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"ABSTRAKPelayanan Hukum merupakan salah jenis jasa pelayanan publik yangditawarkan Kantor Wilayah Kementerian Hukum dan Hak Asasi ManusiaPropinsi Jawa Barat. Diwakilkan Divisi pelayanan Hukum dan HAM, semuajenis pelayanan publik yang ada pada seluruh direktorat pusat di KementerianHukum dan Hak Asasi Manusia dijalankan pada tingkat propinsi terkecualiDirektorat Jenderal Pemasyarakatan dan Direktorat Jenderal Imigrasi.Kantor Wilayah Jawa Barat sebagai perpanjangan tangan dari KementerianHukum dan Hak Asasi Manusia mempunyai tugas melaksanakan semua tugas danfungsi Kementerian termasuk dalam hal pelayanan Hukum dan HAM, luasnyawilayah dan terbatasnya jumlah Sumber Daya manusia yang berkompetenmerupakan beberapa dari pokok permasalahan yang dihadapi saat ini. Diperlukansolusi dalam mememecahkan persoalan diatas dengan meningkatkan kualitassumber daya manusia aparatur Kementerian dan pembentukan unit pelaksanateknis di daerah untuk direktorat pelayanan hukum sehingga pelayanan dapatdirasakan tiap lapisan di dalam masyarakat.Untuk mendapatkan gambaran mengenai pelayanan yang ideal di dalammasyarakat maka dilakukan suatu penelitian kualitatif tentang pelayanan hukumpada Kantor Wilayah Kementerian Hukum dan Hak Asasi Manusia yang manamengambil sampel pada Kantor Wilayah Kementerian Hukum dan Hak AsasiManusia Provinsi Jawa Barat yang dianggap mewakili gambaran secara utuhtentang pelayanan hukum pada propinsi dengan skala yang luas dan tingkatpermintaan yang bervariasi.Tujuan utama penelitian ini adalah mengetahui apa yang menjadi faktorterhambatnya pelayanan Hukum dan Hak Asasi Manusia dan seperti apapelayanan yang ideal dan dibutuhkan masyarakat umum khususnya pada ProvinsiJawa Barat.

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ABSTRACTPublic Law service is one of the public service that provide by TheMinistry Of Law and Human Rights in West Java Province Office. Law servicedivision delegate every services was given by Directorate Generals under theMinistry Of Law and Human Rights Republic Indonesia beside DirectorateGeneral of Imigrastion and Directoraste General of Corecctions.Ministry Of Law and Human Rights West Java Province Office as thedelegetion from The Ministry Of Law and Human Rights Republic Indonesia heldthe responsible of the Ministry duty , including Public Law and Human Rightsservices. The increasing of the territory and high demand for services are some ofthe constrains which has been facing nowadays.The Solution for the problem is needed. Maximizing the Public Law Service byincreasing the quality Of Human Resources apparatus and also providing theexistence of technical execution unit for Public Law and Human Rights servicesdirectorate, both in central and region. In general, society will be able to takeadvantage of the services.In order to get ideal description about The Law and Human Rightsservice, the quatitative research is execute to define Law service which given byMinistry Of Law and Human Rights at West Java Province Office that reperesentthe big picture of Law service in the province area with a larger scale andvariative demands level.The objective aim of the research is to ensure what factors that become theobstacle for the Law Service to be delivered in the society and also the ideal formof services that supposed to be provide and needed in general sepecificly in westJava area."

