Hasil Pencarian  ::  Simpan CSV :: Kembali

"Tujuan tesis ini dilakukan untuk mengetahui strategi pengembangan SDM Kelautan dan Perikanan. Penelitian ini adalah penelitian kualitatif dengan analisis menggunakan EFAS, IFAS serta SWOT. Pendekatan tersebut akan dipergunakan untuk mengidentifikasi berbagai faktor secara sistematis, merumuskan strategi, dan selanjutnya dibuatkan program pengembangan untuk direkomendasikan sebagai perbaikan. Hasil dari penelitian ini adalah Strategi SO sebesar 3.85, Strategi WO sebesar 3.15, Strategi ST sebesar 2.27, Strategi WT sebesar 1.57. Strategi yang dipilih adalah strategi SO sebesar 3.85, yaitu strategi yang memanfaatkan kekuatan (strength) yang ada untuk menangkap atau mengoptimalkan faktor peluang (opportunity). Alternatif strategi SO terdiri dari pengembangan kapasitas SDM KP baik kualitas maupun kuantitas melalui sinergitas pendidikan, pelatihan dan penyuluhan (diklatluh); Memanfaatkan teknologi tinggi dan informasi dalam pengembangan industrialisasi untuk peluang investasi (pemanfaatan potensi); Meningkatkan jaringan kerja (networking) dengan lembaga terkait. Dari ketiga komponen alternatif strategi pengembangan sumber daya manusia kelautan dan perikanan tersebut perlu adanya suatu revitalisasi pengembangan sumber daya manusia KP. Sementara untuk positioning matrik berada pada kuadran 1, strategi yang harus diterapkan dalam kondisi ini adalah mendukung kebijakan pertumbuhan yang agresif (Growth oriented strategy).

---

The aims of this thesis conducted to determine the human resources development strategies Maritime Affairs and Fisheries. This research is a qualitative analysis using EFAS, IFAS and SWOT. The approach will be used to identify the various factors in a systematic, formulate a strategy, and then made a development program for the recommended improvements.

The results of this study were 3.85 for SO Strategies, 3.15 for WO Strategies, 2.27 for ST Strategies, 1.57 for WT Strategies. The strategy chosen was 3.85 for SO strategy, a strategy that harnesses the power (strength) are there to capture or optimize the opportunity factor (opportunity). An alternative strategy consists of capacity building both quality and quantity through the synergy of education, training and extension (diklatluh); Utilizing high technology and information in the development of industrialization for investment opportunities (utilization of); improve networking (networking) with the relevant authorities.

Of the three components of an alternative strategy of human resource development and marine fisheries need for a revitalization of KP human resource development. As for positioning matrix is in quadrant 1, the strategy should be applied in this condition is to support aggressive growth policy (Growth oriented strategy)."

"Pemanfaatan sumber daya genetik perikanan dan kelautan mengalami peningkatan seiring dengan perkembangan ilmu pengetahuan dan teknologi. Pada saat dunia internasional mengalami krisis sumber daya alam perikanan akibat over penangkapan ikan di laut, perubahan iklim dan pencemaran, pemanfaatan sumber daya genetik perikanan dianggap suatu cara untuk melakukan konservasi sekaligus sumber alternatif pangan. Sejak tahun 1950 sampai sekarang hasil pemanfaatan sumber daya genetik perikanan dan kelautan telah menyumbangkan banyak hal untuk kehidupan manusia seperti obat-obatan, pangan alternatif dan kosmetik. Ancaman penurunan keanekaragaman hayati baik di laut maupun di darat semakin mendorong eksplorasi dan ekploitasi terhadap sumber daya genetik perikanan dan kelautan. Namun, pemanfaatan sumber daya genetik perikanan dan kelautan masih banyak dinikmati oleh negara-negara maju. Negara Selatan yang sebagian besar kaya akan sumber daya genetik perikanan dan kelautan seperti Indonesia, Brasil, Filipina dan negara lain hanya dapat menonton dari jauh perkembangan teknologi yang semakin maju tanpa dapat menikmati keuntungan sumber daya genetik yang telah dimanfaatkan oleh negara lain. Oleh karena itu tuntutan akan adanya akses dan pembagian keuntungan terhadap pemanfaatan sumber daya genetik menguat sejak KTT Bumi. Upaya ?upaya untuk mewujudkan pengaturan internasional mengenai akses dan pembagian keuntungan berhasil diperjuangkan dengan ditegaskannya CBD dan Protokol Nagoya. Namun demikian, pelaksanaan akses dan pembagian keuntungan terutama pada pemanfaatan sumber daya genetik perikanan dan kelautan masih menemui banyak kendala mulai dari perbedaan konsep, ruang lingkup, akses dan kepatuhan. Oleh karena itu selama UNCLOS belum mengatur sumber daya genetik secara tegas maka negara-negara pihak sebaiknya melakukan penyusunan akses dan pembagian keuntungan terutama dalam hal pemanfaatan sumber daya genetik.

