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"As an organization, state requires the human resource to run the governance function and development. Human resource required the have to own the professionalism to be able to run its duty better. Therefore, require to be performed a civil servants recruitment to fulfill the requirement of human resource. Fundamental problem of this research is how mechanism and efforts civil servants recruitment by Thousand Island Administration Regency to execute the duties of governance and development. Research approach used is qualitative with the type of case study research, cross sectional and pure research. While technique of data collecting used by in depth interview and literature study. Civil servants recruitment by Government of Province DKI Jakarta relate to Governmental Regulation Number 11 Year 2002 jo. Governmental Regulation Number 98 Year 2000 about Civil Servants Recruitment. So also with the regency/town in DKI Jakarta, inclusive of Thousand Island Administration Regency as redevise area from North Jakarta. However since year 2000, released of zero growth policy from Ministry of State Apparatus Enableness cause the recruitment inexistence of entire Indonesia after that time. This matter make the redevise area like Thousand Island Administration Regency officer insuffiency to run the governance duty and its development. Therefore, to remain run the governance and development, Thousand Island Administration Regency doing efforts to fulfil the its officer requirement. One of them is by employing ordinary or Daily Free-Worker referred as PLH to fill the officer blankness. But, this PLH in fact disagree with rule going into effect. Because not refer at PP No. 11 Year 2002 and its system of pay nor charged upon by APBD but by using personal budget from unit / organization employing the PLH. Result from this research is Thousand Island Administration Regency have done some efforts in civil servants recruitment, however still not yet optimal because collided by policy of zero growth and mindset from officer to placed at Thousand Island Administration Regency. There are four suggestions for this research, one of them is by considering system of pay for Daily Free-Worker better be charged upon by APBD, so that own the opportunity to be lifted to become honorary staff. then if passing other test conditions can become the CPNS."

"Under the prevailing law in Indonesia no. 32/1997 about commodity futures exchange, the government had aplied the rules of risk management by market mechanism scheme. These rules had given a chance to futures broker company to serve people in futures investment. To be able to give such service, the company must have employees that can afford a maximal working effectiveness.The purpose of this research's was to analysis upon employee's perception over the working effectiveness which have been doing in daily activity in one organization. There are seven major indicators in this measurement which are presented by George D. Halsey, The indicators are list as follow: working quantity, working quality, initiative, working attitude, effort, cooperation, and originality which are performed by employees in the company.This research's use quantitative approach with descriptive method. The numbers of population are 40 respondents and total sampling used was sampling technique. In order to get some information, researcher has to distribute the questioner to all respondents at PT Realtime Forex Futures (RTFF), the research's period was during May 2008. Researcher did an interview to find out about the working effectiveness perception from respondents. To analyze the data the researcher used descriptive frequencies table, which use computer program SPSS version 16,0 for windows to process the data.Based on the result of research, it has found that majority of respondents have a good perception about the working effectiveness at PT Realtime Forex Futures. The rate of satisfaction can be proven by a high respond (weighted score between 155 until 168) from respondents over the seven indicators which generally gave positive perception upon the working effectiveness in the company. To increase the working effectiveness, for the future employees need to be given the correct and appropriate socialization (regarding target and supervision), in order to know and understand what performance that is expected by the company."

"In this global era, the business competition among the firms is so tight, including in this field. The serve in this field need special attention, because it?s about consumer?s satisfaction. So good moral workers, professional, discipline in doing his duty is needed. These terms are needed in increasing work productivity, serve quality and competition power in our own country and aboard. But in fact, there are still workers that are less in work productivity. Some research told that work productivity is also influenced by satisfaction and work motivation. But in this research the writer not explain about the influence between work satisfaction and productivity because none theory which is explain both of them. For that reason this research will explain about employee perception in work satisfaction and productivity. Based on the background above, in this research the writer choose Telkom, Tbk Company in central Jakarta as an object of the research.The research question is how The Perception of Outbondcall Employee About Work Satisfaction and Work Productivity in Personal Customer Care Division at Telkom,tbk Company? To answer of that research question, researcher used quantitative approach and using research method by using the survey approach, which implies the use of questioners as the major tool used to collect data and information, beside the others secondary and literature sources.The conclusion of this research is the outbondcall employee feel uncomfortable in work satisfaction but they still improve their work productivity because they are afraid about the hire. For the conclusion, the company should be attending to the work satisfaction because the employee is the basic of the resource company."

"This final assignment is discussing conditional Leave Service Procedure at State Prison Serang Banten. This research intent to word conditional leave service procedure and resistive one is faced in conditional leave service at State Prison Serang Banten. This research constitute kualitatif's research in gathers information to utilize interview tech and field observation Usufructs of this research points out that prisoner that get conditional leave shall qualify administrative and subtantitife, conditional leave divides prisoner that have term punish under a year and under punish term six months, conditional leave to be given prisoner afters carries on 2 / 3 of punish terms, constraint in ministering bureaucracies conditional leave which long, This observational result suggests that needs to mark sense cut bureaucracy, human resource step-up on leaves ministering area conditional."

