Extension Agents ◽  
Analysis Method ◽  
Extension Agent ◽  
Training Plan ◽  
Writing Skill ◽  
Low Educated ◽  
And Training

<em>The developing of agriculture has many supports from both government and non-government institutions, implementing in the form of grants/assistance/loan to farmers. There are many types grants can be accessed by farmers on the condition of submitting proposals. On the other hand, farmers with a majority of low-educated people find it difficult to perform. As a extension agent, the contract officer  (THL-TB) of agricultural extension agents have obligation to provide assistance to the farmers. Unfortunately, they have limitation capacity and access to develop self-capacity cause the number THL-TB of agricultural extension agents have limitation experiences. This study has aims to determine the characteristics of THL-TB of agricultural extension agent in Jember Regency and to analyze the introduction of training plan model of grant writing skill for THL-TB agricultural extension agent in Jember Regency. The analysis method is descriptive analysis and training plan model of Goad. The target of training participants are 48 THL-TB agricultural extension agents in Jember Regency who  under  40  years  old  with  highest  education  (D3  and  bachelor  degree  I). Introducing training plans uses the basis of the Pimentel and Franco approache consist of 3 elements, they are pre-implementation, implementation and post-implementation.</em>

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