---

The utilization of marine and fisheries genetic resources is enhanced in line with the development of science and technology. When the world facing international crisis on fisheries resources due to overfishing, climate change and pollution, the utilization of fisheries genetic resources is considered as a means for conservation and alternative source of food. Since 1950 to present, the utilization of marine and fisheries genetic resources have contributed to human life namely for medicines, alternative food and cosmetics. Threats on reduction of sea and land biodiversity encourages the exploration and exploitation of marine and fisheries genetic resources. Nevertheless, the utilization of marine and fisheries genetic resources is enjoyed only by developed countries. The South countries who are rich in marine and fisheries genetic resources namely Indonesia, Brazil, Philippines and others do not possess advanced technology nor enjoy benefit sharing from the utilization of marine and fisheries genetic resources by other countries. Therefore, claims on access and benefit sharing on the utilization of genetic resources have increased since the Earth Summit. Efforts to realize international regulations on access and benefit sharing successfully achieved and confirmed on CBD and Nagoya Protocol. Nevertheless, the implementation of access and benefit sharing notably on marine and fisheries genetic resources remain to encounter issues concerning the concept, scope, access, benefit sharing, and compliance. Therefore, since UNCLOS does not clearly regulate genetic resources, state party must develop regulation on access and benefit sharing particularly on the utilization of genetic resources."

"Semakin maraknya penyalahgunaan dan peredaran gelap narkoba membutuhkan keseriusan segenap instansi penegak hukum untuk melakukan penanggulangan dan pemberantasan. Dengan perubahan modus operandi, strategi dan kemampuan pelaku kejahatan narkoba mengharuskan instansi penegak hukum memiliki penyidik yang profesional mulai dari penyelidikan, penyidikan sampai penyerahan berkas perkara kepada kejaksaan sebagai pertanda selesainya suatu kasus itu di tangani. Disamping adanya clandestine laboratory ataupun kicthen laboratory peredaran gelap narkoba saat ini juga melalui jalur udara, pelabuhan laut dan perbatasan. Penyidik BNN harus memiliki kemampuan dan ketrampilan dalam mencegah, menangkal dan memberantas pelaku kejahatan narkoba masuk ataupun keluar negeri serta memutus jaringan sindikat.Tujuan penelitian ini mau mendeskripsikan hasil analisa faktor-faktor yang mempengaruhi strategi pengembangan sumber daya manusia Penyidik BNN yang profesional. Reseponden penelitian adalah Penyidik (Penyidik Madya dan Penyidik Muda) pada Deputi Bidang Pemberantasan BNN. Hasil dari penelitian di olah dengan metode analisis AHP (The Analitic Hierarchy Process) guna penentuan priorotas mana yang tepat guna pengembangan Sumber daya manusia penyidik BNN. Instrumen yang digunakan adalah 3 kategori pengembangan oleh Bloom yaitu cognitive, affective dan psychomotoric yang dijadikan alat untuk mengukur pengembangan sumber daya penyidik BNN.Hasil penelitian menunjukkan bahwa dalam pengembangan sumber daya manusia, faktor yang paling penting adalah pengembangan segi Psychomotoric, karena dalam Psychomotoric merupakan hasil dari penerapan Cognitive dengan Affective dan penerapannya menjadi barometer keberhasilan bagi Penyidik dalam melakukan penyelidikan dan penyidikan. Namun demikian aspek Cognitive dan Affective tetap diperlukan sebagai pendukung. Strategi yang dikembangkan untuk mendapatkan penyidik profesional dengan lebih mengintensifkan Pendidikan dan Pelatihan disamping itu aplikasi kegiatan di lapangan serta studi banding. Untuk mewujudkan profesional Penyidik sangat diperlukan kemampuan (competency) dan ditunjang pengalaman (experience).

---

The increasingly widespread of drug abuse and illicit trafficking requires seriousness of the entire law enforcement agencies to conduct prevention and eradication. With the change of modus operandi, strategy and the ability of drug offender requires that law enforcement agencies have a professional investigator from the investigation, inquiry until the submission case file to the prosecutors as a sign of the completion of the case. In addition to the clandestine laboratory or kitchen laboratory, currently illicit drug trafficking is through the air, seaport and border. Investigators of National Narcotics Board should have the ability and skill to prevent, deter and eliminate drug offenders into or out of the country and terminate the syndicate.

