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"Badan Penelitian dan pengembangan Hak Asasi Manusia adalah salah satu Unit Eselon 1 yang berada di bawah naungan Departemen Hukum dan HAM RI mempunyai peran strategis dalam menjalankan fungsinya sebagai salah satu unsur pelayanan pemerintah kepada masyarakat luas dengan memberikan perlindungan, penegakan dan penghormatan HAM.Untuk melaksanakan tugas dan fungsinya perlu didukung oleh sarana dan prasarana yang memadai serta sumber daya manusia yang berkualitas. Dengan tersedianya SDM yang berkualitas diharapkan Pegawai Negeri Sipil sebagai abdi negara dituntut untuk selalu bersikap dan menjunjung tinggi profesionalisme dan dapat memberikan pelayanan yang terbaik kepada masyarakat.Oleh sebab itu, pegawai Balitbang HAM merasa tertantang untuk selalu memberikan pelayanan yang terbaik kepada masyarakat melalui penelitian, seminar, lokakarya serta sosialisasi tentang berbagai hal yang menyangkut Hak Asasi Manusia serta meningkatkan kinerja pegawainya agar lebih baik.Penelitian ini bertujuan untuk mencari, mengetahui,menjelaskan dan mengkaji faktor- faktor yang mempengaruhi secara signifikan terhadap kinerja pegawai Badan penelitian dan Pengembangan Hak Asasi Manusia Departemen Hukum dan HAM R.I. Teknik pengambilan data dengan menyebarkan kuaesioner dan wawancara serta data kepustakaan.Berdasarkan analisis faktor yang dilakukan terhadap 30 (tiga puluh) variabel awal, kemudian setelah dikelompokkan menjadi 17 (tujuh belas) variabel yang mempengaruhi kinerja pegawai, yaitu : (1). Konflik Peran; (2). Sistem Kerja; (3) Pengalaman; (4). Disiplin Kerja; (5). Motivasi; (6). Metode Kerja; (7). Harapan; (8). Produktivitas; (9). Sikap dalam. bekerja; (10). Kepuasan Kerja; (11). Budaya Organisasi; (12). Komunikasi; (13). Pelatihan; (14) Pendidikan; (15). Kompetensi; (16). Kompensasi dan (17). Komunikasi.Hasil Penelitian setelah diadakan dengan uji regresi ditemukan 4 (empat) variabel yang mempengaruhi secara signifikan terhadap Kinerja Pegawai Badan Penelitian dan Pengembangan Hak Asasi Manusia Departemen Hukum dan HAM R.I. Sedangkan variabel sistem kerja, pengalaman, disiplin kerja,motivasi, harapan, produktivitas, kepuasan kerja, budaya organisasi, pelatihan, pendidikan, kompetensi, kompensasi dan kemampuan belum berpengaruh secara signifikan terhadap kinerja pegawai.Adapun pemecahan persoalan dari ke 4 (empat) variabel yang mempengaruhi kinerja pegawai adalah dengan lebih menekankan pada peningkatannya, sedangkan untuk yang 13 (tigabelas) variabel yang belum berpengaruh secara signifikan pada kinerja pegawai tersebut adalah akan diteliti lebih lanjut dan dapat dilihat dari berbagai aspek sudut pandanf yang ada pada penelitian selanjutnya.

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The Office of Research and Development of Human Rights is one of the units in the echelon I in the Department of Law and Human Rights. It has a strategic role in applying its function as one of the government services to the public by giving protection, enforcement, and respecting the human rights.

To do its function and duty, the office must be supported by suitable facilities and good human resources. If it is fulfilled, the government officers are expected to be professional and service the public well.

For that reason, the officers in the office demand to give the best services through research, seminar, and socialization about human rights, to increase their performance.

This research aims to find factors which influence the officer's performance, identify and describe the factors that influence it, and identify and know the factors which strongly influence it. To collect needed data, questionnaires are distributed among the officers.

Base on the factorial analysis, there are 30 initial dimensions which are categorized into 17 components, such as conflict of role, working system, experience, discipline of work, motivation, working method, expectation, productivity, attitude, job satisfaction, culture of organization. Communication, training, education, competency, compensation, and capacity.

The result shows that there are 4 determined variables which influence the performance, which are conflict of role, working method, attitude, and communication. Meanwhile, the variables of working system, experience, discipline, motivation, expectation, productivity, satisfaction, culture of organization, training, education, competency, and capacity are not too influential on the performance.

