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"ABSTRAKPenelitian ini bertujuan untuk menganalisis organisasi kelitbangan yang sesuai dengan kebutuhan bagi Kementerian Hukum dan HAM dan untuk menganalisis proses transformasi organisasi menggunakan pendekatan reframing, restructuring, revitalization dan renewal. Penelitian ini akan menggunakan pendekatan kuantitatif dan kualitatif.Dari analisis terhadap hasil kuesioner, disimpulkan bahwa: 1. organisasi ketiga litbang di Kementerian Hukum dan HAM sudah sesuai dengan kebutuhan , namun setuju untuk dilakukan restrukturisasi (penggabungan) menjadi Unit Eselon I. Perlu dilakukan kajian yang cermat dan teliti antara internal stakeholders Kementerian Hukum dan HAM. Restrukturisasi (penggabungan) jangan sampai menghilangkan fungsi masing-masing organisasi litbang.2.Dalam proses transformasi organisasi ketiga litbang melalui proses reframing, restrukturisasi, revitalisasi dan renewal Reframing bahwa dalam tahap awal transformasi organisasi litbang harus mempunyai pimpinan yang dapat memberikan contoh atau teladan yang dapat menjelaskan visi dan misi organisasi litbang yang baru dan dapat memobilisasi para individu untuk mencapai tujuan organisasiDalam transformasi organisasi ini restrukturisasi organisasi litbang yang baru yang sesuai harus dapat mengakomodir seluruh kepentingan stakeholders maupun tuntutan zaman. Restrukturisasi organisasi yang mencerminkan reformasi birokrasi yang ramping, tepat ukuran serta organisasi litbang yang kaya akan fungsi bukan struktur. penggabungan beberapa organisasi ke dalam satu organisasi yang mempunyai fungsi yang sama tanpa menghilangkan ruang lingkup.Revitalisasi mendukung pengembangan dan pembangunan substansi hukum dan HAM untuk mendukung fungsi Kementerian; dan mendukung pengembangan dan pembaruan kebijakan Kementerian. Organisasi litbang harus lebih adaptif dengan perkembangan yang ada. Organisasi litbang yang baru harus menjadi pengelola pengetahuan (knowledge management) yang merupakan modal penting untuk menuju pada Kementerian Hukum dan HAM sebagai organisasi pembelajar.Renewal atau pembaharuan ini,bukan hanya secara fisik (organisasi) saja yang baru, namun SDM di dalamnya adalah unsur penunjang yang juga harus ditingkatkan. Pimpinan saat ini sudah memberikan kesempatan yang seluas-luasnya dalam pengembangan SDM baik melalui pendidikan dan pelatihan, beasiswa baik di dalam maupun diluar negeri. Reward yang ada pun dapat memotivasi para pegawai, berupa tunjangan kinerja dan tunjangan jabatan fungsional yang semakin membaik.

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ABSTRACTThis study aims to analyze the research and development organization to suit the needs of the Ministry of Law and Human Rights to analyze the organizational transformation process. using approaches of reframing, restructuring, revitalization and renewal. This research uses quantitative and qualitative approaches.From the analysis of the results of the questionnaire, it was concluded that: 1. The R & D organization in the Ministry of Law and Human Rights is in conformity with the requirements, but agreed to the restructuring (merger) to Echelon Unit I. Needs to be done carefully and thoroughly study the internal stakeholders the Ministry of Law and Human Rights. Restructuring (merger) not to eliminate the function of each R & D organization.In the process of transformation of the three R & D organization through the process of reframing, restructuring, revitalization and renewal reframing that in the early stages of transformation of R & D organization must have a leader who can give an example or model that can explain the vision and mission of the new R & D organization and can mobilize individuals to achieve goals organizationIn this organizational restructuring of the organizational transformation of the new R & D must be suitable to accommodate all stakeholders' interests and demands of the times. Organizational restructuring that reflects the bureaucratic reform is sleek, precise size and R & D organization that is rich in functionality rather than structure. incorporation of multiple organizations into one organization that has the same functions without removing the scope.Support the development and revitalization of the substance of law and human development to support the functions of the Ministry; and support the development and ministry policy reforms. R & D organizations should be more adaptive to the changes. The new R & D organization should be managing knowledge (knowledge management) which is an important capital to head the Ministry of Law and Human Rights as a learning organization.Renewal is not only physically (organization) that is new, but it is the human resources in supporting element must also be increased. Leaders are now providing the widest opportunities in human resource development through education and training, scholarships both at home and abroad. There are rewards that can motivate the employees, a benefit performance and functional benefits are getting better."

