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"Setiap tugas pokok pekerjaan untuk mencapai suatu tujuan tertentu baik oleh organisasi pemerintah, swasta, maupun lembaga sosial harus didukung oleh sumber daya masyarakat (SDM) yang profesional, berkemampuan, dan mempunyai motivasi untuk memimpin sebagai Pelaksana Pekerjaan dalam kegiatan organisasi. Ada asumsi yang menunjukkan bahwa pelaksana tugas Sub Bagian Ketenagakerjaan kurang dalam memberikan pelayanan administrasi ketenagakerjaan kepada pegawainya, namun yang menjadi persoalan mendasar adalah bagaimana meningkatkan Peran Pelaksana Jabatan Sub Bagian Ketenagakerjaan sebagai penunjang penegakan ketertiban administrasi ketenagakerjaan di Lembaga Pemasyarakatan Kelas Satu Cipinang (Lapas Klas 1 Cipinang)? Pendekatan kuantitatif dengan jenis penelitian berdasarkan manfaatnya murni, berdasarkan tujuan bersifat deskriptif dan berdasarkan dimensi waktu bersifat cross sectional yang digunakan penulis selama penyusunan makalah ini sebagai metode penelitian. Data dan Informasi dikumpulkan melalui studi literatur, wawancara dan observasi lapangan. Berdasarkan hasil penelitian ditemukan bahwa terdapat hambatan-hambatan yang dihadapi Sub Bagian Ketenagakerjaan yaitu kurangnya kemampuan dan motivasi kerja pelaksana, adanya ketimpangan antara tugas pokok dan fungsi yang bergantung pada banyaknya pekerjaan pelaksana (pegawai) yang tersedia, kurangnya dana, fasilitas dan pra fasilitas pendukung untuk kegiatan operasional. Fenomena hambatan-hambatan tersebut menyebabkan kurang maksimalnya pelayanan administrasi ketenagakerjaan yang diberikan oleh pelaksana pekerjaan Sub Bagian Ketenagakerjaan kepada pegawai. Disarankan agar Peran Pelaksana Pekerjaan Sub Bagian Ketenagakerjaan lebih ditingkatkan dalam memberikan pelayanan administrasi. Selain itu, Ketua Eksekutif harus selalu melakukan evaluasi atas hasil kinerja pekerjaannya.

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Each essential job duty is to achieve a certain goals either by government's organization, private company, or social institution must be endorsed by professional public resources (SDM), capability, and has motivation to take a lead as Job Executive during organization activity. An assumption had been shown that job executive of Sub Employment Section is less much in providing employment administration service to their employee, nevertheless, the essential problem here is how to improve Job Executive Roles of Sub Employment Section as a support to enforce employment administration order at First Class of Cipinang Penitentiary (Lapas Klas 1 Cipinang )? A quantitative approach with type of research based on its benefit is pure, based on purpose is descriptive and based on time dimension is cross sectional had been used by the writer during composing this paper as research method. Data and Information were collected by means of study literature, interview and field observation. Based on research results, it is found that there are barriers should Sub Employment Section dealt with the lack of capability and motivated job executive, the existence of imbalances among essential task and the function which relied on numerous job executive (employee) as available, the lack of funds, facility and supporter pre facility to operational activity. These barriers phenomenon had caused less much in employment administration service which provided by job executive of Sub Employment Section to employee. It is advised that the Job Executive Role of Sub Employment Section should be more enhanced during providing administration service. In addition to that, the Chief Executive should always conducting an evaluation over their job performance results."

"Penelitian ini bertujuan untuk menganalisis optimalisasi pengembangan sumber daya manusia dalam meningkatkan kinerja anggota di Polres Kendal Jawa Tengah. Peningkatan kinerja ini diharapkan mampu menyiapkan anggota-anggota Polri yang siap melayani masyarakat dengan optimal sehingga tingkat kepercayaan masyarakat juga mengalami peningkatan. Teori dan konsep yang digunakan dalam penelitian ini yaitu Teori Resource- Based View (RBV), Teori Manajemen, Teori Motivasi, Teori Kepemimpinan, Teori Kompetensi, Teori Produktivitas, Konsep Pengelolaan SDM, Konsep Optimalisasi, dan Konsep Kinerja Anggota. Metode penelitian yang digunakan adalah mix method atau gabungan antara metode kualitatif dan kuantitatif. Data kualitatif dikumpulkan melalui wawancara by phone dan studi literatur, sedangkan data kuantitatif dikumpulkan melalui kuesioner yang dibantu sebarkan oleh bagian SDM Polres Kendal yang selanjutnya dianalisis oleh peneliti menggunakan SPSS. Hasil penelitian menunjukkan bahwa: 1) Polres Kendal menghadapi berbagai kendala dalam meningkatkan kinerja anggota seperti keterbatasan pelatihan, perbedaan kompetensi, serta permasalahan ketangguhan mental anggota. 2) Pengelolaan SDM Polres Kendal dioptimalkan melalui program latihan (Prolat), Dikbagspes, dan kepemimpinan efektif untuk meningkatkan kinerja dan pelayanan kepada masyarakat; 3) Penelitian ini menunjukkan bahwa terdapat pengaruh positif dan signifikan antara optimalisasi pengelolaan sumber daya manusia (SDM) terhadap peningkatan kinerja anggota di Polres Kendal yang ditunjukkan dengan nilai t hitung 7,182 yang lebih besar dari t tabel 1,661 dan signifikansi 0,000 serta nilai koefisien regresi sebesar 0,608.

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This study aims to analyze the optimization of human resource development in improving the performance of personnel at the Kendal Police Department, Central Java. The improvement in performance is expected to prepare police officers who are ready to serve the community optimally, thereby increasing the public's trust. The theories and concepts used in this study include the Resource-Based View (RBV), Management Theory, Motivation Theory, Leadership Theory, Competency Theory, Productivity Theory, Human Resource Management Concept, Optimization Concept, and Personnel Performance Concept. The research method used is a mix method, combining both qualitative and quantitative approaches. Qualitative data were collected through phone interviews and literature studies, while quantitative data were gathered through questionnaires distributed by the HR department of the Kendal Police Department and subsequently analyzed by the researcher using SPSS. The results of the study show that: 1) The Kendal Police Department faces various challenges in improving personnel performance, such as limited training, differences in competencies, and issues with mental toughness; 2) HR management at the Kendal Police Department is optimized through training programs (Prolat), Dikbagspes, and effective leadership to enhance performance and service to the community; 3) The study shows a positive and significant influence between the optimization of human resource management (HRM) and the improvement of personnel performance at the Kendal Police Department, indicated by a t-value of 7.182, which is greater than the t-table value of 1.661, with a significance level of 0.000, and a regression coefficient of 0.608"