探讨农业风险管理过程培训的认知差异:主管与学员的技能转移视角分析

IF 1.5 Q3 MANAGEMENT
Pontious Mubiru Mukasa, Richard Miiro, Bernard Obaa, Henry Mutebi, James Kizza, Joseph Kiwanuka
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引用次数: 0

摘要

本研究探讨农业风险管理(ARM)过程技能转移动态在主管和学员之间的综合检查。要点包括理解ARM过程的细节和识别在评估学员和主管之间的转移水平方面的感知差异。该调查旨在为改进ARM过程传播策略以提高农业恢复力提供有价值的见解。本研究采用横截面混合方法,利用独立t检验进行定量数据分析,并辅以SPSS软件。此外,通过Atlas.ti对定性数据进行细致的专题内容分析。参与者的人口统计特征显示,学员和主管之间的性别分布平衡,突出了这群人不同的教育背景和资格。受训者表现出不同的教育水平,而导师主要拥有高等学位,表明他们在指导动态中的潜在影响力。该研究揭示了ARM进程框架内的显著差距,特别是缺乏全面的风险评估、多样化的战略、正式的监测机制以及行为和财务因素的结合。强调合作和积极应对长期风险,特别是气候变化适应,成为关键组成部分。值得注意的是,该研究揭示了主管和学员对ARM技能转移的看法存在显著差异,强调了量身定制培训计划的必要性。从这项研究中得出的影响强调了考虑到主管和受训人员的不同需求和看法的定制培训模块的关键必要性。此外,促进加强合作并倡导采取综合方法来减轻长期农业风险,特别是气候变化的影响,已成为势在必行的战略。这些影响对改进风险管理做法、增强农业抵御力和确保可持续农业做法具有深远意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Exploring Perception Disparities in Agricultural Risk Management Process Training: An Analysis of Skill Transfer Perspectives Between Supervisors and Trainees

This study explores the comprehensive examination of Agricultural Risk Management (ARM) process skill transfer dynamics between supervisors and trainees. The main points encompass understanding the details of the ARM process and identifying perceptual discrepancies in rating the level of transfer between trainees and supervisors. The investigation aims to contribute valuable insights into refining ARM process dissemination strategies for improved agricultural resilience. Employing a cross-sectional mixed-method approach, this research utilized independent t-tests for quantitative data analysis, facilitated by SPSS software. Furthermore, qualitative data underwent meticulous thematic content analysis conducted through Atlas.ti. The participant demographic characteristics, showcasing a balanced gender distribution among trainees and supervisors, highlighted the cohort's diverse educational backgrounds and qualifications. Trainees exhibited varying educational levels, while supervisors mainly possess advanced degrees, signalling their potential sway in mentoring dynamics. The study uncovered notable gaps within the ARM process framework, notably the absence of comprehensive risk assessment, diversified strategies, formal monitoring mechanisms, and the incorporation of behavioural and financial elements. Emphasizing collaboration and proactive approaches toward addressing long-term risks, particularly climate change adaptation, emerged as pivotal components. Significantly, the study revealed marked differences in perceptions between supervisors and trainees regarding ARM skill transfer, accentuating the necessity for tailor-made training initiatives. The implications drawn from this study underline the critical necessity for customized training modules that consider the distinct needs and perceptions of supervisors and trainees. Furthermore, fostering enhanced collaboration and advocating for a comprehensive approach to mitigating long-term agricultural risks, notably the impacts of climate change, emerge as imperative strategies. These implications carry profound significance in refining risk management practices, bolstering agricultural resilience and ensuring sustainable agricultural practices.

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来源期刊
CiteScore
3.40
自引率
11.10%
发文量
34
期刊介绍: Increasing international competition has led governments and corporations to focus on ways of improving national and corporate economic performance. The effective use of human resources is seen as a prerequisite, and the training and development of employees as paramount. The growth of training and development as an academic subject reflects its growth in practice. The International Journal of Training and Development is an international forum for the reporting of high-quality, original, empirical research. Multidisciplinary, international and comparative, the journal publishes research which ranges from the theoretical, conceptual and methodological to more policy-oriented types of work. The scope of the Journal is training and development, broadly defined. This includes: The determinants of training specifying and testing the explanatory variables which may be related to training identifying and analysing specific factors which give rise to a need for training and development as well as the processes by which those needs become defined, for example, training needs analysis the need for performance improvement the training and development implications of various performance improvement techniques, such as appraisal and assessment the analysis of competence Training and development practice the design, development and delivery of training the learning and development process itself competency-based approaches evaluation: the relationship between training and individual, corporate and macroeconomic performance Policy and strategy organisational aspects of training and development public policy issues questions of infrastructure issues relating to the training and development profession The Journal’s scope encompasses both corporate and public policy analysis. International and comparative work is particularly welcome, as is research which embraces emerging issues and developments.
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