The purpose of this research would to describe the analysis of the factors that affecting strategy of human resources development of National Narcotics Board Professional Investigator. The research responden is investigators (Senior Investigators and Junior Investigator) at the Deputy of Eradication of the National Narcotics Board. The result of this research though the AHP (the Analitic Hierarchy Process) Analysis Method to determine which one is the exact priorities for the development of National Narcotics Board investigator human resources. The instrument use 3 development categories by Bloom, namely cognitive, affective and psychomotoric which is used as a tool for measuring the National Narcotics Board investigators resources.

The results showed that in the developing human resources, the most important factors is development of Psychomotoric terms, since the psychomotoric is the result of the implementation of cognitive and affective, and the implementation to be a barometer of the success in conducting the investigation. Nevertheless as the aspect Cognitive and Affective is still required as a support. Strategy that developed was to obtain a professional investigator with the further intensify of education and training, in addition to field activities and comparative studies. To achieve a professional investigator competency and experience are needed."

"Tesis ini berupaya memberikan gambaran tentang penanggulangan IUU Fishing di Indonesia dalam mendukung ketahanan ekonomi nasional. Potensi sumber daya perikanan Indonesia yang diperkirakan sekitar 6,5 juta ton/tahun merupakan salah satu sumber roda penggerak perekonomian nasional. Namun sangat ironis sekali potensi tersebut belum sepenuhnya dapat dimanfaatkan untuk kesejahteraan rakyat sehingga dimanfaatkan oleh asing melalui aktifitas IUU Fishing baik oleh KII dan KIA. Penelitian ini menyatakan faktor-faktor dan modus IUU Fishing di Indonesia, Penerapan Monitoring, Controling dan Survaillance dan dampak penanggulangan IUU Fishing bagi ketahanan ekonomi nasional.Beberapa teori pendukung yang digunakan dalam penelitian ini adalah teori autopsi perikanan yang di sampaikan oleh Smith dan Link yang menyampaikan bahwa untuk mencegah terjadinya IUU Fishing maka perlu dilaksanakan pembedahan terhadap akar permasalahan dan kebijakan yang selama ini kurang tepat dalam menyelesaikan persoalan-persoalan bidang perikanan.Penelitian ini menggunakan pendekatan kualitatif dengan analisis bersifat deskriptif yang dilandasi dengan teori-teori yang relevan dan temuan dilapangan baik berdasarkan studi kepustakaan dan wawancara dengan pejabat di Kementerian Kelautan dan Perikanan RI, TNI AL dan Bakorkamla, untuk selanjtnya dilaksanakan reduksi data , display data dan pengambilan kesimpulan.Dari hasil penelitian diperoleh kesimpulan bahwa penanggulangan IUU Fishing di Indonesia yang dilaksanakan oleh Direktorat Jenderal Pengawasan Sumber Daya Kelautan dan Perikanan Kementerian Kelautan dan Perikanan RI melalui mekanisme Monitoring, Controling dan Survaillance sesuai protapprotapnya serta penegakan hukum. Perlu dukungan sarana dan prasarana yang memadai serta dukungan anggaran sesuai kebutuhan dan kerjama sama dengan instansi pemerintah lainnya maupun negara-negara tetangga yang tergabung dalam organisasi perikanan regional dalam penanggulangan IUU Fishing di Indonesia sehingga sumber daya kelautan dan perikanan dapat dimanfaatkan bagi kesejahteraan rakyat dan berkonstribusi bagi ketahanan ekonomi nasional.

---

This thesis seeks to give an ilustration about prevention of IUU fishing in Indonesia to support the national economic resilience. The potential of fishery recources in Indonesia that has been estimated around 6,5 million tonnes per year which is one of driving wheels of the national economic. But, what an ironic that the potential have not been fully utilized for the welfare of people and has been used by the foreigners through IUU fishing activities neither KII nor KIA. This research state the factors and modus of IUU fishing in Indonesia, Monitoring using, Controling, survaillance, and the IUU fishing prevention impact for the national economic resilience.Several of the supporting theory which have been used in this research is fishery autopsy theory which has been delivered by Smith and Link that said taht to prevent the happening of IUU fishing then it should be carried out surgery of the root causes and policies that have been less precise in solving all the problems at fishery subject. This research used the qualitative oncoming and descriptive analysis which have been based with the relevant theory that found neither in field nor the literature study and interview with the officer in archipelago and fishery minister of Indonesia, TNI AL, and Bakorkamla, for the next will continue the data reduction, data display, and take the conclution.From this research, can conclude that the prevention of IUU fishing in Indonesia which have been done by directorate general supervision of marine resources and fishery, archipelago and fishery minister of Indonesia through the Monitiring mecanism, Controlling, and Survaillance, according to the protaps and law enforcement. Need a support of facilities and infrastructures that enough and budget support according to necessary and cooperation with the other goverment instantion nor neighbour countries that include in region fishery organization in IUU fishing prevention in Indonesia so that the archipelago and fishery recources can be utilized for people welfare and contribute for the national economic resilience."