"Kebutuhan masyarakat terhadap pelayanan yang optimal dari rumah sakit terus mengalami peningkatan yang selanjutnya menimbulkan tuntutan untuk mengembangkan kualitas pelayanan atau peningkatan kualitas pelayanan. Melakukan pengembangan investasi pada rumah sakit tentunya tidak dapat dilakukan sembarangan, seorang manajer harus mampu meminimalkan risiko-risiko yang terjadi agar dapat menghasilkan analisa investasi yang baik dan cermat. Adanya rencana pengembangan Rumah Sakit Pengayoman Cipinang untuk peningkatan pelayanan kesehatan kepada Narapidana/Tahanan/Anak Didik Pemasyarakatan/Deteni Imigrasi membutuhkan penambahan sumber daya manusia. Tujuan dalam penelitian ini adalah menganalisis kelayakan pengembangan Rumah Sakit Pengayoman Cipinang sehingga dapat menjadi informasi berbasis bukti yang dapat digunakan sebagai acuan dan pertimbangan dalam mempersiapkan pengembangan Rumah Sakit. Penelitian ini merupakan penelitian operasional dengan melakukan penelitian terhadap aspek ekternal dan internal Rumah Sakit Pengayoman Cipinang. Hasil penelitian menunjukkan bahwa pengembangan Rumah Sakit Pengayoman perlu dilakukan, agar Narapidana/Tahanan/Anak Didik Pemasyarakatan/Deteni Imigrasi dapat mendapatkan pelayanan kesehatan yang baik, karena mendapatkan pelayanan kesehatan adalah hak setiap masyarakat.

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Society needs for optimal service from hospitals continue to increase which further raises demands for developing service quality or improving service quality. Developing investments in hospitals certainly can not be done carelessly, a manager must be able to minimize the risks that occur in order to produce a good and accurate investment analysis. The Planning of Pengayoman Cipinang hospital to upgrade its health services for prisonersneed more human resources. The purpose of this study is to analyze the feasibility of Pengayoman Cipinang hospital so that it can be evidence-based information that can be used as a reference and consideration in preparing for hospital quality improvement. This research is an operational research by conducting research on external and internal aspects of Pengayoman Cipinang hospital. The results showed that increasing the class of Pengayoman Cipinang Hospital is necessary, so that their prisonner can get good health services, because getting health services is the right of every community."

"Penelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi terhadap kinerja pegawai Humas Direktorat Jenderal Pemasyarakatan Kementerian Hukum dan HAM RI. Penelitian ini menggunakan pendekatan kuantitatif dan metode kuantitatif. Pengumpulan data dilakukan dengan menyebarkan kuesioner kepada 30 pegawai Humas Direktorat Jenderal Pemasyarakatan Kementerian Hukum dan HAM RI. Hasil penelitian menunjukkan bahwa pengaruh budaya organisasi terhadap kinerja pegawai Humas Direktorat Jenderal Pemasyarakatan Kementerian Hukum dan HAM RI adalah positif dan signifikan. Hal ini menunjukkan bahwa budaya organisasi mempunyai peran yang cukup dalam meningkatkan efektivitas kerja yang diharapkan.

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The primary aim of this research is to examine the impact of organizational culture on employee performance of Public Relation at Directorate General of Corrections Ministry of Law and Human Rights Republic of Indonesia. This research used Quantitative approach and Quantitative methode. Data collection is by spreading questioner to 28 employee at Public Relation at Directorate General of Corrections Ministry of Law and Human Rights Republic of Indonesia. The result showed that the impact of organizational culture on employe performance of Public Relation at Directorate General of Corrections Ministry of Law and Human Rights Republic of Indonesia is positive and significant. This showed that organizational culture had the role on improving job effectivity that have been hoped."

