Performance Competency Development of Personnel of the Planning and Investment Department in Champasak Province, Lao People’s Democratic Republic
Keywords:
development, performance competency, personnelAbstract
The objectives of the research were: 1) to create core performance competencies of personnel of the Planning and Investment Department in Champasak Province; 2) to design a training package for the performance competency development and; 3) to implement and to assess the training package for performance competency development. The research was divided into 3 phases. The first phase created core performance competencies of personnel of the
Planning and Investment Department in Champasak Province. Samples were 264 staffs. Yamane’s calculation method (1967, p. 158) was used for the sample size. Sampling techniques were using proportional stratified random sampling, and simple random sampling. Questionnaire and an in-depth interview were deployed to be data collection. Statistic to be used in this study were percentage, mean, and standard deviation, including content analysis for qualification data. The second phase designed a training package for the performance competency development from the result of the first phase. It was qualified by 20 administrators, staffs, and businesspersons. The third phase implemented the training package and assesses it. Samples, totally 40, were staffs from the Planning and Investment Department. The t-test was employed to test the hypothesis. The research results showed that; 1) The five core performance competencies of the personnel of the Planning and Investment Department in Champasak Province consisted of achievement motivation, service mind, teamwork, integrity and expertise.; 2) The training package for the performance competency development consisted of 5 sets; improving work performance, understanding others, creative thinking, ethics and moral development, and team building; and 3) The core performance competencies of the personnel of the Planning and Investment Department in Champasak Province, after training by using the training package, were significantly different than that of before training at the .05 level. The overall staffs were satisfied with the training package at the high level. Keywords : development, performance competency, personnel
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