"Pengembangan sumber daya manusia merupakan salah satu bagian dari manajemen sumber daya manusia yang harus dilaksanakan oleh organisasi. dalam organisasi publik, Pengembangan SDM dilakukan untuk meningkatkan knowledge, skill dan abilities PNS di maksud. Di dalam Peraturan Pemerintah Nomor 11 Tahun 2017 tentang Manajemen PNS yang menyatakan bahwa setiap PNS memiliki hak untuk memperoleh pengembangan kompetensi selama dua puluh jam pelajaran dalam satu tahun. Pengembangan kompetensi dilakukan untuk meningkatkan kompetensi setiap PNS melalui berbagai kegiatan, salah satunya dengan melaksanakan pendidikan dan pelatihan (Diklat). Diklat dapat dilaksanakan dengan berbagai metode baik secara klasikal maupun non-klasikal. Penelitian ini dilakukan dengan pendekatan kualitatif yang bersifat deskriptif dengan jenis penelitian terapan yang bertujuan untuk memberikan solusi terhadap strategi pengembangan SDM yang di lakukan oleh Kementerian Hukum dan Hak Asasi Manusia melalui Badan Pengembangan Sumber Daya Manusia Hukum dan HAM dan Balai Pendidikan dan Pelatihan Hukum dan HAM. Teknik pengumpulan data dalam penelitian ini dilakukan melalui wawancara terhadap informan internal dan eksternal yang berjumlah sebanyak sepuluh informan. Informan internal di antaranya Sekretaris Badan, Kepala Bidang Program di Pusat Pengembangan Diklat Teknis dan Kepemimpinan dan Pusat Pengembangan Diklat Fungsional dan HAM serta Kepala Pusat Penilaian Kompetensi. Sedangkan, informan eksternal BPSDM Hukum dan HAM di antaranya, Kepala Kantor Wilayah, Kepala Divisi Administrasi dan Kepala Bagian Pengembangan Karir di Biro Kepegawaian. BPSDM Hukum dan HAM dan Balai Diklat Hukum dan HAM memiliki tugas dan fungsi untuk melaksanakan pengembangan SDM terhadap seluruh PNS di lingkungan Kementerian Hukum dan Hak Asasi Manusia. BPSDM Hukum dan HAM dan Balai Diklat Hukum dan HAM saat ini menyelenggarakan pengembangan SDM dengan melaksanakan pendidikan dan pelatihan (Diklat) melalui daring dengan metode Pembelajaran Jarak Jauh (PJJ) dan e-learning. Diklat dilaksanakan sesuai dengan sasaran strategis BPSDM Hukum dan HAM yang berpedoman pada rencana strategis Kementerian Hukum dan HAM. Dalam pengembangan SDM yang dilakukan oleh BPSDM dan Balai Diklat Hukum dan HAM terdapat faktor penghambat, sehingga perlu adanya strategi pengembangan SDM yang sesuai dan dapat dilaksanakan oleh BPSDM Hukum dan HAM dan Balai Diklat Hukum dan HAM. BPSDM Hukum dan HAM telah mencanangkan Kementerian Hukum dan HAM Corporate University, yang diharapkan mampu menjawab permasalahan yang berkaitan dengan pengembangan SDM

---

Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources developmentHuman resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development.Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development.Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development.Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development."

