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"Penelitian ini membahas mengenai pelaksanaan penilaian prestasi kerja di Direktorat Pengadaan PNS Badan Kepegawaian Negara Jakarta sesuai dengan peraturan yang berlaku dan kaidah yang ada. Penelitian ini adalah penelitian kualitatif dengan desain deskriptif. Data terkumpul dengan teknik in-depth interview.Hasil penelitian ini menyarankan agar ada pengawasan langsung dari atasan pejabat penilai dalam proses pelaksanaan prestasi kerja, dan semua laporan harus disertai bukti-bukti yang bisa dipertanggungjawabkan agar menghindari penyimpangan yang terjadi. Selain itu perlu ada perubahan sistem terkait reward dan punishment sehingga pegawai lebih terpacu untuk berprestasi.

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This study focuses on how the performance appraisal is conducted at Direktorat Pengadaan PNS BKN Jakarta based on the regulations established by the Government. This is a qualitative descriptive study using the technique of in-depth interview to collect the data.The result of this study suggests that there should be constant monitoring from the highest functionaries in the Department and all reports must be completed with reliable evident in order to avoid any deviations. In addition, there is an urgency to change the reward and punishment system in order to motivate the PNS."

"Penelitian ini membahas mengenai analisis pengadaan Pegawai Negeri Sipil fungsional Olahragawan dan Pelatih berprestasi pada Kementerian Pemuda dan Olahraga Republik Indonesia sebelum kebijakan moratorium. Penelitian ini menggunakan metode kualitatif dengan pendekatan positivis. Tujuan penelitian ini adalah untuk mengetahui proses pengadaan Pegawai Negeri Sipil fungsional Olahragawan dan Pelatih berprestasi, untuk mengetahui prosedur yang dilakukan pelamar Pegawai Negeri Sipil fungsional Olahragawan dan Pelatih berprestasi, dan untuk menganalisis strategi mengatasi masalah dalam pengadaan Pegawai Negeri Sipil fungsional Olahragawan dan Pelatih berprestasi. Hasil penelitian menyebutkan bahwa permasalahan berawal belum adanya perencanaan yang matang tentang pengadaan Pegawai Negeri Sipil fngsional Olahragawan dan Pelatih berprestasi, pengadaan Pegawai Negeri Sipil fungsional Olahragawan dan Pelatih berprestasi belum didahului serangkaian analisis jabatan dan analisis beban kerja serta beberapa permasalahan yang dihadapi adalah seperti masalah rekrutmen, seleksi, pengangkatan dan pengembangan. Penelitian ini dilakukan sebelum pemerintah melakukan kebijakan moratorium.

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This research discusses about the procurement analysis of the civil servant Athlete functional and the Coach in the Ministry Youth and Sport of the Republic Indonesia before the moratorium policy. This research uses a qualitative method with the positive approach. This research purpose is to know about the process of procurement of civil servant Athlete functional and the Coach, to know the procedur that is run by the applicant and to analysis the strategy how to overcome the problem in the procurement of Athlete functional civil servant and the Coach.

The result of this research said that the problem begin with the plan without proper calculation about the procurement of the Athlete functional civil servant and the Coach, this procurement is not preceded by the job analysis and analysis burden of work and some problems that is being faced for example: the recruitment problem, selection, promotion and development. This research is conducted before the government decided to do the moratorium policy."

"ABSTRAKPenerapan E-Government di Indonesia gencar sejak dikeluarkannya Inpres Nomor 3 Tahun 2003 yang mewajibkan seluruh instansi Pemerintah untuk menerapkan E-Government. Badan Kepegawaian Negara telah melakukan implementasi E-Government melalui Kartu Pegawai Elektronik pada Pegawai Negeri Sipilnya namun masih terdapat banyak kendala dalam pelaksanaannya. Peneliti tertarik melihat gambaran dan hambatan dalam implementasi E-Government melalui Kartu Pegawai Elektronik. Penelitian ini adalah penelitian kualitatif dengan desain deskriptif. Teknik pengumpulan data dilakukan dengan observasi dan wawancara mendalam. Hasil penelitian ini menghasilkan kesimpulan bahwa dari sisi sumber daya masih kurang memadai, komunikasi masih harus ditingkatkan, begitu pula disposisi masih harus dirubah untuk mendukung kebijakan, sedangkan dari sisi birokrasi sudah baik pelaksanannya.