"The success of an organization is very depended on its human resources performance (Sherman and George, 1992: 294). An organization capable of competing in the future is an organization which able to improve the quality of its human resource to be responsive to changes. ln order to improve its existence in the future, an organization is demanded to develop its human resources in order to produce better performance.The implementation of a new regional office structure at Department of Law and Human Rights West Java Province as regulated in the regulation of Minister of Law and Human Rights Rl, No. M-01-PR.07.10, 2005 on Organization Structure and Work Regulation of Regional Office Department of Law and Human Rights, had forced the organization to maximize its performance, both organizational or individually. The organization has tried to maximize its individual employees' performances, for example in giving employees training, both at the central and regional offices. Beside that, in order to maximize the individual performance, the organization is also give compensation to employees as a reward for their work. This compensation took form in salary, incentives, allowance, and other form of compensation.Gomes (2002; 170) stated that performance is influenced by training, and Gibson, lvansevich and Donelly, Jr in Ilyas (2001; 67) mentioned that performance is influenced by organizational variables such as compensation. Training is a process of knowledge, skill and attitude improvement done systematically through orientation program with the aim to improve employees' performances related to their works in order to fulfill the organizational aims and effectiveness. Compensation is everything received by employees as a reward for their work, given systematically by the organization in order to motivate employees to improve their performance related to work in which to fulfill the aims and effectiveness of organization.Research design is a plan and research structure systematically structured in order to Search of conclusion for research questions, Sample was selected through stratified random sampling technique and questioners posed to all 32 respondents at regional office Department of Law and Human Rights, West Java Province. Data collected through questioners are analyzed using SPSS 11.0 for Windows and Product Moment Pearson correlation formula.Data collected through the use of questioners and literature study Questioners are to gain the opinion of employees at regional office Department of Law and Human Rights, West Java Province. The questioners scoring used Likert Scale. Primary data sampling used stratified random sampling from the population of 108 employees, 32 respondents were selected. Maximum respond of respondents is determined by the returning questioners which reach 100%. Before the analysis was done, instruments of data collection are tested for their validity and reliability, using SPSS 11.0 for Windows and Product Moment Pearson correlation formula.Statistic analysis show there is a significant and positive relation although the level is rather low with 0.538 correlation score between training and performance. There is a significant relation between compensation and performance with correlation score of 0.622. Acting together, the independent variables have positive relation to perfomwance about 46.4%.In order to improve the performance of employees at regional office Department of Law and Human Rights, West Java Province, employees training is needed to improve knowledge, skill and change of attitude most desired by organization, as well as motivating employees to continuously improve their work output, in quality and quantity, to fulfill the organizational aim for instance through good compensation."

"Pengembangan organisasi membuka peluang terciptanya beberapa jabatan dalam organisasi tersebut. Peluang untuk mendapat jabatan, dipandang sebagai salah satu bentuk penghargaan terhadap anggota organisasi, dalam hal ini pegawai pada Kantor Wilayah Departemen Hukum dan Hak Asasi Manusia Jawa Barat. Promosi jabatan seorang pegawai negeri sipil merupakan salah satu bentuk pola karir yang ditetapkan pemerintah guna tercipta peningkatan pelayanan terhadap masyarakat.Promosi jabatan dapat dipengaruhi oleh berbagai faktor, diantaranya dalam penelitian ini ditekankan faktor pendidikan dan pelatihan serta kinerja. Rumusan masalah dalam penelitian adalah sejauhmana pengaruh pendidikan dan pelatihan terhadap promosi jabatan, sejauh mana pengaruh kinerja terhadap promosi jabatan dan sejauhmana pengaruh pendidikan dan latihan serta kinerja terhadap promosi jabatan pada Kantor Wilayah Departemen Hukum dan Hak Asasi Manusia Jawa Barat.Pendekatan teori yang digunakan adalah bahwa untuk meningkatkan kinerja pegawai, salah satunya dengan memberikan pendidikan dan pelatihan. Setelah tercapai kinerja yang baik salah satu penghargaannya yaitu memberi kesempatan promosi jabatan.Penelitian ini menggunakan metoda random sampling, jumlah populasi sebanyak 122 orang sehingga sampel yang diteliti sebanyak 37 orang. Penelitian dilaksanakan selama bulan Mei 2006, selain menyebarkan kuisioner juga dilakukan melalui wawancara mendalam dengan responden. Kuisioner bersifat tertutup dimana setiap responden harus memilih hanya sate jawaban dari jawaban yang tersedia sesuai dengan pendapatnya.Hasil penelitian pengaruh antara pendidikan dan pelatihan terhadap promosi jabatan menunjukan bahwa terdapat hubungan positif namun berkorelasi agak rendah, sebesar 25,4% promosi jabatan dipengaruhi oleh pendidikan dan pelatiahan. Sementara itu antara variabel kinerja terhadap promosi jabatan terdapat hubungan positif dan berkorelasi cukup, sebesar 39,3% promosi jabatan dipengaruhi oleh kinerja. Dan antara ketiga variabel, pendidikan dan pelatihan serta kinerja tehadap promosi jabatan menunjukan hubungan positif dan berkorelasi cukup, sebesar 45,4% promosi jabatan dipengaruhi secara bersama-sama oleh pendidikan dan pelatihan serta kinerja.Berdasarkan penelitian tersebut direkomendasikan untuk lebih meningkatkan berbagai macam kegiatan pendidikan dan pelatihan terhadap pegawai di jajaran Kantor Wilayah Departemen Hukum dan Hak Asasi Manusia Jawa Barat. Selanjutnya penilaian kinerja direkomendasikan untuk memakai pendekatan 360° yang melibatkan berbagai pihak.

