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"In era of globalization this time, to realize professional officers, responsive and adaptive, hence the officers require to be constructed as well as possible. PT. PLN (Persero) Distribution of Jakarta Raya and Tangerang as a big enough state ownership and important of its role, also conduct construction to all employees. One of effort is taken construction through position promotion. A program promotion of effective position in the end will give big contribution for attainment of company target. Futhermore, hence becoming fundamental problems is "how position promotion implementation in PT. PLN (Persero) Distribution of Jakarta Raya and Tangerang?" and "What kind of resistance that happened in position promotion implementation in PT.PLN (Persero) Distribution of Jakarta and Tangerang?" Thereby hence this writing script target is to know how position promotion implementation and what kind of resistance that happened in position promotion implementation in PT. PLN (Persero) Distribution of Jakarta and Tangerang. This research was conducted with qualitative approach. Data collecting of research was conducted by hand in glove bibliography study of its bearing with human resource management and position promotion, Data seeking from document supporting research, interview with functionary official and spreading questionnaire to some of responders which have got position promotion. In determining sample, researcher use Purposive sample and research sample elected use snowball technique. During research some data were obtained, for example promotions of position represent one of form of appreciation given by company to officer for ability of good job. Other finding is promotion of position conducted as according to organizational requirement especially to fill vacant position pursuant to position formation and labour formation. Its something else found in this research that is in implementation of position promotion still be coloured by element of subjectivity of head caused because not any information guidance of existing promotion and the assessment which is not objective. Other finding again, promotion of position give various benefit among other things the promotion can improve work productivity, can improve the spirit of job and can gratify_requirement of officer in the case of self actualization. Although basically this promotion gives benefit for officer experiencing of it and company, however in its implementation promotion of officer not yet earned is conducted by suppose because of existence of resistor factors that is for example: existence discrimination of personal characteristic officer, collegiate of certain university and contiguity of relation among officers as subordinate with his superior. Existence resistor factors can result postponement of lifting of officer position! Result of research show that position promotion implementation in PLN Disjaya does not take place well. It does not take place well because there is no promotion guidance, promotion assessment which is not objective and less information about position promotion and also the promotion implementation in PLN Disjaya still be coloured with bad element subjectivity. Implementation position promotion is also caused by its resistor factors that are personal characteristic discrimination existence of officer, certain university collegiate equality and the relation contiguity among officers as subordinate with his superior. Position promotion can improve work productivity, can improve the spirit of and the enthusiasm work and also can gratify officer requirement in the case of self actualization. Others, officer placed as according to organizational requirement and the basis for promotion implementation in PLN Disjaya is solidarity between merit system (achievement system) and seniority system (career system) where merit system more dominant. Suggestion which offering, company shall announce openly to position promotion opportunity through Job Posting and develop build center officer performance assessment (Assessment Center). Company require to improve and equip existing promotion guidance and more consider according to between ability owned officer with organizational requirement. Other suggestion, besides test fit and proper promotion implementation test better in PLN Disjaya is also based for merit system so that all competition employees can with other in its labour capacity, and also completion of execution of promotion pursuant to merit system with eliminated resistor factors."

"Skripsi ini membahas mengenai dampak Moratorium Penerimaan Pegawai Negeri Sipil terhadap perencanaan pegawai di Kementerian Perhubungan. Moratorium Penerimaan Pegawai Negeri Sipil adalah kebijakan penundaan penerimaan PNS di instansi pusat dan daerah untuk melakukan penataan PNS. Penataan PNS dilakukan dengan membuat perencanaan pegawai selama lima tahun. Penelitian ini adalah penelitian kualitatif dengan desain deskriptif. Hasil penelitian secara garis besar menggambarkan bahwa moratorium penerimaan pegawai negeri sipil memiliki dampak terhadap perencanaan pegawai di Kementerian Perhubungan, yaitu pelaksanaan perputaran pegawai, beban kerja, dan optimalisasi pegawai.

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This research discusses about civil servant recruitment moratorium impact on employee planning and strategies at Indonesia Ministry of Transportation. The moratorium is a national policy that aims to re-organizing civil servant in both central and local government through postponing any recruitment activities. Reorganizing civil servant could be done by make employee planning for five years. This descriptive research uses qualitative method.

Based on the result, it is concluded that the moratorium on civil servant's recruitment has an impact to Indonesia Ministry of Transportation's recruitment planning and affecting several strategies like employee rotation, work load, and employee optimalization."