"Skripsi ini membahas mengenai Direktorat Jenderal Pengawasan Sumber Daya Kelautan (Ditjen PSDKP) dan Badan Keamanan Laut (Bakamla) yang memiliki kewenangan yang tumpang tindih dalam hal penegakan hukum terhadap tindak pidana di bidang perikanan, dimana Ditjen PSDKP dan Bakamla sama-sama mempunyai kewenangan untuk melakukan penegakan hukum dalam bentuk penindakan dan penyidikan terhadap tindak pidana di bidang perikanan. Untuk mempermudah pemahaman, skripsi ini mengambil contoh kasus tindak pidana di bidang perikanan yang dilakukan oleh Nguyen Van Hieu, seorang warga negara Vietnam yang terbukti mengoperasikan kapal penangkap ikan berbendera asing di Zona Ekonomi Eksklusif Indonesia (ZEE) tanpa memiliki Surat Izin Penangkapan Ikan (SIPI). Pokok permasalahan dari skripsi ini adalah mengenai kewenangan yang tumpang tindih antara Ditjen PSDKP dan Bakamla dalam penegakan hukum terhadap tindak pidana di bidang perikanan, dan bagaimana pelaksanaan dan pengaturan dari kewenangan yang tumpang tindih tersebut. Tujuan dari penelitian ini adalah untuk mengetahui kewenangan Ditjen PSDKP dan Bakamla dalam hal penegakan hukum terhadap tindak pidana di bidang perikanan dan untuk mengetahui bagaimana penegakan hukum terhadap tindak pidana di bidang perikanan dalam hal kewenangan yang tumpang tindih antara Ditjen PSDKP dan Bakamla. Hasil penelitian dari skripsi ini adalah walaupun antara Ditjen PSDKP dan Bakamla sudah terdapat beberapa mekanisme kerja sama antar lembaga, tetapi tetap diperlukan pengaturan lebih rinci untuk memberikan kerangka operasional yang lebih jelas dan meminimalisir dampak buruk dari tumpang tindih lingkup kewenangan antara kedua lembaga tersebut.

---

This thesis discusses the Directorate General of Marine and Fisheries Resources Surveillance (DGMFRS) and the Maritime Security Agency (MSA) which have overlapping authority in terms of law enforcement against criminal acts in the fisheries sector, where the DGMFRS and MSA both have the authority conduct law enforcement in the form of prosecution and investigation against criminal acts in the fishery sector. To facilitate the explanation, this thesis takes an example of a criminal case in the fisheries sector committed by Nguyen Van Hieu, a Vietnamese citizen who operated a fishing vessel of foreign origin in the Indonesian Exclusive Economic Zone (EEZ) without having secured a fishing permit from relevant authority. The main problem of this thesis is regarding the overlapping authority between the DGMFRS and MSA on law enforcement against criminal acts in the fisheries sector, and how the overlapping authority is implemented and regulated. The purpose of this research is to find out the authority of DGMFRS and MSA to conduct law enforcement against criminal acts in the fisheries sector and to find out the overlapping authority between the DGMFRS and MSA on conducting law enforcement against criminal acts in the fisheries sector. The result of this thesis is that although DGMFRS and MSA already have several cooperation mechanisms between the two institutions, more precise arrangements on this issue are still needed to provide a clearer operational framework and further minimize the possibility of negative excess of the overlapping field of authority between the two institutions."

"ABSTRAKPada tahun 2016, nilai Indeks Kepuasan Masyarakat yang diperoleh Direktorat Perizinan dan Kenelayanan adalah 74,30 dari target 80,00. Tidak tercapainya target ini mengindikasikan pelayanan yang diberikan belum berhasil memuaskan masyarakat. Salah satu faktor yang mempengaruhi kepuasan ini disebabkan oleh bermasalahnya aplikasi perizinan penangkapan ikan, salah satunya adalah e-services. Hal ini yang membuat peneliti ingin mengetahui strategi apa saja yang harus dilakukan untuk meningkatkan kualitas layanan e-services. Metode penelitian yang digunakan adalah kuantitatif dan kualitatif mixed method . Penelitian ini menggunakan kerangka 8 delapan langkah hybrid Quality Function Deployment-Analytical Network Process QFD-ANP untuk menentukan prioritas dari technical requirement TR . Kuesioner yang digunakan untuk penelitian memiliki 4 empat dimensi kualitas layanan e-services, yaitu: reliability, security and privacy, user support, dan design and operation. Hasil dari pengolahan data kuesioner ini adalah gap antara harapan dan yang dirasakan oleh pengguna. Hasil gap negatif ditranlasikan ke dalam QFD-ANP sebagai kebutuhan pengguna KP . Pada penelitian ini, seluruh dimensi menghasilkan nilai gap negatif. Tahap akhir dari kedelapan langkah QFD-ANP menghasilkan urutan prioritas TR. Sebagai hasil akhir dari penelitian, strategi yang harus dilakukan untuk meningkatkan kualitas layanan e-services terdiri dari 7 tujuh langkah sebagai berikut: 1 pelatihan aplikasi e-services bagi penyedia layanan, 2 menetapkan standar kompetensi petugas layanan, 3 penyederhanaan fitur, 4 membuat SOP penyedia layanan, 5 pembaruan panduan penggunaan, 6 memperbaiki SOP penerima layanan, dan 7 menyediakan fasilitas komunikasi melalui fitur khusus di e-services.