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ABSTRACTThe implementation of E-government in Indonesia exist since Indonesian Government officialized since the issuance of Presidential Decree No. 3 of 2003 which requires all government agencies to implement E-Government. State Employment Agency has implemented the E-Government through Electronic Employee Card on civil servants, but there are still many problems in implementation. Researchers interested in seeing a picture and obstacles in the implementation of E-Government through Electronic Employee Card. This study is a qualitative research with descriptive design. Data collected by observation and in-depth interviews. The results of this study lead to the conclusion that in terms of the resources are still inadequate, communication needs to be improved, as well as the disposition remains to be revamped to support the policy, while from the bureaucracy is already well observance."

"Motivation have a primary needs in an organization, in sub part of chief administration and protocol which an organization having main task and function to operate programs in which formal programs in government of Depok City where an organization have needs good works motivation. When doing a task in protocol division, good motivation in each implementer employees was needed.This research has describe to look and description a perception of employees about work motivation in sub part of chief administration and protocol of general division regional secretarial Depok city. This research using a quantitative method with a type description research and use cross sectional survey dimension. Total population in this research is 30 respondent and use total sample technique. All data has a count by SPSS version 15.Mc.Clelland (Needs Theory) has a focus about three factor; needs of success, needs of power or work authority and needs affiliation. Need of success consist of indicatorindicator work result, timing of finished works, resolve problems and detention in work and effectively. Needs of power consist of authority and responsibility. Needs affiliation consists of relationship with work partner, relationship with a chief and level of participation in organization. Based on process data result find out an employees perception about work motivation in sub part of chief administration and protocol of general secretariat regional city of Depok in high level."

"Penelitian ini bertujuan menggambarkan perencanaan kepegawaian bagi pegawai honorer kategori dua yang tidak lolos Calon Pegawai Negeri Sipil (CPNS) di Kabupaten Bogor. Pendekatan penelitian ini adalah kualitatif. Teknik pengumpulan data yaitu wawancara mendalam dan studi dokumen. Hasil penelitian menunjukkan bahwa Perencanaan Pemerintah Daerah Kabupaten Bogor adalah mempekerjakan kembali pegawai honorer kategori dua yang tidak lolos Calon Pegawai Negeri Sipil dengan pertimbangan lingkungan; peramalan; tujuan; rencana; dan dukungan Pemerintah Daerah Kabupaten Bogor. Perencanaan ini perlu memperhatikan Rancangan Undang-undang Aparatur Sipil Negara; Upah Minimum Regional dan jaminan; pengembangan dan pelatihan; serta pembatasan usia kerja.

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The purpose of this research is to describe the staff planning for second category of honorary employees who are not qualified to be civil servants in Bogor Regency. This research is a qualitative approach. The result shows that staff planning of Bogor Regency government is to reinstate category two of honorary employees who aren't qualified to be public servants. This staff planning is based on environmental, forecasting, purposes, plans, and supported by Bogor Regency government, but needs to consider the existence of „Rancangan Undang-undang Aparatur Sipil Negara‟; Regional Minimum Payment and insurance; training and developing; and limitation of employees‟ age."

"Penelitian ini menganalisa efektifitas penggunaan situs online recruitment dalam rekrutmen pegawai tetap non-manajerial direktorat Commercial & Business Banking Bank Mandiri. Analisis dilakukan berdasarkan delapan dimensi yang terdiri dari 10 indikator. Penelitian bersifat univariabel dan dilakukan dengan menggunakan pendekatan kuantitatif dan pengumpulan data dengan metode survey melalui kuesioner skala likert. Responden diambil dari 30 pegawai tetap non-manajerial yang baru direkrut direktorat Commercial & Business Banking Bank Mandiri melalui situs online recruitment antara periode November 2013 hingga awal Desember 2013. Hasil penelitian menunjukan bahwa penggunaan situs online recruitment Bank Mandiri telah efektif untuk merekrut pegawai tetap non-manajerial direktorat Commercial & Business Banking.