"ABSTRAKDalam konteks administrasi negara, peran sumber daya manusia atau aparaturnegara menjadi salah satu unsur yang sangat vital bagi keberlangsungan kehidupanpemerintahan dan pembangunan negara. Oleh sebab itu, kualitas aparatur negaramenjadi salah satu perhatian yang utama. Dalam meningkatkan kemampuan aparaturnegara, maka dilaksanakan sebuah program pendidikan dan pelatihan yang bertujuanmeningkatkan pengetahuan, keahlian, keterampilan pegawai sesuai dengan bebanpekerjaan masing-masing. Melalui program pendidikan dan pelatihan ini, diharapkanterciptanya perubahan yang signifikan dalam produktivitas kerja pegawai. Penelitianini bertujuan untuk mengetahui hubungan antara pendidikan dan pelatihankepemimpinan tingkat III dengan produktivitas kerja pegawai di KementerianPendidikan dan Kebudayaan RI. Penelitian ini merupakan penelitian survey denganteknik pengumpulan data menggunakan kuesioner dan wawancara.Hasil penelitian ini menunjukkan bahwa pendidikan dan pelatihan memilikihubungan yang lemah dan tidak signifikan dengan produktivitas kerja pegawai diKementerian Pendidikan dan Kebudayaan RI. Hal ini disebabkan karena ada hal lainyang mempengaruhi produktivitas kerja pegawai yaitu gaji, lingkungan kerja, latarbelakang pendidikan, dan budaya kerja.

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AbstractIn the context of public administration, the role of human resources or thestate apparatus becomes one of the elements that are vital to the continuity ofgovernment?s existence and the development of state. Therefore, the quality of thestate apparatus to be one major concern. In enhancing the ability of the stateapparatus, implemented a program of education and training aimed at improvingknowledge, ability, personnel skills according to their workload. Through educationand training programs, it is hoped the creating of a significant change in man powerproductivity of employees. This study aims to determine the relationship betweeneducation and leadership training with the labor productivity level III employee inthe Ministry of Education and Cultural Affairs. This research is a survey with datacollection techniques using questionnaires and interviews.The results research showed that education and training has a weak and notsignificant relationship with productivity of employees working at the Ministry ofEducation and Culture. This is because there are other things that affect employeeproductivity, namely salary, work environment, educational background, and workculture."

"Penelitian ini dilakukan untuk mengukur kualitas pelayanan dengan menggunakan Sistem Administrasi Badan Hukum. Penelitian menggunakan metode kuantitatif dengan disain deskriptif. Pengumpulan data dilakukan dengan cara menyebarkan kuesioner kepada 99 responden. Penarikan sampel pada penelitian ini dilakukan dengan cara purposive accidental.Hasil penelitian menyatakan bahwa penggunaan SABH mempunyai dampak positif dan meningkatkan kualitas pelayanan pengesahan badan hukum perseroan terbatas.

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This research is done to measure serivece quality with usedAdministration System of Corporate Body. The research was use quantitavie methode with descriptive design. The Collecting of data is done with expand quessionner to 99 of respondents. The polling of sample is done with used purposive accidental.

The result of research explained that using Administration System og Corporate Body have positive impacted and increase quaiity Service of legalization limited liability company."

"Penelitian ini menjelaskan tentang bagaimana evaluasi pendidikan dan pelatihan prajabatan golongan III di Kementerian Pendidikan dan Kebudayaan. Tujuan dari penelitian ini untuk melihat apakah pendidikan dan pelatihan memenuhi standar yang diperlukan. Evaluasi pendidikan dan pelatihan dalam penelitian ini menggunakan teori Kirkpatrick, yakni reaction, learning, changes in behavior, dan result. Desain penelitian menggunakan pendekatan kuantitatif dengan melakukan penyebaran kuesioner yang diolah menggunakan SPSS 17 for windows, dengan wawancara mendalam untuk memperkuat hasil penelitian. Adapun hasil evaluasi dari penelitian pendidikan dan pelatihan prajabatan golongan III di Kementerian Pendidikan dan Kebudayaan sesuai dengan target yang telah ditentukan.

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This research aims to investigate the workings of training and development evaluation CPNS Third Level Program in Education and Culture Ministries of Indonesia. The purpose of this research is to assess whether or not the department had met its required standards, by employing Kirkpatrick, Reaction, Learning, Changes in Behavior, and Result dimension theory. A quantitative approach will also be utilised through questionnaire and intervies distribution in order to further strengthen the research outcome. The latter was generated by SPSS 17 for Windows. The result from the evaluation is training and development program already reached the target."

