Hasil Pencarian  ::  Simpan CSV :: Kembali

"ABSTRAKProses pengalihan hak atas saham menurut peraturan perundang-undangan yang berlaku mensyaratkan untuk memperoleh persetujuan Rapat Umum Pemegang Saham terlebih dahulu. Persyaratan lainnya adalah keharusan menawarkan terlebih dahulu kepada pemegang saham lainnya atau dikenal dengan pre-emptive rights. Persyaratan terakhir ini merupakan salah satu upaya perlindungan hukum pemegang saham minoritas. Setiap proses pengalihan hak atas saham merupakan perubahan anggaran dasar yang memerlukan persetujuan dari atau pemberitahuan kepada Menteri Hukum dan HAM RI. Dalam perkara yang menjadi bahasan dalam tesis ini, permohonan pengalihan hak atas saham PT X ditolak oleh Menteri. Penolakan Menteri tersebut dikeluarkan oleh Dirjen AHU berdasarkan surat yang dikirimkankan oleh BI, salah satu pemegang saham PT X. Isi surat dari BI adalah permohonan penolakan persetujuan pengalihan dan konversi saham dalam PT X. PT X kemudian mengajukan gugatan ke Pengadilan Tata Usaha Negara dengan obyek gugatan adalah surat yang dikeluarkan oleh Dirjen AHU yang menjawab surat permohonan BI. Penulisan tesis ini menitikberatkan pembahasan peraturan perundang-undangan yang berlaku terkait dengan proses permohonan persetujuan atau pemberitahuan mengenai pengalihan hak atas saham di Kementerian Hukum dan Hak Asasi Manusia RI dan keabsahan Rapat Umum Pemegang Saham yang melatarbelakangi pengalihan hak atas saham di PT X.

---

ABSTRACTThe process of the rights of shares transfer according to the pertaining regulations shall obtain the approval of the General Meeting of Shareholders in advance. Another requirement is the obligation to offer the other existing shareholders first or known as pre-emptive rights. Such requirement is one of legal protection means for minority shareholders. Every process of the rights of shares transferring is an amendment of the articles of association which requires the approval from or notification to the Minister of Just ice and Human Rights of RI. In the case that discussed in this thesis, the application for the rights of shares transfer of PT X is rejected by the Minister. Such Minister’s rejection was issued by the Dirjen AHU based on the letter issued by BI, one of the shareholders of PT X. The content of the letter from BI is a plea to reject the approval of the transfer and conversion of shares in PT X. PT X then filed a lawsuit to the Administrative Court in which the object of the lawsuit is the letter that issued by the Dirjen AHU. This thesis writing focuses on the discussion on the pertaining regulation relating to the application process for approval or notification of the rights of shares transfer at the Ministry of Justice and Human Rights of RI and the validi ty of the General Meeting of Shareholders on the rights of shares transfer in PT X."

"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

---

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."

"Penambahan modal dasar perseroan terbatas (perseroan) seharusnya diajukan kepada Menteri Hukum dan Hak Asasi Manusia (Menkumham) oleh notaris untuk mendapatkan persetujuan, tetapi tidak demikian halnya dalam praktik dialami oleh PT X yang bergerak di bidang pembangunan, di mana Akta Perubahan Anggaran Dasar yang dibuat oleh notaris tidak dicatatkan sehingga belum ada persetujuan dari Menkumham. Sebagai akibatnya profil perusahaan tidak mengalami perubahan berdasarkan Akta Perubahan Anggaran Dasar PT X yang terakhir. Oleh karena itu, penelitian ini mengangkat permasalahan tentang tanggung jawab notaris terhadap perubahan anggaran dasar terkait penambahan modal dasar perseroan terbatas yang tidak dimintakan persetujuan Menkumham dan tindakan Majelis Pengawas Daerah (MPD) jika mendapatkan laporan tentang adanya notaris yang tidak meminta persetujuan dari Menkumham dalam perubahan anggaran dasar perseroan terbatas terkait penambahan modal dasar. Untuk menjawab permasalahan tersebut, penelitian hukum non doktrinal dipergunakan di sini. Data primer yang diperoleh dari studi di lapangan dan data sekunder yang diperoleh dari studi kepustakaan selanjutnya dianalisis secara kualitatif. Dari hasil analisis dapat dinyatakan bahwa tanggung jawab notaris dalam permasalahan ini adalah mengganti kerugian materiil yang telah dikeluarkan oleh PT X terkait Akta Perubahan Anggaran Dasar PT X yang tidak dimintakan persetujuan kepada Menkumham. Selain itu, dapat dijelaskan pula tindakan Majelis Pengawas Daerah (MPD) adalah menerima laporan yang diajukan PT X dengan syarat kelengkapan berkas dan bukti yang kuat, yang ditindaklanjuti dengan melaksanakan sidang pemeriksaan terhadap notaris yang dilaporkan, untuk mengetahui apakah ada pelanggaran yang dilakukan atas notaris tersebut. Apabila ditemukan pelanggaran oleh notaris, maka MPD akan merekomendasikan kepada Majelis Pengawas Wilayah (MPW) untuk penjatuhan sanksi berupa peringatan tertulis, tetapi apabila selanjutnya notaris tersebut melakukan kembali pelanggaran maka MPW akan merekomendasikan kepada Majelis Pengawas Pusat (MPP) untuk penjatuhan sanksi berupa pemberhentian sementara.