"Direktorat Jenderal Pemasyarakatan adalah unsur pelaksana teknis Kementerian Hukum dan Hak Asasi Manusia yang memiliki tugas merumuskan dan melaksanakan kebijakan dan standarisasi teknis di bisang pemasyarakatan. Direktorat Jenderal Pemasyarakatan melakukan transformasi digital dalam menjalankan pelayanan pemasyarakatan. Transformasi digital sejalan dengan tata kelola data dan informasi yang baik dalam mencapai tujuan organisasi. Berdasarkan peraturan satu data Indonesia dan sistem pemerintah berbasis elektronik menjadi pedoman instansi pemerintah dalam pertukaran data dan penggunaan sistem informasi dalam menjalankan tugas pokok dan fungsinya. Menurut dokumen cetak biru TI Ditjenpas belum memiliki tata kelola data yang mengakibatkan beberapa data tidak valid dan tidak sesuai yang membuat kurangnya kualitas data. Dengan adanya tata kelola data memudahkan organisasi dalam mengelola data agar mendapatkan data yang terstandar dan berkualitas untuk menyelesaikan permasalahan yang ada. Metode yang digunakan dalam perancangan data governance di Direktorat Jenderal Pemasyarakatan mengacu pada Data Management Body of Knowledge (DMBOK). Pada penelitian ini melakukan pengukuran tingkat kematangan data governance untuk mengetahui peta kemampuan organisasi dalam menerapkan data governance, selanjutnya melakukan pemetaan peran, aktivitas, dan tanggungjawab, serta melakukan perancangan struktur organisasi data governance di Direktorat Jenderal Pemasyarakatan. Perancangan data governance dapat menjadi solusi untuk mempersiapkan manajemen data governance dalam mendukung kepatuhan terhadap regulasi.

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The Directorate General of Corrections is the technical implementing element of the Ministry of Law and Human Rights, which has the task of formulating and implementing policies and technical standardization in the correctional sector. The Directorate General of Corrections carries out digital transformation in correctional services. Digital transformation aligns with good data and information governance in achieving organizational goals. Based on the Indonesian one data regulation and an electronic-based government system, it becomes a guideline for government agencies in exchanging data and using information systems in carrying out their primary duties and functions. According to the IT blueprint document, Ditjenpas does not yet have data governance, resulting in invalid and inappropriate data and a lack of data quality. With data governance, it is easier for organizations to manage data in order to obtain standardized and quality data to solve existing problems. The method used in designing data governance at the Directorate General of Corrections refers to as the Data Management Body of Knowledge (DMBOK). In this study, to measure the maturity level of data governance to determine the map of the organization's ability to implement data governance, then to map roles, activities, and responsibilities, and to design the organizational structure of data governance at the Directorate General of Corrections. Data governance design can be a solution to prepare data governance management to support regulatory compliance."

"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

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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 evaluasi atas implementasi kebijakan perlindungan hak cipta bidang musik dan lagu pada Direktorat Jenderal Hak Kekayaan Intelektual Kementerian Hukum dan HAM. Penelitian ini merupakan penelitian kualitatif dengan desain deskriptif, dimana peneliti mencoba menggambarkan fenomena atau gejala yang dalam hal ini evaluasi implementasi kebijakan perlindungan hak cipta bidang musik dan lagu pada Direktorat Jenderal Hak Kekayaan Intelektual Kementerian Hukum dan HAM. Hasil penelitian ini menyebutkan bahwa implementasi kebijakan perlindungan hak cipta bidang musik dan lagu pada Direktorat Jenderal Hak Kekayaan Intelektual Kementerian Hukum dan HAM belum berjalan dengan baik karena sosialisasi yang belum mampu meningkatkan kesadaran masyarakat, pelayanan yang masih memihak dan praktek percaloan, serta penegakkan hukum yang masih lemah.

