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"Penelitian ini dilakukan di Universidade Nacional Timor Lorosa’e (UNTL) dengan indikasi tidak ada perkembangan pada kelulusan tes promosi karir pegawai administrasi dari tahun 2019 hingga tahun 2023. Kurangnya kelulusan pada tes promosi karir mengakibatkan stagnansi kemajuan karir pegawai administrasi yang berada ditingkatan tersebut. Rata-rata lamanya berada disetiap tingkatan paling lama enambelas tahunan lebih yaitu ditingkatan paling rendah, Golongan Tenaga Asisten, Tingkat Professional G. Stagnansi kemajuan karir pada pegawai administrasi diperburuk dari jumlah pegawai yang mayoritas masih berada di golongan menengah ke bawah (D, E, F, dan G) masih menduduki persentase yang paling tinggi yaitu 70% dengan masing-masing 33% pada golongan D, 20% pada golongan E, 11% pada golongan F, dan 6% pada golongan G. penelitian ini bertujuan untuk menganalisis faktor-faktor yang mempengaruhi Career Advancement di UNTL. Penelitian ini menggunakan pendekatan kuantitatif. Pengumpulan data menggunakan metode survei penyebaran kuesioner kepada seluruh pegawai administrasi UNTL, dengan total sampel 359 responden. Pengolahan data pada penelitian ini menggunakan analisis regresi linear berganda dengan teknik moderated regression analisys (MRA), melalui software IBM SPSS. Dari hasil pengujiannya opportunity for promotion berpengaruh positif terhadap career advancement, organization training and development berpengaruh positif terhadap career advancement, opportunity for promotion dan organization training and development berpengaruh positif terhadap career advancement, education dan work experience tidak memoderasi pengaruh opportunity for promotion terhadap career advancement, namun education dan work experience memoderasi pengaruh organization training and development terhadap career advancement.

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This research was conducted at Universidade Nacional Timor Lorosa'e (UNTL) with an indication that there was no development in the passing of career promotion tests for administrative staff from 2019 to 2023. The lack of passing the career promotion test results in stagnation in the career progress of administrative employees who are at that level. The average length of time at each level is more than sixteen years, namely at the lowest level, Assistant Power Class, Professional Level G. The stagnation of career advancement in administrative employees is exacerbated by the number of employees who are still in the lower middle class (D, E, F, and G) still occupying the highest percentage of 70% with 33% each in group D, 20% in group E, 11% in group F, and 6% in group G. This study aims to analyze the factors that affect Career Advancement at UNTL. This study uses a quantitative approach. Data collection used a survey method of distributing questionnaires to all UNTL administrative employees, with a total sample of 359 respondents. Data processing in this study uses multiple linear regression analysis with moderated regression analysis (MRA) techniques, through IBM SPSS software. From the test results, opportunity for promotion has a positive effect on career advancement, organization training and development has a positive effect on career advancement, an opportunity for promotion, and organization training and development have a positive effect on career advancement, education, and work experience do not moderate the effect of opportunity for promotion on career advancement, but education and work experience moderate the effect of organizational training and development on career advancement."

"Penelitian ini menganalisis kebijakan pembinaan teritorial TNI AD yang telah diterapkan di Kota Bandung untuk pencegahan konflik sosial. Penelitian ini bertujuan untuk menganalisis implementasi kebijakan pembinaan teritorial TNI AD untuk pencegahan konflik sosial di Kodim 0618/Kota Bandung dengan menggunakan teori Grindle (2017). Penelitian ini menggunakan pendekatan post-positivisme dan metode kualitatif, dengan data yang dikumpulkan melalui wawancara dan studi kepustakaan. Hasil analisis penelitian menunjukkan bahwa pelaksanaan kebijakan pembinaan teritorial telah berjalan dengan optimal. Kebijakan yang dibuat pada tingkat strategis telah diimplementasikan dengan baik, begitu juga keputusan pada tingkat operasional. Implementasi kebijakan ini melibatkan beberapa pemangku kepentingan, antara lain TNI AD, Polri, Pemerintah Daerah, dan masyarakat, yang bekerja sama untuk menciptakan suasana yang damai dan tenteram. Komunikasi yang intens antar lembaga stakeholder dan penguasaan wilayah oleh Babinsa telah meningkatkan kepercayaan masyarakat, melebihi target yang diharapkan. Implementasi pencegahan konflik sosial di lapangan dengan sinergi, kolaborasi, dan kerja sama yang dilakukan bersama dengan unsur Forkopimcam dan Forkopimda juga telah terjalin dengan baik. Hasil penelitian ini menyarankan untuk melaksanakan program pembinaan yang melibatkan masyarakat dan memperkuat perencanaan, pelaksanaan, serta evaluasi program pembinaan teritorial secara berkelanjutan.