---

The additional authorized capital of a limited liability company (company) should have been submitted to the Minister of Law and Human Rights (Menkumham) by a notary to obtain approval, but this is not the case in practice experienced by PT X which is engaged in development, where the Deed of Amendment to the Articles of Association made by a notary is not recorded so there is no approval from Menkumham. As a result, the company profile has not changed based on the latest Deed of Amendment to PT X's Articles of Association. Therefore, this study raises the issue of the notary's responsibility for amendments to the articles of association related to the addition of the limited liability company's authorized capital for which the Ministry of Law and Human Rights did not seek approval and the actions of the Regional Supervisory Board (MPD) if they receive a report about a notary who does not seek approval from the Ministry of Law and Human Rights in changing the budget. the basis of a limited liability company related to the addition of authorized capital. To answer these problems, non-doctrinal legal research is used here. Primary data obtained from field studies and secondary data obtained from literature studies were then analyzed qualitatively. From the results of the analysis it can be stated that the responsibility of the notary in this matter is to compensate material losses that have been issued by PT X regarding the Deed of Amendment to PT X's Articles of Association for which Menkumham did not seek approval. Apart from that, it can also be explained that the actions of the Regional Supervisory Board (MPD) are to accept the report submitted by PT X with the condition that the documents are complete and strong evidence, which is followed up by carrying out an examination session of the reported notary, to find out whether there was a violation committed against the notary. . If a violation is found by a notary, the MPD will recommend to the Regional Supervisory Council (MPW) for imposition of sanctions in the form of a written warning, but if the notary subsequently commits a violation again, the MPW will recommend to the Central Supervisory Council (MPP) for imposition of sanctions in the form of temporary suspension."

"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.

---

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."

"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.

---

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."

"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.

---

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. "

"Tesis ini membahas mengenai studi kasus dari PT. Bukti Samudera Perkasa (PT. BSP) terkait dengan peran dan tanggung jawab notaris dalam pengajuan permohonan Perubahan Anggaran Dasar (AD) dan Data kepada Kementerian Hukum dan Hak Asasi Manusia (Kemenkumham) melalui Sistem Administrasi Badan Hukum (SABH). Adapun permasalahan di dalam tesis ini adalah mengenai peran dan tanggungjawab notaris dalam pengajuan permohonan Perubahan AD dan Data PT. BSP serta akibat hukum dari Akta Pernyataan Keputusan Rapat PT. BSP (Akta PKR) yang permohonan perubahannya tidak diajukan oleh notaris ke Kemenkumham melalui SABH. Metode penelitian yang digunakan dalam penulisan ini adalah yuridis normatif dengan tipologi penelitian deskriptif analitis.Hasil dari penelitian ini adalah peran notaris dalam pembuatan akta telah dilaksanakan sesuai dengan ketentuan UUJN, sedangkan pengaksesan SABH tidak dilaksanakan. Apabila notaris terbukti melakukan kesalahan dapat dimintakan pertanggungjawaban, namun apabila alasan tidak diaksesnya SABH berada diluar kendalinya maka tidak dapat dimintakan pertanggungjawaban. Kemudian untuk akibat hukumnya, Perubahan Data tetap terjadi, sedangkan Perubahan AD tidak terjadi sehingga tidak diketahui oleh pihak ketiga dan berlaku ketentuan Pasal 56 ayat (4) dan Pasal 94 ayat (8) jo Pasal 111 ayat (8) UUPT 2007. Saran dari Penulis adalah direksi harus memberi kuasa secara rinci kepada notaris untuk pengajuan permohonan Perubahan AD dan Data, notaris harus menjalankan kewenangan serta tidak lalai, dan apabila notaris terbukti melakukan kesalahan harus dilaporkan kepada Kemenkumham melalui Tim Investigasi.