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This Thesis is about Evaluation of Implementation Policy of Copyright Protection in music and song at the Directorate of Intellectual Property Rights Ministry of Law and Human Rights. This study is a qualitative research with descriptive design. Researcher tried to describe the phenomenon or phenomena about Evaluation of Implementation Policy of Copyright Protection in music and song at the Directorate Intellectual Property Rights Ministry of Law and Human Rights.

The results that implementation Policy of Copyright Protection in music and song at the Directorate Intellectual Property Rights Ministry of Law and Human Rights hasn't run well because of socialization that have not been able to increase public awareness, service are still side with rent seeking practices, and law enforcement is still weak."

"Penelitian ini bertujuan untuk mengukur efektivitas penerapan e-government pada Direktorat Jenderal Hak Kekayaan Intelektual Kementerian Hukum dan HAM RI. Lebih lanjut efektivitas penerapan ini mengukur dari tahapan e-government yang terdiri dari tahap emerging presence, enhanced presence, interactive presence dan transactional presence, selain itu juga mengukur faktor-faktor yang mempengaruhi efektivitas penerapannya yaitu faktor sumber daya manusia, teknologi, kelembagaan serta anggaran. Hasil dari penelitian ini, efektivitas penerapan e-government pada Direktorat Jenderal Hak Kekayaan Intelektual adalah cukup baik dengan total skor 41. Hasil pengukuran skor serta bobot untuk keseluruhan aspek sebesar 3,88 sehingga termasuk kategori efektif. Efektivitas pada tahapan e-government yang mendapat nilai paling tinggi adalah pada tahapan interaktif (interactive presence) mendapat predikat baik, selanjutnya pada tahap awal (emerging presence) mendapat nilai cukup baik, sedangkan pada faktor-faktor yang mempengaruhi penerapan e-governmenz dengan nilai paling tinggi adalah pada faktor anggaran serta teknologi mendapat predikat baik, selanjutnya adalah sumber daya manusia dan yang terakhir kelembagaan mendapat nilai cukup baik. Upaya~upaya stratejik untuk meningkatkan efektivitas penerapan e-government pada Direktorat Jenderal Hak Kekayaan Intelektual pada proses pentahapan, perlu dibangunnya aplikmsi online system untuk proses permohonan HKI serta memperbaiki pelayanan kepada masyarakat seoara online. Dalam memperbaiki pelayanan terhadap pengguna, perlu di perbaiki faktor-faktor yang mempengaruhi efektivitas penerapan c-government itu sendiri diantaranya adalah peningkatan pengetahuan pegawai dengan melakukan training pegawai serta melakukan sosialisasi mengenai tingkat ketersediaan aplikasi layanan kepada pengguna.

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This study aims to measure the effectiveness of implementing e-government at the Directorate General of Intellectual Property Ministry of Law and Human Rights. Further measure of the effectiveness of this implementation phase of e-government, which consists of the emerging presence, enhanced presence, interactive presence and transactional presence, while also measuring the factors that influence the effectiveness of the implementation of human resource factors, technological, institutional and budget.

Results from this study, the effectiveness of implementing e-government at the Directorate General of Intellectual Property Rights is quite good with a total score of 41. The measurement results and weighted score of 3.88 for the overall aspects that were categorized as effective. The effectiveness of e-government at this stage that gets the highest value is at this stage of interactive (interactive presence) got a good predicate, then in the early stages (emerging presence) got pretty good value, while at the factors that affect the application of e-govemment-value the highest are in the budget and technological factors have both predicates, then the human resources and the latest institutional got pretty good value.

Strategic efforts to improve the effectiveness of implementing e-government at the Directorate General of Intellectual Property Rights in the phasing process, was necessary to build an online application system for IPR application process and improve service tothe community online. In improving service to users, needs to fix the factors that influence the effectiveness of implementing e-govemment it self is the increase of knowledge among employees by conducting training for employees as well as to disseminate about the level of application availability services to users."