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This research analyzed the effectiveness of online recruitment sites utilization in the recruitment of permanent non-managerial employee within Bank Mandiri's Commercial & Business Banking directorate. The analysis conducted based on eight dimensions that consisted of 10 indicators. The research is a univariable research and used likert scale questionnaire for the data collection. Participants taken from 30 permanent non-managerial employee newly recruit from online recruitment sites between November and December 2013 by Bank Mandiri. The research result shows that the online recruitment sites utilization by Bank Mandiri was effectively recruited Commercial & Business Banking directorate non-managerial staff."

"Skripsi ini menjelaskan mengenai pelaksanaan kebijakan pemerintah dalam mereformasi birokrasi yaitu dengan pelaksanaan kebijakan moratorium penerimaan CPNS di Pemprov DKI Jakarta. Penelitian ini adalah penelitian kualitatif dengan desain analisis deksriptif. Teknik pengumpulan data penelitian melalui wawancara mendalam dan studi literatur. Hasil penelitian menunjukkan bahwa pelaksanaan kebijakan moratorium penerimaan CPNS ini kurang berjalan lancar secara teknis. Kemudian secara substantif belum ada jaminan bahwa perbaikan ini telah berhasil memberikan hasil yang signifikan dalam perbaikan sistem kepegawaian di Pemprov DKI Jakarta. Adapun faktor pendukungnya adalah komitmen dari internal Pemprov DKI Jakarta dalam melaksanakan kebijakan. Sementara itu, faktor penghambatnya adalah singkatnya waktu pelaksanaan dan ketidaksesuaian peraturan yang digunakan dengan kondisi yang ada di unit tertentu.

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This undergraduate thesis explain the implementation of the government policy in reforming the bureaucracy by the implementation of the moratorium civil Servants Recruitmen Policy in DKI Jakarta State. The results showed that the implementation of this policy didn’t works very well technically. Yet, in substantive there has not been a guarantee that this reconstruction has managed to give significant results in improvement HRD management in DKI Jakarta State. As for the supporting factors are come from the commitment from the internal unit of DKI Jakarta State to implement the policy. Meanwhile, the obstacle factors are the duration of policy was too short and the rules that were used are not suitable with the existing condition in some units."

"Pegadaian adalah perusahaan bisnis jasa gadai satu satunya di Indonesia. Seiring berjalannya waktu perkembangan bisnis gadai mengalami pertumbuhan yang pesat. Pertumbuhan bisnis jasa gadai tidak lepas dari peran Karyawan dalam memacu kinerja untuk mencapai hasil yang optimal. Karyawan yang dikelola dan dipelihara dengan baik akan menghasilkan hasil kinerja yang baik. Salah satu bentuk memelihara karyawan ialah dengan menjaga keterikatan karyawan di perusahaan. Penelitian ini menggunakan pendekatan kuantitatif dengan survey kepada 31 pegawai tetap kantor wilayah VIII Jakarta PT Pegadaian. Analisis data menggunakan korelasi rank spearman. Hasil penelitian menunjukkan adanya hubungan positif dan kuat antara keterikatan karyawan dan kinerja karyawan.

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Pawn is a pawn of the corporate services business in Indonesia only. Over time the development of the pawn business experienced rapid growth. Fiduciary services business growth can not be separated from the role of employees in a performance boost to achieve optimal results. Employees are managed and maintained properly will result in good performance results. One form of maintaining employee engagement is to keep the employees in the company. This study uses a quantitative approach with a survey of 31 full time employees of regional offices VIII Jakarta PT Pawn. Data analysis using Spearman rank correlation. The results showed a strong positive correlation between employee engagement and employee performance."