CAREER PLANNING AND HUMAN RESOURCES DEVELOPMENT IN THE DEPARTMENT OF LIVESTOCK DEVELOPMENT

Abstract

This research aims to: (1) study the development of human resources of livestock officials in the Department of Livestock Development; (2) study the career planning of livestock officials in the Department of Livestock Development; (3) study the relationship between human resource development and career planning in the Department of Livestock Development; and (4) identify models for the human resource development that can lead to the effective career planning of livestock officials in the Department of Livestock Development. Mixed quantitative and qualitative research methods were used in this study. The research subjects for the quantitative study were 1,291 livestock officials. The data from quantitative study were analyzed using descriptive statistics of percentage, mean, and standard deviation. Canonical correlation was used for the statistical analysis of relationship determination and regression statistics were used for path analysis. In the qualitative study, three administrators of the Department were interviewed, namely, the director-general and two deputy director-generals. Interview data were analyzed using content analysis. It was found from this research that (1) performance management correlated with knowledge management and high potential personnel management; (2) organizational development and performance management correlated with career guidance, career planning, and career path; (3) organizational development and performance management correlated with the coordination of benefits and performance ability; and (4) individual development and organizational development correlated with career path cycle and capability-based training. As for overall conclusion of research findings, it was found that human resource development caused by performance management correlated with career planning in the dimension of knowledge management and high potential personnel management.