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The development of organization initiates many new positions in the organization. The opportunity to fill in the position is seen as one of the appreciations for members of the organization, in this context the employees of the District Office of Department of Law and Human Rights West Java. Promotion of a government's officer is one of the career patterns arranged by the government to encourage good services for the public.

Promotion is determined by several factors and one of them in this research is education, training and performance. Research question in this research is how is the influence of education and training on promotion, the influence of performance on promotion and the influence of education, training and performance on promotion in the office.

This research uses random sampling method. The population is 122 employees, so the sample is 37 officers. The research is done in May 2006. Besides distributing questionnaire, in-depth interview is also applied. Questionnaire is close that respondents must answer one response match with their opinion.

Base on the result, there is a positive with fairly low at 25.4% that promotion is influenced by education and training. For the meantime, between variable of performance and promotion there is positive and fair correlation at 39.3%. Those three variables concurrently show positive and fair correlation at 45.4%.

Base on the result, it is recommended to increase many education and training program for the employees. Furthermore, the evaluation of their performance is recommended to use 360° approach."

"ABSTRAKTesis ini membahas pendaftaran perubahan sertifikat fidusia atas perubahan nilaiobyek fidusia pada Kantor Wilayah Kementerian Hukum dan HAM RI PropinsiJawa Barat. Dimana dalam Undang-undang Nomor 42 tahun 1999 tentangJaminan Fidusia dinyatakan apabila terdapat perubahan sertifikat fidusia tidakdiperlukan perubahan akta jaminan fidusia. Penulisan tesis ini difokuskan padaprosedur pelaksanaan pendaftaran fidusia di Propinsi Jawa Barat yang tidak sesuaidengan Undang-undang Jaminan Fidusia.Penelitian ini adalah yuridis normatif, yaitu menitikberatkan pada peraturanperundang-undangan yang berlaku, referensi dan literatur yang berkaitan denganhal tersebut. Penelitian yang dilakukan adalah berupa penelitian kepustakaandalam upaya mencari data yang bersifat primer yaitu melalui wawancara dansekunder dengan menggunakan bahan hukum primer, skunder dan tersier. Hasilpenelitian menyarankan bahwa Kementerian Hukum dan HAM menerbitkanperaturan supaya terdapat keseragaman pendaftaran perubahan fidusia padaKantor Wilayah seluruh Indonesia.

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ABSTRACTThis thesis discusses about the registration of the fiducia certificates amendmentto change its object value through Fiducia Registration Office at West JavaProvincial Office of the Ministry of Law and Human Rights. Pursuant to Law No.42 of 1999 concerning Fiduciary Facility, if the fiducia certificate is amended thenit?s not necesary to make a prior amendment on its deed. The thesis is focused onthe implementation of the registration procedure in West Java Provincial FiduciaRegistration Office which is not in accordance with the law of Fiduciary Facility.This research uses normative yuridical approach. The data sources are taken fromthe primary data such as interview and the secondary data such as primary,secondary and tertiary law material. The result of this research gives suggestion tothe Ministry of law and Human Rights to issue a regulation in order to createuniformity at all Provincial Fiducia Registration Office throughout Indonesia."