To solve the problem of those four variables, it must be focused of how to fix and increase it. Meanwhile other 13 variables which are not influential will be explored further."

"The background of the research is based on the empirical and theoretical phenomena that in the General Directorate of Common Law Administration there is an indication of low level of job satisfaction among the employee. This condition is caused by the environment of organization and leadership which have not fulfilled the expectation of the employees in the office.The location of this research is in the General Directorate of Common Law Administration in the Department of Law and Human Rights. The problems in the research are 1) is there any influence of environment of organization on job satisfaction, 2) is there any influence of leadership on job satisfaction, 3) is there any influence of environment of organization and leadership concurrently on job satisfaction in the directorate. To find the answers on those research questions, data analysis is using descriptive statistic (cross-tabulation and distribution of frequency) by evaluate data of perception and analyse it in finding solution based on theoretical approach suitable with the variables.According Milkovich and Boudrem (1997, 222) training is a process that systernaticalyachange the attitude, knowledge, official motivation to fulfill characteristics of employee's need and their demand. On the other hand according to Arep (2003.116), training is mean to : 1) Enchancing the motivation of working, 2) Developing knowledge, capability and skill in performing daily activities, 3) Creating self confidence and eliminating the inferior, 4) implementing duty smoothly, 5) Positive manner to the company, 6) in creasing the working spirit. 7) increasing awarness to the company, 8) Developing respect between employee, 9) Encouraging employee to give the best result, 10) Encouraging employee to serve the best service.According Hamel and Prahalan (1995 : 535) competencies is a set of skill capability and technology which is independent Micko (202: 22) saying that the urgency of individual role in organization need a strategy of competencies development to enhance and motivation and working productivity . Motivation, according to Stephen Robbins (2001 :166) is the agreement to give the high effort for organization objectives, which is accompanied by an effort to fulfill individual need. The result of the research shows that majority of the respondents do not satisfied because the role of education and training in the system of promotion is not the criteria to be promoted; it have not increased motivation of work; they do not have full trust from their supervisor even they have increased their knowledge through education and training; they have less opportunity to perform well and if they do that there will be no appreciation; and they have no opportunity to have more responsibility after being educated and trained.Related to employee's competency, the result shows that the majority of respondents feel that they do not have ability to hear, understand, give respond to other thinking, point of view and personality; cannot expand their confident and self control; cannot work systematically; cannot make quick and accurate action; cannot understand and implement good governance; cannot develop innovation, creation, and motivation; cannot give or implement monitoring system; and cannot push others to make a team work.The employees who have high and very high motivation are 19 employees and the rest of 107 can be categorized in very low and fair motivation. The distribution of them is in the echelon IV and staff. The variable of motivation has positive and strong relation and also significant with the variable of training.That condition can be interpreted that the relation between motivation and training is consistent, in term of if the programme of training is increased or improved the motivation of the employees will also increase. Then, the variable of motivation has positively strong and significant with the variable of competency.Base on the result that shows that competency and motivation of employees in the echelon IV and staff are low in a specific field such as research, it is suggested that the functionaries try to give priority on specific training and supervision for them."

"ABSTRAKTesis ini membahas mengenai pengembangan kapasitas pegawai dalam menyusun bahan rumusan kebijakan pada Badan Litbang HAM. Penelitian ini adalah penelitian kualitatif dengan pendekatan deskriptis analisis. Adapun informan yang dilibatkan sebanyak 15 orang, yang berasal dari Balitbang HAM, Ditjen PP, Akademisi, dan Stakeholder. Hasil penelitian ini menunjukkan bahwa kapasitas pegawai dilihat dari kemampuan dan jumlah pegawai dalam menyusun bahan rumusan kebijakaan masih minim, sehingga membutuhkan pengembangan kapasitas yang sesuai dengan kondisi dan kebutuhan Balitbang HAM yaitu dengan diberikannya Diklat, Bimtek, dan magang pada lembaga yang lebih mapan dan berkompeten, serta rekruitmen pegawai yang ideal.

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ABSTRACTThis thesis attempts to analyze employer capacity development in drafting policy paper materials at the Human Rights Research and Development Agency. This qualitative research uses analytic-descriptive approach. This research involves fifteen informants from the Human Rights Research and Development Agency, the Directorate General for Legislations, academics, and other stakeholders. The research findings indicates that from capability and quantity point of view, the employer’s capacity in drafting policy paper materials is still lacking, therefore there is a need for a capacity development in conformity with the needs and condition at the Agency. This capacity development could be conducted through education and training, technical assistance, and internship at a more competent institution, along with a good staff recruitment."