"ABSTRAKTesis ini membahas model skenario kebijakan kepemudaan di Indonesia hingga tahun 2030. Penelitian ini berfokus kepada kondisi pemuda di Indonesia dan model skenaio kebijakan kepemudaan di Indonesia. Pendekatan penelitian yang digunakan adalah pendekatan kualitatif dengan jenis penelitian deskriptif. Hasil penelitian memperlihatkan bahwa terdapat empat skenario besar dalam kepemudaan Indonesia, yaitu chaos, local young leaders, national young leaders, dan young changemakers. Beberapa rekomendasi yang dapat diusulkan adalah peningkatan kapasitas kelompok kerja kementerian dalam Isu Kepemudaan, peningkatan partisipasi pemuda dalam pembangunan, dan south-south cooperation. Langkah- langkah ini harus dilakukan secara strategis melalui perencanaan yang komprehensif.

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ABSTRACTThis research discusses model scenarios for Indonesian youth policy until 2030. This research focuses on the current condition of Indonesian youth and the possible scenarios Indonesian youth policy in Indonesia. This qualitative research uses qualitative method. The research shown that there are four major scenarios in regards to Indonesian youth, namely chaos, local young leaders, national young leaders, and young changemakers. These scenarios can be seen as a continuum that must be guarded. Several recommendations can be undertaken such as increasing the capacity of the ministerial working group, increasing youth participation in development, and south-south cooperation. These steps must be done strategically through comprehensive planning."

"ABSTRAKSalah satu upaya pemerintah dalam mewujudkan PNS yang memilikikualitas kerja yang baik adalah dengan program reformasi birokrasi yaitumelalui penggunaan sistem pemerintahan berbasis elektronik (egovernement).Penggunaan e-government di lingkungan Pemerintah KotaSurabaya salah satunya adalah melalui pengembangan sistem teknologiinformasi manajemen kinerja yang disebut dengan e-performance.Penelitian ini bertujuan menganalisis pelaksanaan sistem informasimanajemen kinerja (e-performance) sebagai sistem penilaian kinerjapegawai negeri sipil di Kota Surabaya. Pendekatan penelitian ini adalahkualitatif. Teknik pengumpulan data yaitu wawancara mendalam dan studidokumen. Hasil penelitian menunjukkan bahwa pelaksanaan sistempenilaian prestasi kerja e-performance telah berjalan dengan baik sesuaidengan tujuan yaitu membangun sistem penilaian yang lebih objektif,terukur, akuntabel, partisipatif dan transparan sekaligus sebagaipertimbangan pemberian tambahan uang kinerja. Keberhasilan PemerintahKota Surabaya dalam menerapkan e-performance didorong oleh komitmendan konsistensi yang tinggi dari pimpinan daerah, dukungan sumberdayamanusia yang berkualitas, dasar hukum yang kuat, dan ketersediaan saranadan prasarana.

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ABSTRACTOne of the Government's efforts in realizing the civil servants whohave a good quality work is with the bureaucratic reform program throughthe use of electronic-based systems of governance (e-governement). Theuse of e government in the city of Surabaya, one of them is thedevelopment of information technology performance management systemcalled e-performance. The purpose of this research is to analyze theimplementation of the performance management information system (eperformance)as a performance appraisal system of civil servants inSurabaya. This research is a qualitative approach. Data collectiontechniques, namely depth interviews and document research. The resultsshowed that the implementation of the performance appraisal system of eperformancehas been going well in accordance with the goal of improve amore objective scoring system, measurable, accountable, participatory andtransparent as well as the provision of additional cash consideration ofperformance. The success of the Surabaya Government in implementingthe e-performance system driven by the commitment and high consistencyof regional leaders, support quality human resources, legal basis, and theavailability of facilities and infrastructure."

"ABSTRAKPenelitian ini bertujuan menggambarkan kebijakan Kementerian Luar Negeridalam pengembangan karir dan kehidupan pribadi diplomat wanita di Indonesia.Pendekatan penelitian ini adalah kualitatif. Teknik pengumpulan data yangdigunakan yaitu wawancara mendalam dan studi literatur. Hasil penelitian inimenunjukkan bahwa kebijakan tersebut menyebabkan terbentuknya kebebasanbagi diplomat wanita untuk berkarir atau menjadi pendamping suaminya dalamperwakilan. Pilihan tersebut menyebabkan terjadinya penghambatan karirdiplomat wanita ketika memilih menjadi pendamping suaminya dalamperwakilan, sedangkan pada sisi lain ketika memilih sebagai perwakilan, hal inidapat berpotensi menyebabkan konflik pekerjaan-keluarga