"Penelitian ini berfokus pada sistem penilaian kinerja pegawai yang dilakukan pada Sekretariat Jenderal Kementerian Hukum dan Hak Asasi Manusia. Penelitian ini termasuk penelitian kualitatif dan kuantitatif dengan metode deskriptif. Penelitian ini menggunakan teori tentang manajemen kinerja dan penilaian kinerja pegawai. Responden penelitian ini terdiri dari 181 responden pegawai dan pejabat yang ada di lingkungan Sekretariat Jenderal Kementerian Hukum dan Hak Asasi Manusia. Pengumpulan data dilakukan melalui kuisioner dan wawancara, sedangkan analisis dilakukan dengan mengacu pada teori yang digunakan. Dari hasil penelitian dapat disimpulkan bahwa Sekretariat Jenderal Kementerian Hukum dan Hak Asasi Manusia belum menerapkan sistem penilaian kinerja pegawai yang sesuai dengan kebutuhan organisasi. Hasil penelitian ini menyarankan bahwa Sekretariat Jenderal Kementerian Hukum dan Hak Asasi Manusia perlu menerapkan sistem penilaian kinerja pegawai berdasarkan sistem performance appraisal yang diantaranya diperlukan penyusunan analisis jabatan, perlu menyusun standar kerja pegawai negeri sipil, perlu mengatur jarak waktu antar tahapan penilaian kinerja pegawai yang jelas serta biaya yang dibutuhkan dalam melakukan pekerjaan dan perlu melakukan penelitian lanjutan untuk menguji sistem penilaian kinerja pegawai yang akan diterapkan.

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This research is focused on performance appraisal system conducted at Secretariat General of Ministry of law and Human Rights. This research covers qualitative and quantitative through descriptive methods. This research uses performance management and performance appraisal theories, of 181 respondents including staffs and officers working under the Secretariat general of Ministry of Law and Human Rights. Data gethering is done through questioneries and depth interviews, meanwhile the analysis is conducted by referring to the existing theories.

From this research,it is concluded that Secretariat General of Ministry of Law and Human Rights has not set the performance appraisal system up yet in accordance to the need of the organization. The result of this reserch at the end advices that The Secretariat General of Ministry of Law and Human Rights is in the urgent need to immediately set up performanace analysis based on performance appraisal, which mainly covers position analysis, the standard civil servant code of conduct, it is needed to arrange the clear period of time span in beetwen performance appraisals, as well as the costs needed in operating such tasks and also to re-test the ongoing performance appraisal system."

"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."

"Salah satu cara pengembangan karier pegawai adalah melalui promosi pegawai. Namun dalam pelaksanaannya syarat-syarat yang ditetapkan untuk pengangkatan pegawai tidak murni berdasarkan penilaian atas bobot tugas, tanggung jawab dan wewenang tetapi kadang lebih ditentukan karena faktor diluar hal tersebut, antara lain kedekatan pegawai dengan pimpinan. Di lingkungan Kementerian Hukum dan HAM saat ini sedang dilaksanakan peningkatan kualitas sumber daya manusia yang transparan dan obyektif di lingkungan Kementerian dengan menggunakan sistem open bidding dan fit and proper test untuk mendapatkan calon pejabat eselon I dan II yang sesuai kompetensi di bidangnya. Penelitian ini bertujuan untuk menganalisa pelaksanaan pengangkatan pegawai dalam Jabatan Struktural di Kementerian Hukum dan HAM RI, dan mengetahui faktor-faktor yang mempengaruhi pelaksanaan pengangkatan pegawai dalam Jabatan Struktural di Kementerian Hukum dan HAM RI. Penelitian ini menggunakan pendekatan kualitatif, dengan teknik pengumpulan data berupa wawancara mendalam dan studi kepustakaan. Hasil penelitian membuktikan bahwa pelaksanaan pengangkatan pegawai di Kemenkumham terdapat factor penghambat, yaitu subyektivitas pimpinan, ketidakjelasan peraturan pengangkatan, dan hasil ujian yang bersifat rahasia. Selain itu, penambahan materi yang diujikan bagi beberapa pegawai justru menimbulkan demotivasi.

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In order to get qualified personnel is through promotion. However, the conditions set for the hiring was not purely based on an assessment of the weight of the duties, and responsibilities but sometimes more determined because of factors beyond that, among other civil proximity with the leaders. In the Ministry of Law and Human Rights is currently being implemented to improve the quality of human resources in a transparent and objective to use open bidding system and the fit and proper test for candidates according to its competence in the field.

