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Chapter 17: Managing Human Resources in Agribusiness - Coggle Diagram
Chapter 17: Managing Human Resources in Agribusiness
0 Learning Objectives
human resource management (HRM) and employee
motivation
the functions of HRM in agribusiness firms
job descriptions and job specifications.
recruitment methods and the employee selection process in the agri-sector.
the steps in job orientation in agribusiness
criteria used in determining compensation and benefits.
the performance evaluation process for agribusiness employees.
the purpose and types of employee training programs
valid criteria for promotion and employee advancement.
the purpose and process of an exit interview.
the role of labor unions in agribusiness and their impact on labor relations.
I. Relationship between HRM and Employee Motivation
Motivated employees are more productive, loyal, and innovative—critical for agribusiness success.
• HRM practices such as fair compensation, recognition, training, and transparent communication directly influence motivation.
• Example: A livestock feed company that provides bonuses for high production sees higher engagement and lower turnover.
II. Core Functions of HRM in Agribusiness
Workforce Planning
Recruitment and Selection
Training and Development
Performance Appraisal
Compensation and Benefits
Labor Relations
Health, Safety & Welfare
Employee Records Management
III. Job Description vs. Job Specification
Job Description
Definition
Outline of duties and responsibilities
Focus
What the job entails
Example
"Manage greenhouse tomato
operations
Job Specification
Definition
Qualifications, skills, and attributes needed
Focus
What the employee must possess
Examples
BSc in Horticulture, 2+ years in
greenhouse
Recruitment and Selection in Agribusiness
A. Recruitment Methods
Internal (promotions, internal postings)
External (job fairs, agriculture colleges, job portals, farmer associations)
B. Selection Process
Application review
Screening interview
Technical/agronomic assessment
Reference check
Final interview and job offer
V. Job Orientation Process
Introduction to the company
Review of job duties and expectations
Tour of the facility/farm/processing unit
Health and safety briefing
Policy overview (leave, code of conduct, grievance procedures)
Assignment of mentor or supervisor
VI. Compensation and Benefits Criteria
Educational level & experience
Higher pay for experienced veterinarians
Job complexity
Risky or technical jobs (e.g., chemical applicator)
Market competitiveness
Aligning with industry wage rates
Productivity and performance
Incentives for achieving harvest targets
Legal compliance
Minimum wage laws, overtime rules
VII. Performance Evaluation in Agribusiness
Purpose
Assess employee effectiveness, identify training needs, and inform promotions or disciplinary
actions.
Evaluation Methods:
• KPIs (e.g., livestock health rates, production per hectare)
• 360-degree feedback
• Supervisor assessments
• Self-assessments
Frequency
Annual or seasonal evaluations, especially after peak harvest or production periods.
VIII. Training and Development
Purpose
Improve technical competence, leadership capacity, and adaptability to new technologies.
Types of Training:
• On-the-job training (e.g., operating milking equipment)
• Technical workshops (e.g., pest management, water-efficient irrigation)
• Leadership & management programs
• Compliance training (e.g., HACCP, labor laws)
IX. Promotion and Career Advancement
Valid Criteria for Promotion:
• Consistent high performance
• Leadership and initiative
• Additional qualifications or certifications
• Experience and loyalty
• Organizational needs
Example
A field technician with 5 years’ experience and new agribusiness diploma may be promoted to
regional farm manager
X. Exit Interviews
Purpose:
• Understand reasons for departure
• Identify workplace issues
• Maintain good relationships with ex-employees
• Improve retention strategies
Format:
• Conducted by HR
• Confidential and structured
• Covers job satisfaction, leadership, work environment
XI. Labor Unions in Agribusiness
Role of Labor Unions:
• Advocate for workers' rights (wages, safety, fairness)
• Negotiate collective bargaining agreements
• Ensure legal compliance by employers
Impact:
• Can lead to improved conditions and productivity
• May also create negotiation delays or labor strikes if not managed collaboratively