"Tesis yang merupakan kajian interdisipliner antara kajian hukum administrasi negara dengan kajian reformasi birokrasi ini membahas penerapan sistem AHU Online sebagai perwujudan reformasi birokrasi pada Direktorat Jenderal Administrasi Hukum Umum Kemenkumham RI Penelitian ini menganalisis pengaturan dan pelaksaan AHU Online dalam kaitannya dengan reformasi birokrasi di Ditjen AHU. Dalam menganalisis penerapan AHU Online tersebut, penulis menemukan bahwa terdapat perbedaan yang sangat signifikan dalam hal pelayanan jasa hukum secara manual dan pasca diterapkannya AHU Online. Adanya pengurusan dalam pelayanan jasa hukum yang lamban, berbiaya tinggi, hingga indikasi dugaan praktik suap, pungli, menjadi permasalahan utama dalam birokrasi di Ditjen AHU sebelum diterapkannya AHU Online ini. Dengan penerapan AHU Online sebagai suatu terobosan reformasi birokrasi dalam pelayanan publik oleh Ditjen AHU, persoalan tersebut dapat diatasi sebagai wujud pelayanan prima kepada masyarakat. Penerapan AHU Online diteliti melalui pendekatan perundang-undangan (statue approach) dan pendekatan perbandingan (comparative approach). Kedua pendekatan ini digunakan untuk mendapat jawaban atas permasalahan dalam pengurusan dan pelayanan jasa hukum di Ditjen AHU dan solusinya ketika menggunakan AHU Online. Disain pengaturan hukum terkait AHU Online baik berupa pelayanan di bidang Fidusia, pendaftaran Wasiat, pelayanan Badan Hukum maupun kenotariatan diarahkan untuk memberikan kemudahan bagi masyarakat dalam melakukan pengurusan secara full online guna memberikan pelayanan yang cepat, efektif, efisien dan bebas pungli.

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The thesis is an interdisciplinary study between the administrative law studies with the study is to discuss the implementation of bureaucratic reforms Online AHU system as the embodiment of bureaucratic reforms in the Directorate General of Legal Administration Kemenkumham RI. This study analyzes the setting and implementation of AHU Online in relation to the reform of the bureaucracy in Directorate General of Legal Administration (DG AHU).

In analyzing the application of the AHU Online, the authors found that there are significant differences in terms of legal services manually and post implementation AHU Online. The existence of the maintenance of the legal services that are slow, costly, until indication of alleged bribery, extortion, the main problem in the bureaucracy DG Online AHU AHU before applying this. With the implementation of AHU Online as a breakthrough bureaucratic reform in the public service by DG AHU, these issues can be addressed as a form of excellent service to peoples. Implementation of Online AHU researched approach legislation (statue approach) and the comparative approach (comparative approach).

Both approaches are used to obtain an answer to the problems in the management and legal services in DG AHU and AHU solution when using Online. Design Online AHU related legal arrangements in the form of service in the field of Fiduciary, registration Probate, Legal and notary services geared to provide convenience to the public in making arrangements for full online to provide a service that is fast, effective, efficient and free of extortion."

"ABSTRAKPenelitian ini bertujuan untuk menguji pengaruh Variabel Individu, Variabel Psikologis dan Variabel Organisasi terhadap Kinerja Unit Layanan Pengadaan (ULP) dan pengaruhnya terhadap pengendalian keuangan. Lokus penelitian dilakukan pada ULP di lingkungan Sekretariat Jenderal Kementerian Hukum dan HAM. Data primer didapat melalui penyebaran kuesioner kepada anggota ULP dan diolah dengan menggunakan SPSS (Statistical Product and Service Solution) versi 17 untuk menguji korelasi antar variabel secara linier dan bersama-sama. Dari hasil penelitian diketahui bahwa Variabel Individu, Variabel Psikologis dan Variabel Organisasi secara linier dan bersama-sama berpengaruh positif tehadap kinerja ULP, kemudian dari hasil pengujian juga didapatkan bahwa faktor kinerja ULP berpengaruh signifikan dan positif terhadap pengendalian keuangan.