This study aims to analyze the implementation of the Title Structural appointments in the Ministry of Law and Human Rights, and determine the factors that affect the implementation of the Title Structural appointments in the Ministry of Law and Human Rights. This study uses a qualitative approach, with data collection techniques such as interviews and literature study. The results prove that the implementation of employment in Kemenkumham are inhibiting factors, subjectivity leadership, unclear rules, and the test results are confidential. "

"Dalam perkembangan ekonomi di Indonesia, banyak sekali pelaku usaha yang terlibat dalam bentuk badan usaha Perseroan Terbatas, karena tujuan utamanya adalah mencari keuntungan. Negara dapat mengatur dan melakukan pengawasan dalam kegiatan usaha perseroan terbatas yakni melalui penerapan aturan hukum pada Sistem Administrasi Badan Hukum (SABH) di Direktorat Jenderal Administrasi Hukum Umum (AHU) Kementerian Hukum dan Hak Asasi Manusia Republik Indonesia. Sistem Administrasi Badan Hukum yang selanjutnya disingkat SABH adalah pelayanan jasa teknologi informasi Perseroan secara elektronik yang diselenggarakan oleh Direktorat Jenderal Administrasi Hukum Umum. Dalam sistem ini berisi muatan seluruh data pada Perseroan Terbatas, sehingga pemerintah dapat melakukan sebuah pengawasan. Sistem ini akan menghasilkan produk hukum berupa keputusan dan/atau pemberitahuan yang mempunyai kekuatan hukum. Penelitian ini menggunakan metode yuridis normatif, yang mana meneliti aturan yang mengatur tentang Sistem Administrasi Badan Hukum, yaitu Peraturan Menteri Hukum dan Hak Asasi Manusia Republik Indonesia Nomor 4 Tahun 2014 yang telah mengalami 2 (dua) kali perubahan. Pelayanan pada sistem ini mempunyai kelemahan dalam menjamin kepastian hukum apabila terdapat perbuatan melawan hukum, karena seluruh tindakan pemerintah hanya melalui sistem dan seharusnya dilakukan pemeriksaan secara manual melalui dibentuknya aturan yang baru.

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In the economic development in Indonesia, many business actors are involved in the form of Limited Liability Companies, because the main objective is making of profit. The state can regulate and supervise the business activities of limited liability companies, namely through the application of legal rules to the Legal Entity Administration System at the Directorate General of General Legal Administration (AHU), Ministry of Law and Human Rights of the Republic of Indonesia. Legal Entity Administration System, hereinafter abbreviated as SABH, is the Company's electronic information technology services provided by the Directorate General of General Legal Administration. In this system, it contains all data on Limited Liability Companies, so that the government can carry out an oversight. This system will produce legal products in the form of decisions and / or notifications that have legal force. This study uses a normative juridical method, which examines the rules governing the Legal Entity Administration System, that is Peraturan Menteri Hukum dan Hak Asasi Manusia Nomor 4 Tahun 2014 which has undergone 2 (two) changes. Services in this system have weaknesses in ensuring legal certainty if there is an act against the law, because all government actions are only through the system and properly manual inspection through the formation of new rules.