"Sedemikian pentingnya informasi bagi organisasi/pemerintahan sehingga saat ini informasi diberdayakan melalui berbagai media sebagai hasil dari sebuah teknologi yang melahirkan media-media penghantar informasi disebut sebagai teknologi informasi (TI) yang bertujuan agar informasi dapat diperoleh dan dikonsumsi dengan lebih mudah dan cepat, contoh yang paling populer mengenai media teknologi informasi adalah internet. Media internet menjadi penghantar informasi yang sangat efektif dan efesien. Perkembangan teknologi informasi dapat meningkatkan kinerja dan memungkinkan berbagai kegiatan dapat dilaksanakan dengan cepat, tepat dan akurat, sehingga akhirnya akan meningkatkan produktivitas. Perkembangan teknologi informasi memperlihatkan bermunculannya berbagai jenis kegiatan yang berbasis pada teknologi ini, seperti e-government, e-commerce, e-education, e-medicine, e-laboratory dan lainnya yang kesemuanya itu berbasiskan elektronika.Dalam era global para pimpinan organisasi dalam pengambilan keputusan (decision making) tertentu untuk pengembangan solusi yang baru maupun perubahannya akan digantikan oleh peranan informasi yang didukung oleh teknologi informasi yang tepat. Salah satu modal yang harus ditingkatkan untuk menghadapi hal tersebut adalah efektifitas pemanfaatan teknologi informasi. Oleh karena itu, penelitian ini bertujuan untuk menjelaskan implikasi teknologi informasi terhadap kualitas informasi HAM pada Badan Penelitian dan Pengembangan HAM dan menjelaskan tentang Teknologi Informasi Sumber daya Manusia.terhadap kualitas informasi HAM.Penelitian ini dilakukan melalui metode survey dengan pendekatan metodologi kuantitatif, sehingga penulis menyebarkan kuisioner kepada karyawan di Sekretariat dan Pusat Penelitian dan Pengembangan pada Badan Penelitian dan Pengembangan HAM. Hasil Penelitian menunjukkan koefisien korelasi nilai hitung t sebesar 4,7862 dan nilai tabel t sebesar 1,6939. Berdasarkan nilai tersebut, jika dibandingkan terlihat nila hitung t lebih besar dari nilai tabel t atau 4,7862 > 1,6939. Dengan demikian hipotesis nol (H0) yang menyatakan : "Tidak ada hubungan antara teknologi informasi dengan kualitas informasi?.Berdasarkan hasil pengujian terhadap 34 responden diketahui bahwa terdapat hubungan yang berarti (signifikan) antara teknologi informasi dengan kualitas informasi. Kualitas informasi tidak akan dapat tersaji dan tidak dapat dipergunakan jika tidak ada teknologi informasi yang mendukung, sehingga teknologi informasi sangat berperan terhadap kualitas informasi dan saling mempengaruhi satu sama lainnya untuk menghasilkan informasi yang berkualitas dan berguna sebagai bahan acuan bagi penelitian di Badan Penelitian dan Pengembangan HAM. Berdasarkan hasil tersebut, Badan Penelitian dan Pengembangan HAM perlu mengembangkan teknologi informasi, fasilitas seperti LAN di setiap bidang teknis, meningkatkan kecepatan koneksi internet untuk menampung email serta menambah fasilitas, kualitas informasi harus relevan, akurat, tepat waktu. Hal ini merupakan informasi yang strategis untuk pengampilan keputusan, sehingga penyediaan informasi harus diperhatikan untk memberikan kepuasan pengguna informasi.

