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"Pulomas area has a strategic position. If the development of this area is put into action, this area can lessen current human density in center business and shopping centre in central, south, and west region of Jakarta. The development of Pulomas area that is currently managed by PT Pulomas Jaya is similar to the management of service through special district. However, the concept of Kawasan Khusus is still being disputed by many experts until now. There are three research questions that submitted in this research. First, what is the real meaning of 'Kawasan Khusus' Second, which aspects to consider in determining 'Kawasan Khusus' Third, can Kawasan Terpadu Pacuan Kuda Pulomas be categorized as a 'Kawasan Khusus' This research applies positivist approach with qualitative data collection technique to answer these research questions.The term 'special district' accomodates what is described as 'Kawasan Khusus' in Undang-Undang Nomor 32 Tahun 2004 as well as district under internal authority of the local government. However, what is mentioned as 'Kawasan Khusus' in that code doesn't accomodate special districts of local importance. It requires some criterions, such as the district has national strategic value, national importance, and concerning the needs of many people. However, the specification of 'Kawasan Khusus' intrinsically lays in certain functions owned by Kawasan Khusus. Various different ideas about the concept of special district send into two outlines of development aspects of Kawasan Khusus, namely physical and institutional aspect. Physically, this area has a strategic position that stimulate PT Pulo Mas Jaya to develop the concept of integrated development area. Institutionally, the management of Pulomas area now is managed by BUMD, which is in the form of limited liability (PT). In this case, Pulo Mas has specific function in the form of region development. With this region development function, we can conclude that Kawasan Terpadu Pacuan Kuda Pulomas can be categorized as either special district or Kawasan Khusus."

"The bureaucracy which is considered qualified will indicate its human resource's capacity and professionalism,particulary for many civil servants who hold the current positions

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"From the several alternative sites in East Java and based on proximity to supporting industries and infrastructures that already exist, the distance to economic centers and airports, the available land, as well as the affordable prices, Lamongan has been selected as the location of development of dock and shipyard industries in East Java. Development of shipyard industries in Lamongan is reviewed from is prospect, selected and began with repair and mintenance services for ships with classof facilities between 1000-3000 DWT. The class has not been a lot of competitors because of a new shipyard, easy technology and no experience. Based on the learning and experience process, for the future, 5 to 10 years, this shipyard can be expanded to accept new building similiar in size to barge technology which is not so so difficult and in order to master the modern technology . In addition, the permanent repair work has been done by increasing the capacity. Plan for 15 to 20 years, the shipyard can be expanded to accept new building for inter - islan ferries and tugboats, as well as repairs."

"Penulisan tugas akhir ini bertujuan untuk menyusun program pengembangan berbasis kompetensi untuk posisi team leader PT.HSO. Teori yang digunakan dalam penyusunan program pengembangan berbasis kompetensi adalah teori Spencer & Spencer (1993). Tahapan penyusunan program pengembangan dimulai dengan menyuslm model kompetensi. Dari hasil penyusunan kompetensi didapatkan sembilan kompetensi yang dibutuhkan pada posisi team leader. Kompetensi tersebut adalah anabethical thinking coaching, organizing, bussiness sense, teamwork willingness to learn, achievement orientation, communication, dan self' confidence. Setelah kompetemi tersusun, langkah selanjutnya adalah mengidentifikasi kompetensi-kompetensi untuk dikembangkan dengan melihm kesenjangan antara level pencapaian aktual saat ini dengan level pencapaian yang diharapkan organisasi. Kompetensi yang menjadi prioxitas pengembangan adalah analvthical thinking coaching, organizing, dan bussiness sense. Hal ini dikarenakan kompetensi tersebut merupakan kompetensi yang paling penting dibutuhkan oleh posisi team leader sedangkan level pencapaian aktualnya Qat ini masih rendah. Langkah selanjutnya adalah menentukan metode pcngembangan yang paling efektif untuk setiap kompetensi. Metode yang akan digunakan adalahof the job training dan on the job training. Setelah mengetahui metode yang akan digunakan., langkah selanjutnya adalah membuat lcurikulum untuk tiap metode yang digunakan.

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The purpose of this study is to competency-based development program for team leader PT.HSO. This study utilize Spencer & Spender (1993) theory in develop employee development program. The first phase is building competency model. There are nine competencies that required by team leader. Those are anabftical thinldng, coaching, organizing bussiness sense, teamwork, willingness to learn, achievement orientation, communication, and seMcorgEdence. The second phase is identiiication of competencies that needed to develop by analysed gap exist between actual level and expected level of competency. The result shows analytyical thinking, coaching, organizing and bussiness sense will be priority to develop because they haven’t met proicieney level that required. The next phase is selecting the effective method to develop each competency. Methods that will beused for the development program are of the job training and on the job training. The final phase is develop curricula for each methods."