---

ABSTRACTIn 2016, the Customer Satisfaction Index obtained by the Directorate of Licensing and Fisheries is 74,30 from the target 80,00. This not achieving target indicates that the services provided have not succeeded in satisfying the customer. One of the factors that influence the satisfaction is caused by the problem of fishing license application, one of which is e-services. This is what makes researcher want to know what strategies should be done to improve the quality of e-services. The research method used is quantitative and qualitative mixed method. This research uses 8 eight steps hybrid Quality Function Deployment Analytical Network Process QFD ANP framework to determine priority of technical requirement TR. The questionnaire used for the study has 4 four dimensions of e service quality, namely reliability, security and privacy, user support, and design and operation. The result of this questionnaire data processing is the gap between expectations and perceived by the user. Negative gap results are transformed into QFD ANP as user requirements KP. In this study, all dimensions get negative values. The final stage of the eight steps QFD ANP generates a TR priority order. As the final result of the research, the strategies to be taken to improve the quality of e-services consists of 7 seven steps as follows 1 e-services application training for service providers, 2 set the competency standards of service personnel, 3 features simplification, 4 make the service provider 39 s SOP, 5 update user manual, 6 improve the service recipient 39 s SOP, and 7 provide communication facilities through special features in e-services."

"ABSTRAKPenelitian ini adalah tentang sumber daya manusia peneliti lembagapenelitian dan pengembangan pemerintah di Indonesia, yang menemui tantangankondisi keluaran litbang yang minim menyentuh pasar. Tujuan penelitian iniadalah menganalisis pengembangan SDM peneliti masa depan yang tepat.Penelitian ini menggunakan paradigma post-positivisme dengan metodepengumpulan data kualitatif. Temuan penelitian menunjukkan bahwa lembagalitbang memiliki kesadaran yang baik terhadap konsep pengembangan SDMdengan memberikan kesempatan peneliti untuk belajar. Namun, dari hasilpenelitian ini, terbukti lembaga litbang tidak di jalur yang tepat dalam melakukaanpengembangan SDM, yang meliputi pelatihan dan pengembangan, pengembangankarir dan pengembangan organisasi. Penelitian ini merekomendasikan perlunyadibentuk pimpinan (leader) baik sebagai ketua program/ ketua kelompok sebagaitim perubahan serta suatu kerangka pengembangan SDM yang terintegrasi yangmencakup aspek-aspek pengembangan individu, karir, dan organisasi yangdilaksanakan secara teliti menggunakan tahapan mulai dari analisis, desain,implementasi, dan akhirnya evaluasi. Penelitian ini juga berkontribusi secarateoritis dengan menunjukkan adanya perubahan metode pengembangan SDMkhas lembaga litbang, perlunya analisis kebutuhan pelatihan dan pengembanganteridentifikasi bahwa sebelum melakukan analisis pelatihan dan pengembangandiperlukan terlebih dahulu rekam jejak masing-masing peneliti, bisnis denganberbagai database serta adanya aktivitas pengembangan dan evaluasi sebagaimasukan kepada tim perubahan dalam teori pengembangan SDM yang telah ada.Studi ini mengusulkan langkah-langkah proses pengembangan SDM yang cocokuntuk kebutuhan lingkungan lembaga penelitian dan pengembangan berdasarkanpendapat yang disampaikan beberapa pakar dan berdasarkan teori pengembanganSDM.

---

ABSTRACTThis study focuses on researcher human resources of government researchand development institutions in Indonesia, who are facing the issues of lowresearch and development outputs and minimum impacts to the market.Employing post-positivism paradigm and qualitative data collection method, itaims to examine the ideal development of future researcher HRs. The findingsindicate that the research and development institutions had good awareness of theconcept of human resource development, giving opportunities for researchers tolearn. However, it is also revealed that the institutions were not on the right trackin developing human resources, which includes trainings and development, andcareer and organization development. This research recommends theestablishment of leader (management), both as the head of the program/team thatacts as a team of change and a framework of integrated human resourcedevelopment, comprising individual development aspects, career, andorganizations accurately implemented using particular stages from analysis,design, implementation and evaluation. Theoretically, this research also indicatesthe change of method of human resource development which commonlycharacterizes research and development institutions, the need to conduct needsanalysis of training and development. It has been identified that prior to theanalysis of training and development, track records of researchers, businesseswith their databases, and activities of development and evaluation are needed asfeedback for the team of change in the available human resource developmenttheory"