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This research analyzes the territorial development policy of the Indonesian Army (TNI AD) that has been implemented in Bandung City to prevent social conflicts. The aim of this study is to analyze the implementation of the territorial development policy of the Indonesian Army for the prevention of social conflicts in Kodim 0618/Bandung City using Grindle’s theory (2017). This research uses a post-positivist approach and qualitative methods, with data collected through interviews and literature studies. The analysis results show that the implementation of the territorial development policy has been optimal. Policies made at the strategic level have been well implemented, as have decisions at the operational level. The implementation of this policy involves several stakeholders, including the Indonesian Army, the Police, the Local Government, and the community, who work together to create a peaceful and serene atmosphere. Intensive communication between stakeholder institutions and territorial control by Babinsa has increased public trust, exceeding the expected targets. The implementation of social conflict prevention in the field through synergy, collaboration, and cooperation with Forkopimcam and Forkopimda elements has also been well established. This study suggests implementing development programs involving the community and strengthening the planning, implementation, and evaluation of territorial development programs on an ongoing basis."

"Konsep Three Lines of Defence krusial dalam meningkatkan efektivitas pengawasan internal dan manajemen risiko, dengan Aparat Pengawas Internal Pemerintah (APIP) sebagai Lini Ketiga. Tesis ini mengevaluasi efektivitas pelatihan auditor di lingkungan Itjen TNI dari aspek pembelajaran (Learning) berdasarkan pendekatan Kirkpatrick dan penyusunan Human Capital Development Plan (HCDP) yang efektif untuk pengembangan SDM APIP. Menggunakan metode kuantitatif dengan teknik Total Sampling, kuesioner disebarkan kepada seluruh personel Itjen TNI, dan dari 144 kuesioner, 136 berhasil dikumpulkan dan dianalisis statistik. Hasil evaluasi menunjukkan perubahan positif dalam sikap, pengetahuan, dan keterampilan auditor setelah Diklat. Penetapan kebutuhan Diklat membantu memperkuat kapabilitas APIP dalam melaksanakan tugas secara efektif, mendukung pencapaian tujuan strategis organisasi. Selain itu, terdapat pengaruh positif dan signifikan antar variabel Perencanaan dan pengorganisasian, peningkatan kualitas, pekerjaan, dan pembelajaran yang dimoderasi oleh HCDP.

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The Three Lines of Defense concept is crucial in improving the effectiveness of internal control and risk management, with the Government Internal Supervisory Apparatus (APIP) as the Third Line. This thesis evaluates the effectiveness of auditor training within Itjen TNI from the aspect of learning based on the Kirkpatrick approach and the preparation of an effective Human Capital Development Plan (HCDP) for APIP HR development. Using quantitative methods with Total Sampling techniques, questionnaires were distributed to all Itjen TNI personnel, and out of 144 questionnaires, 136 were successfully collected and statistically analyzed. The evaluation results showed positive changes in auditors' attitudes, knowledge, and skills after the training. Determination of training needs helps strengthen APIP's capability to carry out tasks effectively, supporting the achievement of organizational strategic goals. In addition, there is a positive and significant influence between the variables Planning and organizing, quality improvement, work, and learning moderated by HCDP."