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ABSTRACT

This study aimed to examine the effect of Individual, Psychological and Organizational Variables to Performance of Procurement Services Unit (ULP) and its effect on financial control. Locus of research was held on ULP in the Secretariat General of the Ministry of Law and Human Rights. Primary data were obtained through questionnaires distributed to members of the ULP and processed using SPSS (Statistical Product and Service Solutions) 17th version to test the correlation between variables in a linear correlation and multiple correlation. From the research it is known that the individual variables, Psychological Variables and Organizational Variables, either linear and multiple, has shown a positive effects to the performance of ULP and then from the test results also showed that the ULP performance factor, has a significant and positive effect to financial control."

"Angka residivis tahun 2020 menunjukkan bahwa Indonesia memiliki 24.000 residivis dengan tingkat residivis global 18.12%. Tidak dipungkiri bahwa Klien Balai Pemasyarakatan (Bapas) juga turut andil dalam angka tersebut. Penting untuk melakukan studi tentang bagaimana jajaran internal Bapas mempersepsikan kinerja mereka sendiri karena kinerja yang sesuai dengan harapan atau ideal dinilai dapat memberikan hasil kerja yang efektif, efisien, dan adaptif, namun apabila kinerja tidak mencapai standar atau harapan maka diskrepansi akan terjadi dan akan memberikan efek domino pada hal yang lain. Penelitian ini terkhusus akan membahas kinerja atas tugas pokok dan fungsi dalam program pendampingan, pembimbingan, dan pengawasan Klien oleh PK. Terdapat dugaan bahwa pada 4 kantor Bapas wilayah DKI Jakarta telah memunculkan diskrepansi atau kesenjangan antara persepsi harapan dengan persepsi realita perihal pelaksanaan tupoksi PK yang didasari oleh persepsi kerja. Penelitian ini menggunakan metode kuantitatif deskriptif dengan total 197 responden yang kemudian dilakukan Crosstab Chi-Square dan Uji F pada item atau indikator yang didasari oleh teori Masa Percobaan, teori Rehabilitasi, dan Teori Intervensi Sosial, serta konsep Penilaian Dimensi Kinerja SDM. Hasil menunjukkan bahwa pada 4 kantor Bapas wilayah DKI Jakarta, kinerja SDM Bapas tidak mampu mencapai persepsi harapan sehingga diskrepansi terjadi. Konsep yang dapat melengkapi teori pada penelitian ini dan sekaligus sebagai aspek yang tidak ditemukan pada tiap – tiap Bapas di wilayah DKI Jakarta yakni: (1) Work-Performance Aspect; (2) Self-Motivation Aspect; (3) Five Competency Aspect; dan (4) Climate Organization.

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The 2020 recidivism rate shows that Indonesia has 24,000 recidivists with a global recidivism rate of 18.12%. It is undeniable that Correctional Center Clients (Bapas) also contributed to this figure. It is important to conduct a study of how the internal ranks of Bapas perceive their own performance because performance that is in accordance with expectations or ideal is considered to be able to provide effective, efficient and adaptive work results, but if performance does not reach standards or expectations then discrepancies will occur and will have an effect dominoes on other things. This research will specifically discuss the performance of the main tasks and functions in the assistance program, mentoring, and supervision of Clients by PK. There is an allegation that in the 4 Bapas offices in Jakarta there has been a discrepancy or gap between perceptions of expectations and perceptions of reality regarding the implementation of the duties and functions of PK based on work perceptions. This study used a descriptive quantitative method with a total of 197 respondents who then carried out the Chi-Square Crosstab and F test on items or indicators based on the theory of Trial Period, Rehabilitation theory, and Social Intervention Theory, as well as the concept of HR Performance Dimensional Assessment. The results show that in the 4 offices of Bapas DKI Jakarta, the performance of Bapas' human resources is not able to achieve the perception of expectations so that discrepancies occur. Concepts that can complement the theory in this research and at the same time serve as aspects that are not found in each of the Bapas in the DKI Jakarta area, namely: (1) Work-Performance Aspect; (2) Self-Motivation Aspect; (3) Five Competency Aspects; and (4) Climate Organization."