"Penelitian ini dilakukan karena adanya tindak pidana pencurian yang berulangkali di lingkungan Badan Pengembangan Sumber Daya Manusia Hukum dan HAM, yang merupakan tempat berlangsungnya proses belajar mengajar bagi pegawai Departemen Hukum dan HAM. Bahkan telah terjadi percobaan perkosaan terhadap salah seorang peserta pendidikan, hal tersebut menunjukkan bahwa Badan Pengembangan Sumber Daya Manusia memiliki manajemen sekuriti yang masih buruk dan rentan terhadap tindak kejahatan. Kondisi tersebut didukung dengan kondisi dimana Badan Pengembangan Sumber Daya Manusia belum memiliki kebijakan khusus terkait dengan sekuriti (pengamanan). Sehingga peneliti tertarik untuk mengetahui bagaimana pelaksanaan manajemen sekuriti saat ini, serta yang tepat untuk diterapkan di Badan Pengembangan Sumber Daya Manusia. Tujuan penelitian ini adalah untuk menggambarkan tentang pelaksanaan manajemen sekuriti saat ini serta mengetahui faktor yang menghambat dan manajemen sekuriti yang tepat untuk Badan Pengembangan Sumber Daya Manusia, ditinjau dari aspek kebijakan sekuriti, personil, dan pengukuran sekuriti. Penelitian ini merupakan penelitian kualitatif dengan pendekatan manajerial, pengumpulan data dilakukan dengan melakukan wawancara kepada 5 (lima) informan dan observasi lapangan, serta dokumen terkait. Teori yang digunakan adalah teori manajemen sekuriti yang efektif (Effective Security) dari Butterworths dan 16 (enam belas) teknik pengurangan kesempatan milik Ronald V. Clarke. Serta dikombinasikan dengan analisa SWOT (Strenght, Weekness, Opporlunfry, Threath) untuk menemukan manajemen sekuriti ideal bagi Badan Pengembangan Sumber Daya Manusia. Kesimpulan dari hasil penelitian adalah manajemen sekuriti yang diterapkan di Badan Pengembangan Sumber Daya Manusia belum mandiri dan cenderung bersifat kuratif, belum memiliki kebijakan sekuriti, dengan personil di luar organisasi, serta pemanfaatan dan pengelolaan sumber daya sekuriti yang belum maksimal. Manajemen sekuriti yang sesuai untuk Badan Pengembangan Sumber Daya Manusia adalah manajemen sekuriti mandiri dan mendayagunakan peran komunitas melalui tanggung jawab bersama terhadap keamanan lingkungan (mengarah pada corporate social responsibility atau CSR). Untuk menjalankan manajemen sekuriti mandiri dan optimalisasi peran komunitas, maka Badan Pengembangan Sumber Daya Manusia Hukum dan HAM perlu memiliki kebijakan pengamanan yang disesuaikan dengan tujuan organisasi dan kewenangan yang mandiri, serta melakukan peningkatan pengawasan melalui peningkatan kualitas dan kuantitas petugas pengamanan dan peningkatan kedisiplinan seluruh komunitas Badan Pengembangan Sumber Daya Manusia Hukum dan HAM.

---

This research is conducted because Human Resources Development Agency of Law and Human Rights, a place where the employees of the Department of Law and Human Rights get through the teaching-leaming process, has many times faced crimes, especially stealing. Even a rape also almost happened in this agency. These problems show that Human Resources Development Agency of Law and Human Rights has a lack of security management that easily leads to crimes. The cause of such condition is Human Resources Development Agency of Law and Human Rights has not had a certain policy related to security. Therefore, the researcher is interested in figuring out the method of the security management applied today and finding the appropriate security management for Human Resources Development Agency of Law and Human Rights. The aim of this research is to describe the application of security management today, to know factors that block the application, and to find the appropriate security management for Human Resources Development Agency of Law and Human Rights, on the basis of several aspects, namely a security policy, personnel, and security assessment. This research is qualitative with a managerial approach. Data is collected through interviews with five informants and from a field observation and related documents. Theories used in this research are a theory of effective security management by Butterworths and 16 techniques of opportunity elimination by Ronald V. Clarke, combined with an analysis of SWOT (Strength, Weakness, Opportunity, and Threat) in order to find the ideal security management for Human Resources Development Agency of Law and Human Rights. This research ends with a conclusion that the security management applied in Human Resources Development Agency of Law and Human Rights is not independent and tends to be curative. Moreover, the agency does not have a security policy, with personnel outside the organization. In addition, the use and the management of security resource is not maximum. Then, the appropriate security management for Human Resources Development Agency of Law and Human Rights is the one which is independent and enable to empower a society’s role by giving responsibility for an environment security (directs to Corporate Social Responsibility or CSR). In order to obtain the independent security management and to maximize the society’s role, Human Resources Development Agency of Law and Human Rights needs to have the security policy in line with the organization’s goals and an independent authority, also to improve supervision through betterment of quality and quantity of security officers and discipline improvement of the whole community Human Resources Development Agency of Law and Human Rights."