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Of the short important information for organization/government, so now , information use by various media as result of technology which born information medias is called information technology. It aim to in order that information will get and consumption with easily and faster. The popular example about information technology is internet. Internet media can be effective and efficient information delivery. The information technology developing can increase working capability and all of activity can do with fast, exact and accurate, so, it can be increase productivity. Growth of information technology can improve performance and enable various activity can be executed swiftly, precisely and accurate, so that finally will improve productivity. Growth of information technology show the popping out of various activity type being based on this technology, like egovernment, e-commerce, e-education, e-medicine, e-laboratory, and other, which is all the things have electronics based.In globalization, organization leader make special decision for new solution developing or change, will be replaceable with information role which is supported by exactly information technology. One of thing must increase to face it, using effectively information technology Therefore, This Research aim to explain information technology implication toward Human Right Information Quality at Agency of Human Right Research and Development and to explain about Human Resources Technology Information toward Human Right Information Quality.This Research is done by Survey Method with approach of Quantitative Methodology. So, Author give questioner to employee in Secretary Office and Central of Research and Development at Agency of Human Research and Development. Result of research indicate coefficient regression direction is 0,732 with regression similarity is y = a + bx = 19,9 + 0,732x. Point P in ANOVA output is more small than α degree which is using (0,05) or 0,000 < 0,05, so H0 refuse. It mean there are influence information technology toward Human Right information Quality. Information quality will not be used if there are not supporting information technology, so, information technology is very role toward information quality and influence each other for making information quality and using as based education for Agency for Human Right Research and Development.Based on that?s result, Agency of Human Right Research and Development need to develop information technology, facilities like local area network in every technical field, increase speed internet connection server for email saving and increase database facilities. Information quality must be relevant, accurate, on time. It is strategic information to making decision, so information providing must be attention to give information user satisfaction."

"This article discuss the concepts of gross human rights violation, individual resposibility in international crime, element of crime of human rights violation, the concept of command responsibility and the settlement mechanism of human rights violation. The writer ask us to take lesson learn form the experiences of Timor Timur and Tanjung Priok trial and "the stuck" in the investigataion process in Trisakti, semanggi I dan II and Mei cases in the hand of Attorney General. The realities show that so many weaknesses are needed to be handled immediately. For that reason, it is important to make amendement of UU No. 26/200 of Human Rights Court. The writer also discuses the hybrid tribunal in Cambodia, Timor Leste and Sierra Leone as an effort to give peference to the state to conduct its obligation and in other side also to guarantee that the court is conducted in mutual accord with international standard"

"Penelitian tentang Hubungan penerapan Learning Organization dengan Efektifitas Organisasi pada Badan Penelitian dan Pengembangan HAM, ini dilakukan dengan dilatar belakangi bahwa Badan Litbang HAM sebagai unit eselon I bans dilingkungan Departemen Kehakiman dan HAM serta apakah dalam penerapan Learning telah membawa dampak yang sangat positif terhadap pencapaian Efektifitas organisasi sehingga pada gilirannya akan tercapainya visi dan misi Badan Litbang HAM secara tepat. Disamping hal tersebut untuk melihat sejauhmana Learning Organization (organisasi pembelajaran) yang diterapkan hubungannya dengan Efektifitas organisasi pada Badan Litbang HAM serta untuk melihat dominasi setiap faktor, disamping mencari bagaimana alternatif strategi yang dapat di ambil sebagai solusi untuk melakukan perbaikan berdasarkan fakta yang ada. Sehingga tujuan penelitian antara lain untuk mengetahui sejauh mana proses pembelajaran organisasi telah dilakukan, serta untuk mengetahui serta menguji tingkat efektifitas organisasi disamping untuk menjelaskan hubungan penerapan Learning Organization dengan efektivitas organisasi pada Badan Litbang HAM.Landasan teori yang dipergunakan dalam penelitian lebih banyak mengambil teoriteori manajemen khususnya yang berkaitan dengan organisasi pembelajaran dan Efektifitas organisasi. Organisasi pembelajaran dergan variabel visi bersama, keahlian pribadi, model mental, pembelajaran tim serta berpikir sistem selain dilihat bagaimana hubungannya antar masing-masing variabel dengan efektivitas organisasi juga dilihat bagaimana hubungannya secara bersama-sama dengan efektivitas organisasi.Penelitian ini dilakukan dengan metode pendekatan deskritif dan eklanasi yang dibuat secara metris dengan alat ukur skala likert dalam bentuk check list. agar pertanyaan mengukur yang seharusnya diukur maka dilakukan uji Validitas dan uji Rehabilitas karena data nominal maka menguji hipotesis menggunakan statistik non parametris, dan dibantu program komputer untuk melihat hubungan antar variabel independent dengan variabel dependent digunakan tehnik korelasi Spearman serta hubungan variabel independent secara bersama-sama dengan variabel dependent dilihat dengan pendekatan regresi melalui uji F dan uji T untuk melihat tingkat signifikannya.Hasil penelitian dari penerapan hubungan Learning Organization (organisasi pembelajaran) dengan efektifitas organisasi pada Badan Litbang HAM dapat diperoleh hasil bahwa Variabel bebas yang memiliki hubungan signifikan dengan Efektifitas Organisasi adalah Visi bersama, Model Mental dan Berpikir Sistem, sedangkan untuk Pembelajaran Tim, keahlian pribadi tidak signifikan hal ini dapat dimengerti karena kemampuan keahlian staf dilingkungan Badan Litbang HAM berasal dari gabungan 7 departemen basil merger dan tenaga ahli peneliti masih sangat kurang sehingga dalam Pembelajaranpun belum ditemukan keterpaduan tetapi bila dilihat hubungan variabel independent secara bersama dengan variabel independent maka dengan porsial uji T diperoleh hasil bahwa pembelajaran Tim merupakan variabel yang tidak signifikan secara statistik, kondisi ini bisa diterima di karenakan staf di lingkungan Badan Litbang HAM masih mencari bentuk standar yang tepat dalam pembelajaran tim serta kurangnya tenaga peneliti disamping proses diskusi dan dialog belum begitu berjalan.Dengan memperhatikan hasil penelitian tersebut, maka agar penerapan Learning Organization mempunyai hubungan yang signifikan dengan efektivitas organisasi perlu peningkatan keahlian pribadi staf di lingkungan Badan Litbang HAM melalui kursuskursus/pelatihan-pelatihan serta pendidikan. Dalam hal pembelajaran ini agar mampu mendorong mewujudkan efetivitas organisasi maka sangat diperlukan adanya dialog dan diskusi sebagai sarana pembelajaran dalam menghadapi permasalahan sehingga dapat mewujudkan efektivitas organisasi.