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"Akta Notaris sebagai otentik adalah akta yang dibuat oleh atau di hadapan Notaris menurut bentuk dan tata cara yang ditetapkan dalam Undang-undang Jabatan Notaris. Merupakan kewajiban bagi Notaris untuk membacakan dan menandatangani akta di hadapan penghadap dan saksi-saksi.Akan tetapi, dalam kasus Putusan Majelis Pemeriksa Wilayah Notaris Jawa Barat No:129/MPWJABAR/ 2007 terjadi pembuatan akta otentik yang dilakukan penandatanganan tanpa dibacakan dengan patut. Dikatakan penandatanganan tanpa dibacakan dengan patut, karena aktanya dibacakan sebagian saja dan tidak ditandatangani oleh Notaris dan saksi-saksi. Hal ini merupakan pelanggaran terhadap Undangundang Jabatan Notaris dan kode etik Notaris. Akibat hukum terhadap pembuatan akta yang dilakukan penandatanganan tanpa dibacakan dengan patut, aktanya dapat menjadi akta di bawah tangan atau akta tidak berharga. Dikatakan aktanya dapat menjadi akta di bawah tangan atau akta tidak berharga berarti aktanya telah kehilangan otentisitasnya, bukan akta otentik lagi. Berdasarkan pemeriksaan yang dilakukan oleh Majelis Pengawas Notaris dikeluarkan Putusan Majelis Pemeriksa Wilayah Notaris Jawa Barat No:129/MPW-JABAR/2007 yang memutuskan Notaris yang bersangkutan diusulkan sanksi pemberhentian sementara. Prosedur Pemberhentian Sementara yang dilakukan oleh Majelis Pengawas Notaris sudah dilakukan sesuai ketentuan dalam Peraturan Menteri Hukum dan Hak Asasi Manusia No.M.02.PR.08.10 Tahun 2004.

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Notarial deed is an authentic deed made by a Notary according to the form and procedure set by the Act. Notary have duties to reading and signing the notarial deed in the presence of the parties and witnesses. However, in the Case Study of Putusan Majelis Pemeriksa Wilayah Notaris Jawa Barat No:129/MPWJABAR/ 2007, a Notary made an authentic deed without reading and signing with inappropriate. It said inappropriate, because the reading of the deed just in some part, not in the whole part of the deed and the Notary did not signing the deed. This is a violation between the act 30 years 2004 about Notary and ethic code of Notary.The legal consequences of making the deed without reading and signing inappropriate is the deed being under hand deed or unworthy deed. It said under hand deed or unworthy deed because the deed losing it`s authenticity.So it`s not an authentic deed anymore. Based on the investigation by Majelis Pengawas Notaris, that give a decision that make those Notary get a punishment, thats the temporary stoppage of his notary duties. The procedur of Temporary stoppage of notary is been done according to the Regulation by Ministry of Law and Rights No..M.02.PR.08.10 years 2004."

"Pesatnya perkembangan teknologi dan informasi membuat hidup masyarakat dunia semakin mudah, sama hal nya dengan   masyarakat Indonesia. Saat ini, masyarakat dihadapkan dengan perubahan-perubahan dalam lingkungan termasuk di instansi pemerintahan maupun swasta. Contoh dari transfromasi yang terjadi adalah dengan adanya pendaftaran merek berbasis online atau melalui aplikasi. Hal terkait pendaftaran secara elektronik atau online ini telah ditetapkan pada Undang-Undang No 20 Tahun 2016. Namun,  pada implementasinya DJKI membutuhkan waktu kurang lebih tiga tahun untuk dapat menerapkan sistemnya. Penelitian ini bertujuan untuk menganalisis terhadap penerapan sistem pendaftaran merek secara online pada DJKI. Teori yang digunakan pada penelitian ini yaitu Merek, pelayanan publik, dan implementasi kebijakan. Metode yang digunakan dalam penelitian ini adalah metode kualitatif, teknik pengumpulan data dengan wawancara mendalam. Hasil yang didapat dari penelitian ini adalah DJKI telah menerapkan pendaftaran merek dengan baik walaupun banyak kendala seperti resistensi yang tejadi dari pihak internal maupun eksternal, banyaknya aspirasi dari berbagai stakeholders dan lain-lain.

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The rapid development of technology and information makes life easier for the people of the world, just like the Indonesian people. Currently, society is faced with changes in the environment, including in government and private agencies. An example of the transformation that occurs is the presence of online-based trademark registration or via an application. Regarding electronic or online registration, it has been stipulated in Law No. 20 of 2016. However, in its implementation, DGIP takes approximately three years to be able to implement the system. This study aims to analyzing the application of the online trademark registration system at DGIP. The theory used in this research is the brand, public service, and policy implementation.  The method used in this study is qualitative, data collection techniques with in-depth interviews. The results obtained from this study are that DGIP has implemented trademark registration well, although there are many obstacles such as resistance that occurs from internal and external parties, the many aspirations from various stakeholders, and others."