"Salah satu cara untuk mengembangkan sumber daya manusia adalah melalui jalur pendidikan. Pendidikan merupakan upaya sistematis untuk pembebasan yang permanen dan bermacam-macam keterbelengguan (terbelengguan oleh kemiskinan, keterbelakangan, kebodohan, kesengsaraan, dan lain-lain).Sumber daya manusia yang dihasilkan oleh suatu lembaga pendidikan sangat dipengaruhi oleh sumber daya pendidikan (instrumental input) yang terdiri atas kurikulum, guru, admisistrasi, laboratorium, perpustakaan dan saranalpras.arana, dan masukan lingkungan (inveromental input) seperti potensi alam yang ada.Kita ketahui bahwa 213 wilayah Indonesia adalah laut. Dengan kekayaan sumber daya laut yang beraneka ragam dan melimpah memungkinkan Negara kita menjadi Negara yang makmur, bila laut ini dikelola oleh sumber daya manusia yang berkuatitas. Potensi kelautan dan perkanan yang ada di Negara kita dapat dikembangkan melalui jalur pendidikan, dengan didirikannya SMK Perikanan dan Kelautan yang dapat menghasilkan sumber daya manusia kelautan dan perikanan yang diharapkan mampu bersaing di pasar global pada level menengah. Pembangunan SMK Kelautan dan Perikanan ini sebagai salah satu upaya meningkatkan kemampuan masyarakat di bidang pengelolaan sumber daya kelautan dengan harapan dapat meningkatkan kesejahteraan masyarakat, yang dapat menjadi tumpuan bagi ketahanan pribadi/keluarga khususnya ketahanan keluarga di bidang ekonomi.Mengacu pada kenyataan diatas penelitian ini bertujuan untuk mengetahui peranan SMK Kelautan dan Perikanan dalam meningkatkan Sumber daya manusia dalam kaitannya dengan ketahanan keluarga. (studi kasus SMKN 36 Jakarta) Untuk memperoleh informasi tentang peranan SMK Kelautan dan Perikanan dalam meningkatkan sumber daya manusia bidang kelautan, dilakukan penelitian dengan metode analisis deskriptif analitik kualitatif terhadap tamatan SMKN 36 Jakarta yang bekerja di bidang kelautan dan perikanan.Dari hasil penelitian diketahui bahwa lulusan SMK Kelautan dan Perikanan Studi kasus SMKN 36 Jakarta) dapat diterima dengan mudah dan mampu bekerja dibidang tersebut, karena hasil dari instrumental input dan inviromental input yang mendukung. Kualitas lulusan yang cukup baik sangat mempengaruhi keberadaan mereka pada saat mereka bekerja. Hal ini dapat meningkatkan kesejahteraan yang pada akhirnya dapat meningkatkan ketahanan pribadi/keluarga para lulusannya yang pada akhirnya dapat menuju ke ketahanan wilayah dan ketahanan nasional.

---

One of many ways to develop human resources is through education. Education is a systematic way to permanently release human from barriers such as poverty, stupidity, misery and many others.

Human resources created by an educational institution is affected by educational resources called instrumental input which consists of curriculum, teacher, administration, laboratory, library and facility/infrastructure and environmental input such as the existing natural resources.

We are already known that 2/3 (two third) of Indonesian region is covered by waters. With our richness in various and abundant marine resources, it makes the country possible to become a prosperous country, if only it is managed by qualified human resources. The marine and fishery potential in our country may be developed through educational effort, by the establishment of SMK Perikanan dan Kelautan (Marine and Fishery Vocational School) that this kind of school is expected to be able to compete in global market in medium level. The establishment of this Marine and Fishery Vocational School is one of the efforts to improve people's ability in marine resources management with an expectation to improve people's welfare, that can be a corner stone for private/family resilience particularly family's defense in economy field.

Referring to the above fact, this research has a purpose to know the role of Marine and Fishery Vocational School in improving the human resources in relation with family resilience, a case study of SMKN 36 Jakarta. In order to get information on the school's role in improving the human resources in marine field, a research with analysis of analytical descriptive qualitative method was performed to the graduates of SMKN 36 Jakarta who are working in marine and fishery industry.

From the research, it is known that the graduates of Marine and Fishery Vocational School, a case study of SMKN 36 Jakarta, are easily recruited and able to work in the industry since as viewed from instrumental input and environmental input it s supporting. The quality of graduates that is considered good affect their existence in the field when they work. This may improve their welfare and eventually will enhance the graduate's private/family resilience and then moving toward the regional and national resilience."