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We do a research on the relationship between implementation of Learning Organization and Organization Effectiveness on HAM Research and development bureau, since this Research and Development bureau is a new Echelon I unit in Justice and HAM Department. And other reasons are to see whether implementation on learning organization will bring good impact on the organization effectiveness achievement, so vision and mission of HAM Research and Development bureau can be achieved accordingly; to see how far the relationship between Learning Organization that is implemented and the Organization Effectiveness on HAM Research and Development bureau; to see the domination of each factor; to find what kind of a good strategy alternative that we can use to make an improvement based on facts.

Our aim to make a research are to know how far Learning Organization process has been done, to find out and also to make an examination of Organization Effectiveness level, to make a clear explanation on the relationship of the Organization Learning Implementation and Organization Effectiveness on HAM Research and Development bureau.

Most of basic theory that we are used on this research is from Management Theories. Especially that have link with Learning Organization and Effectiveness Organization. Learning Organization has some variables, they are Unify Vision, Individual Skill, Mental Model, Learning Team, and Think Systematic. We can see how is the relationship between each variable and the Organization Effectiveness, also all variables together and the organization effectiveness.

We do this research by Descriptive and "Eklanasi" approaching that is made symmetric by measurement tool "Scale Liker" in the form of Check List. To make every question can measure what it should be measured, we do a validation and rehabilitation examination. Since the data is in nominal, so to make the hypothesis examination we use Non-Parameter statistic and with the assistance of Computer program, to see the relationship between independent variable and dependent variable. In this term, we use correlation technique " Spearman". The relationship between independent variable together with dependent variable we use "Regression approaching" by F and T examination to see the significant level.

Based on the result of research from the implementation of the relationship between Learning Organization and Organization Effectiveness on HAM Research and Development bureau, we can know that free variable has a significant relationship with Organization Effectiveness. That free variable are Unify Vision, Mental Model and Thinking Systematic, despite for variable Learning Team and Individual Skill that less significant because of staff skill and capability in HAM Research and Development bureau is the consolidation of 7 merger departments, and lack of skilled research staff cause learning cannot find integrity. But if we try to see the relationship between independent variable together with dependent variable, with a partial T examination we can see that Learning Team is a non-significant variable on statistic. This condition can be accepted because staff in HAM Research and Development bureau environment still tries to find a standardized form that fit on Learning Team, despite lack of skilled research staff and the discussion and also the dialog process that is not run well.

With that research result, we can see that the implementation of Learning Organization has a significant relationship with Organization Effectiveness, and we need improvement on individual staff skill in the environment of HAM Research and Development bureau through training and educating. In term of learning, we need dialog and discussion as a means of learning to face and solve the problem, so the organization effectiveness can be realized."

