MANGING HUMAN

RESOURCES WITHIN
EXTENSION
Proper Planning and Management of Human Resources within Extension
Organization is essential:
- To increase the capability
- Motivation
- Overall effectiveness of an extension personnel

VARIOUS DIMENSIONS OF HUMAN RESOURCE MANAGEMENT

1. Human resource planning for extension
2. Job Analysis
3. Recruitment and Training of Extension Personnel
4. Performance Appraisal
5. Supervision
6. Management of Rewards and Incentives
7. Improvement of the quality of work life
8. Organizational Development for Extension
HUMAN RESOURCES
PLANNING FOR EXTENSION
- It forecasts the future personnel needs of extension organizations
- With the rapid changes in technology needs of farmers, market situation and
competitive environment, planning for human resources has become an
important, challenging task for extension
- HR planning involves
 plans for future needs of personnel
 their required skills
 recruitment of employees
 development of personnel
JOB ANALYSIS
- Traditionally done for purpose connected with recruitment, pay, administration and
supervision
- An important instrument for developing people in the organizations
- It requires a systematic collection, evaluation and organization of information
about the job
- Job description is a detailed specification of duties to be performed, responsibilities
and working conditions and indicates what is expected of a jobholder
- Needed to improve the performance and effectiveness of extension employees
RECRUITMENT & TRAINING
OF EXTENSION PERSONNEL
- recruitment means finding of new people to join an organization
- important in selecting the right kind of personnel for extension services or other
organization
- success of extension depends heavily upon selection of qualified, motivational,
technically skilled, committed to serve and willing persons to educate rural people
- channels of recruitment are advertisements, private placement agencies,
professionals search firms and educational institutions
TRAINING & DEVELOPMENT
- training is the process of learning the skills needed to do a job
- development means gradual increase of training needs through job analysis,
performance appraisal and organizational analysis
-training starts with the identification of training needs through job analysis,
performance appraisal and organizational analysis
- once the training needs have been identified, the next step is to organize training
programs
- may be pre-service or in-service
- training methods include lectures, discussions, role-play, case studies, simulation
exercise and others
PERFORMANCE APPRAISAL
- measurement of effective human resources within an extension organization is the
performance of extension personnel
- important for HR management
- process of evaluating employee performance in order to guide and develop the
employee’s potential
- important to provide feedback and opportunities for open discussion with
employees on their performance. This system promotes healthy working climate,
employee motivation and provides employees immense potential to grow and
develop
SUPERVISION
- major function is task orientation and concerns for employees
DIRECTION & ORGANIZATION
 Extension supervisors have to plan the work and maintain a high standard of performance

MOTIVATING THE EXTENSION PERSONNEL

- Motivation is the force that causes us to act in one particular way rather than
another. It is the inner drive that is needed for us to make up our mind to act.
MOTIVATING FACTORS THAT ENCOURAGES PEOPLE TO WORK
WELL:

1) CHALLENGING WORK: Constructive and helpful to people

2) ACHIEVEMENT: Want for success in what they are doing
3) RECOGNITION OF ACCOMPLISHMENT: Wanting others to know about
their work and to have their superior recognize their
good work
4) INCREASED RESPONSIBILITY: Many field workers welcome the
opportunity to take a decision on action on their own to
take extra responsibility
5) GROWTH & DEVELOPMENT AS A PROFESSIONAL: Most field workers
want to grow in the mastery of their job to learn new skills and to
develop their abilities to the fullest extent in their work
EFFECTIVE INTER-PERSONAL RELATIONS FOR MOTIVATING FIELD
WORKERS:
A supervisor can use the following approaches to positively motivate his staff:
TAKE TIME TO LISTEN: Explain why task is to be done, encourage him, ask
questions
SET CLEAR WORK STANDARDS: Field workers like to know where they stand
and appreciate demands of supervisors for good performance.
Give your staff feedback on their performance
USE FLEXIBILITY IN SUPERVISION: Every one is different, one motivates and
one field worker may not work with others
- Appreciate and try new ideas given by your field workers
- Train your selected subordinates in supervisory work from among
the field workers
- Show friendly interest in the problems of each field worker
- Show concern over job conditions. Seek ways for improving their
conditions of services
MANAGEMENT OF REWARDS
& INCENTIVES
Development of rewards system helps in retaining, attracting and motivating
extension personnel
REWARDS AND INCENTIVE SYSTEM CAN BE IMPROVED IN SEVERAL
WAYS
 Rewarding outstanding performance. On best performance extension agents may be sent for higher
education

IMPROVED WORKING CONDITION THE FIELD LEVEL

 Living condition of field workers may be improved in recognition of their good services

CAREER PLANNING AND DEVELOPMENT FOR EXTENSION

PERSONNEL
 Rewarding outstanding performance. On best performance extension agents may be sent for higher
education
IMPROVEMENT OF THE
QUALITY OF WORK LIFE