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ABSTRACTThis research aims to describe the Ministry of foreign affairs’s policy indevelopment of career and personal life of female diplomat in Indonesia. This is aqualitative research approach. Data collection techniques used are interviews andliterature studies. The result of this research indicate that Ministry of ForeignAffair’s policy causes a freedom for female diplomat to choose her career or be ahousewife in the representative. Its causes the hampered of female diplomat’scareer when she choose to be a housewife in the representative. In the otheroption, it could be the potential that causes work-family conflict"

"Program pemagangan ke Jepang merupakan bagian dari program pelatihan kerja yang dilaksanakan oleh Direktorat Jenderal Pembinaan Pelatihan dan Produktivitas Kementerian Ketenagakerjaan Republik Indonesia. Program ini bertujuan untuk memberikan pembekalan keahlian dan kemampuan pada sumber daya manusia di Indonesia agar terserap pasar kerja dan memiliki daya saing di era globalisasi. Studi tentang implementasi kebijakan program ini dilakukan untuk melihat implementasi program pemagangan ke Jepang yang telah dilaksanakan sejak tahun 1993 namun masih memiliki berbagai persoalan terkait partisipasi masyarakat untuk mengikuti program, serta peserta pemagangan yang melarikan diri saat berada di Jepang. Penelitian ini merupakan penelitian kualitatif dan menggunakan pendekatan deskriptif, serta teknik pengambilan data melalui wawancara mendalam, studi kepustakaan, dan observasi lapangan. Hasil penelitian ini menyimpulkan bahwa, dalam implementasi program pemagangan ke Jepang masih memiliki berbagai permasalahan yang harus diselesaikan, yaitu yang terkait dengan sosialisasi, permasalahan pihak pelaksana mencakup keterbatasan jumlah pihak pelaksana dan komitmen pihak pelaksana dalam menjalankan program, kesiapan mental dan tindakan indisipliner peserta pemagangan, serta ketersediaan fasilitas penunjang program.

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Apprenticeship program to Japan is a part of job training program implemented by the Directorate General of Training and Productivity Ministry of Labour of the Republic of Indonesia. This program aims to provide training skills and abilities of human resources in Indonesia to be absorbed by the labor market and competitiveness in the globalization.

Studies on the implementation of program policies is done to see the implementation of apprenticeship program to Japan that have been implemented since 1993. However, the program still has many problems related to the participation of the society in the program, and the trainee who escaped while in Japan. This research uses qualitative and descriptive approach. Data collection uses techniques through in-depth interviews, literature study, and field observations.

Results of this study concludes that the implementation of the apprenticeship program to Japan still has several problems to be solved, which is related with socialization, problems of implementers includes a limited number of implementers and implementing the commitments to implement the program, mental readiness and undisciplined trainee, as well as the availability of facilities supporting program."

"ABSTRAKPemutusan hubungan kerja secara sepihak yang terjadi dikarenakan perusahaanmengalami kondisi keuangan yang buruk. Pemutusan hubungan kerja yangdilakukan perusahaan menimbulkan perselisihan hubungan industrial yang terjadiantara pengusaha dan pekerja. Perselisihan tersebut dapat diselesaikan denganpenyelesaian perselisihan hubungan industrial yang selama prosesnya di awasidengan Kementerian Ketenagakerjaan, sudah menjadi tugas dari penyelesaianperselisihan hubungan indutrial untuk menyelesaiakan permasalahan yang terjadiantara pengusaha dan pekerja. Pada penelitian kali ini penulis mengangkatpengawasan Kementerian Ketenagakerjaan dalam penyelesaian perselisihanpemutusan hubungan kerja antara PT. X dengan Pekerja Y. Adapun padapenelitian ini teori yang digunakan adalah teori hubungan indutrial, pemutusanhubungan kerja, dan pengawasan. Penelitian dilakukan dengan pendekatankualitatif melalui pengumpulan data sekunder dan primer. Kurangnya jumlahpegawai pengawasan dan proses penyelesaian perselisihan PHK yang lambanmenjadi faktor hambatan selama prosesnya

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ABSTRACTTermination of employment by management of the company, usually caused byfinancial difficulties of the company. The termination of employment by thecompany usually follows by industrial dispute between the company andemployees. The dispute can be settled by the industrial relations disputesettlement which controlled by the ministry of labor. This study focused on thecontrol of the ministry of labor, in the proceses of industrial relation disputesettlement between management of PT. X and it?s employee (Y). The study usestheories and concepts of industrial relation, work termination and control theory.This study use qualitative approach, with data collection from primary andsecondary source. The study concludes that the lack number of employee to docontrol and to process industrial dispute settlement, had become factors thatdelayed the process."