"ABSTRAKTujuan penelitian ini adalah untuk mengetahui pengaruh pengembangan karir dan kompensasi terhadap motivasi kerja pegawai Direktorat Jenderal Peraturan Perundang-undangan Departemen Hukum dan Hak Asasi Manusia RI. Secara teoritik pengembangan karir didefinisikan sebagai usaha merespons kebutuhan karir karyawan dengan menyediakan program-program untuk memenuhi kebutuhan karir individu bagi pengembangan dirinya sekarang dan di masa depan melalui tahap eksplorasi, penanaman, perawatan, dan pelepasan. Kompensasi adalah balas jasa yang diberikan kepada pegawai atas pekerjaan yang dilakukan yang meliputi: gaji, insentif, dan tunjangan. Motivasi kerja adalah dorongan, keinginan dan tingkat kesediaan pegawai untuk mengeluarkan upaya dalam rangka mencapai prestasi terbaik melalui rasa tanggung jawab, pertimbangan terhadap resiko, umpan balik, kreatif-inovatif, waktu penyelesaian tugas, dan keinginan menjadi yang terbaik.Penelitian ini menggunakan metode survei dengan sampel 89 pegawai yang diambil dengan teknik acak sederhana. Data dikumpulkan dengan menggunakan kuesioner yang telah diuji validitas dan reliabilitasnya. Data penelitian dianalisis secara deskriptif dan statistik inferensial dengan regresi dan korelasi.Hasil penelitian menunjukkan bahwa pengembangan karir dan kompensasi, baik secara sendiri-sendiri maupun bersama-sama, memiliki pengaruh positif dan signifikan terhadap motivasi kerja pegawai Direktorat Jenderal Peraturan Perundang-undangan Departemen Hukum dan Hak Asasi Manusia RI. Artinya, semakin baik pengembangan karir dan kompensasi, maka semakin tinggi motivasi keija karyawan, dan sebaliknya semakin buruk pengembangan karir dan kompensasi, maka semakin rendah motivasi keija. Dengan demikian, motivasi kerja karyawan dapat ditingkatkan dengan memperbaiki pengembangan karir dan kompensasi.Berdasarkan temuan tersebut, maka pelaksanaan pengembangan karir perlu diperbaiki antara lain dengan menyediakan bimbingan dan konseling karir, rotasi jabatan, pengembangan pegawai, sistem penghargaan, dan perencanaan pensiun. Kompensasi juga perlu diperbaiki baik menyangkut gaji, insentif maupun tunjangan. Pihak manajemen perlu melakukan evaluasi secara cermat kebijakan- kebijakan kompensasi yang telah diimplementasikan dan melakukan studi banding dengan instansi-instansi lain agar kompensasi yang diterapkan dapat memenuhi keadilan eksternal pegawai.

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ABSTRACTThis research was aimed to examine the influence of career development and compensation on officer’s work motivation at Directorate General for Legislation Regulation Department of Law and Human Rights of the Republic of Indonesia. Theoretically career development defined as the effort to response employee’s career need with provide the programs to fulfill individual career need for present andfuture self development through eiploration, establishment, maintenance, and disengagement. Compensation is the reward that giving to officer for its job that done involves: salary, incentive, and allowance. While work motivation is the drive, want and officer's redness level to performing effort for attain the besi achievement through responsibility, consideration to the risk, feedback, creative-innovative, time to finished the task, and drive to achieve the besi.This research used survey melhod with 89 officers that taken with random sampling technique. Data collected with questionnaire that was tested with validily atid reliability. Research data analyzed descriptively and interferential statistics with regressions and correlations.The result of research show that career development and compensation as well as partially or simultaneously had positive and significant effect on officer 's work motivation at Directorate General for Legislation Regulation Department of Law and Human Rights of the Republic of Indonesia. This is mean, better in career development and compensation, then higher officer 's work motivation, and otherwise more bad in compensation and compensation, then lower officer ’s work motivation. Therefore, officer ’s work motivation can be improved with improving career development and compensation.Based on these findings, then the implementation of career development need to improved with providing career guiding and counseling, job rotation, employee development, reward systern and career planning. Compensation also need to improved as well as relate to salary, incentive or allowance. Management party need to performing accurately evaluation about the compensation policy that was implemented and to do bran marking with another inslitutions in order to the compensation that implemented can meet the officer 's external equality."