---

This thesis discusses a case study on PT. Bukit Samudera Perkasa (PT. BSP) in relation to the roles and responsibilities of notary in submitting request for amendment to AoA and Change in Data to the Ministry of Law and Human Rights through the Sistem Administrasi Badan Hukum (SABH). The roles and responsibilities of a notary in the event of change in data are preparing the deed and accessing the SABH. The problem that this thesis is attempting to solve concerns the roles and responsibilities of the notary in submitting a request for amendment to AoA and change in data of PT. BSP and the legal consequences of the PKR Deed of PT. BSP, the request for amendment of which was not submitted by the notary to the Ministry of Law and Human Rights through SABH. The research method applied in this writing is judicial- normative with descriptive-analytical typology method.The result of this research is that the roles and responsibilities of notary had been carried out in accordance with the provisions of the Notary Position Law. Meanwhile, in regard to the role of accessing SABH, the notary did not carry out his role and therefore, the notary may be held accountable in the event that he is deemed to have committed a fault. However, if the reason for failing to access the SABH is beyond the control of the notary, he will not be held accountable. As with the legal consequences, Change in Data still occurs but no amendment occurs to the AoA, therefore not acknowledged by any third party, and the provision of Article 56 paragraph (4) of the 2007 LLC Law of 2007 applies accordingly, as does the provision of Article 94 paragraph (8) jo. Article 111 paragraph (8) of the 2007 LLC Law. The writer recommends, that the Board of Directors grants more detailed power in powers of attorney, urging the notary to exercise his authority and avoid negligence, and ensuring that if the notary is proven to have committed a fault, he must be reported to the Ministry of Law and Human Rights through the Investigation Team."

"ABSTRAKKementerian Hukum dan Hak Asasi Manusia (Kemenkumham) mempunyai tugas dan fungsi di bidang hak asasi manusia, peraturan perundang-undangan, administrasi hukum umum, hak kekayaan intelektual, pemasyarakatan, dan keimigrasian. Laporan kinerja instansi pemerintah (LAKIP) Kemenkumham tahun 2017 menyebutkan bahwa 2 (dua) indikator kinerja utama (IKU) Kemenkumham, yaitu indeks integritas memiliki target nilai 3.3 dan indeks reformasi birokrasi memiliki target nilai 85. Hasil evaluasi pelaksanaan reformasi birokrasi Kemenkumham tahun 2017 menyebutkan bahwa nilai indeks integritas adalah 3.14 dan nilai indeks reformasi birokrasi adalah 76.33, sehingga target IKU yang sudah ditetapkan tidak tercapai. Penelitian dilakukan untuk mengetahui sejauh mana tingkat kesiapan Kemenkumham dalam mengimplementasikan manajemen pengetahuan dan rekomendasi apa yang perlu diberikan terhadap hasil analisis untuk meningkatkannilaipenyelenggaraanreformasibirokrasidiKemenkumham. Penelitian ini menggunakan metode penelitian kombinasi yang menggabungkan metode kualitatif dan metode kuantitatif. Metode kualitatif digunakan pada saat penyusunan kerangka teoretis dan penyusunan rekomendasi. Metode kuantitatif digunakan untuk mengumpulkan pendapat pegawai Kemenkumham dan melakukan pembobotan faktor dengan menggunakan kuesioner sebagai instrumennya. Pembobotan dilakukan dengan menggunakan analitycal hierarchy process (AHP). Berdasarkan hasil analisis, tingkat kesiapan Kemenkumham berada pada nilai 3.995 yang berarti Kemenkumham siap mengimplementasikan manajemen pengetahuan dengan sedikit peningkatan. Rekomendasi perbaikan diberikan kepada indikator dengan nilai kesiapan di bawah 4.2 atau indikator di bawah tingkat siap untuk mengimplementasikan manajeme n pengetahuan.

---

ABSTRACT

The Ministry of Law and Human Rights (Kemenkumham) has duties and functions in the fields of human rights, legislation, general law administration, intellectual property rights, correctional and immigration. The 2017 Kemenkumham government agency performance report (LAKIP) states that 2 (two) key performance indicators (IKU) of Kemenkumham, namely the integrity index has a target value of 3.3 and the bureaucratic reform index has a target value of 85. The results of 2017 Kemenkumham bureaucratic reform implementation mention that the integrity index value is 3.14 and the bureaucratic reform index value is 76.33, so the target IKU that has been set is not achieved. The study was conducted to determine the extent of Kemenkumham readiness in implementing knowledge management and what recommendations need to be given to the results of the analysis to increase the value of implementing bureaucratic reform at Kemenkumham. This study uses a combination research method that combines qualitative methods and quantitative methods. Qualitative methods are used when compiling theoretical frameworks and formulating recommendations. The quantitative method is used to collect the opinions of Kemenkumham employees and do factor weighting using a questionnaire as an instrument. Weighting is done using the analitycal hierarchy process (AHP). Based on the results of the analysis, the level of readiness of Kemenkumham is at the value of 3,995 which means that the Ministry of Law and Human Rights is ready to implement knowledge management with a slight increase. Improvement recommendations are given to indicators with readiness values below 4.2 or indicators below the level ready to implement knowledge management."