"Skripsi ini membahas mengenai persepsi level manajerial atas pelaksanaan budaya layanan yang dikenal dengan ikon 'CARE' (Cepat, Akurat, Ramah, Efisien) pada kantor pusat PT Asuransi Jasa Indonesia. Tujuan dari penelitian ini adalah untuk mengetahui apa persepsi level manajerial atas pelaksanaan 'CARE' tersebut oleh karyawan pada Kantor Pusat PT Asuransi Jasa Indonesia (Persero). Penelitian ini adalah penelitian Kuantitatif dengan desain deskriptif. Dengan populasi seluruh level manajerial di kantor pusat, yaitu 55 orang, yang terdiri dari Kepala Divisi dan Sub Divisi, oleh karena itu digunakan Total Sampling.Hasil dari penelitian ini adalah mayoritas responden menyatakan sangat puas dengan pelaksanaan 'CARE' di kantor pusat, nilai kecepatan memegang peranan yang sangat tinggi dibandingkan dengan nilai keramahan. Kesimpulan yang dapat diambil dari penelitian ini adalah, nilai-nilai budaya layanan 'CARE' telah dilaksanakan dengan baik oleh karyawan di Kantor Pusat PT Asuransi Jasa Indonesia (Persero), adanya perbedaan antara nilai kecepatan dan keramahan dikarenakan masih ada beberapa karyawan yang belum menyadari dengan baik nilai pentingnya penanaman budaya organisasi dalam pekerjaan sehari-hari.

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The focus of this study is to acknowledge managerial perception of the implementation of 'CARE' by employees at Head Office PT Asuransi Jasindo. The purpose of this study is to know how well the implementation of 'CARE' being taught at the office. This research is quantitative descriptive interpretive. The research population is all the managerial level, 55 respondents consist of Head Division and Head of Sub Division, which is why this research use Total Sampling.Result of the research shows that generally, there is effectiveness in the practice of 'CARE'. All respondent gives good perception on how 'CARE' being practice. The fast value holds the most importance factor compare to hospitality. The conclusion of this research is that the value of 'CARE' as a service culture has been implement very well on the organization. The entire employee knows the important of 'CARE' as a service culture, as a tool to improve company's service excellent. However, there are still differences between fast value and hospitality value mostly caused by there is still few employees who did not understand the true meaning of 'CARE' and the importance of implement corporate culture in daily works."

"ABSTRAKPensiun dapat ditanggapi negatif oleh seseorang yang akan mengalaminya. Hal ini akan menimbulkan kecemasan yang dapat berdampak buruk bagi kesehatan fisik dan mental. Untuk itu, BKD Kota Bekasi mengadakan kegiatan pembinaan bagi PNS yang akan memasuki batas usia pensiun.Penelitian ini bertujuan untuk menggambarkan pendapat pensiunan PNS yang pernah mengikuti kegiatan pembinaan tahun 2007. Penelitian ini menggunakan pendekatan kualitatif. Peneliti menemukan bahwa terdapat beberapa kelemahan dalam penyelenggaraan kegiatan tersebut, yaitu kelemahan beberapa aspek dalam desain kegiatan, tidak adanya pengelompokan terhadap minat peserta dalam berwirausaha, dan ketiadaan bantuan modal kepada peserta. Oleh karena itu, Peneliti menyarankan BKD Kota Bekasi untuk melakukan perbaikan atas desain kegiatan, mengelompokkan minat peserta dalam berwirausaha, dan memberikan bantuan modal kepada peserta.

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ABSTRACTPension seldom implicate in negative reaction for those who face it. It can create an erve, which in some rate can worsen mental and physical condition of the retirees. For that reason, Bekasi Municipality have made an orientation program for public servants which will enter critical retirement age.

This research's aim is to describe the retiree's opinion who entered the program in 2007, using qualitative approach. Researcher found that the reare some aspects which limits the program, such as in the design of the activity, no grouping on the participants' interest in entrepreneurship, and lacks of capital-loan to the participants. Due to that situation, this research suggest Bekasi Municipality to improve the design of activity, group the participants by their interests in enterpreneurship, and give capital-loan to the paricipants."

"The cornerstone of the organization is, therefore, the set of jobs performed by employees. These jobs, in turn, provide the mechanism for coordinating and linking the various activities of the organization that are necessary for success. Studying and understanding jobs through the process known as job analysis. Job analysis is a vital part of Human Resources Management (HRM) program and in many respects in the foundation upon which all others HRM activities must be constructed. Job analysis is a purposeful, systematic process for collecting information on the important work related aspects of a job, so the employees can be work effectively. With job analysis, management will have guidance in next human resources program. The research questions is how the perception of Employee Benefit Department employees towards the job analysis at PT Asuransi Allianz Life Indonesia Head Office Jakarta - To answer of that research questions, researcher used quantitative approach and using research method by using the survey approach, which implies the use of questioners and interviews as the two major tools used to collect data and information, beside the others secondary and literature sources. The criteria for selecting a sample in survey research are statistical onces. This sampling process have minimum percentage from total population (minor one) of 52 employees, the sampling process result 45 employees as samples. To oversee whether the implementation of job analysis has been attempted in a good procedure, researcher used the range criteria method which will stretch from the lowest range to the highest range. This research found that the perception of Employee Benefit Department employees for the job analysis has been attempted in a good procedure, which resulted good points average value. The data show that job analysis implementation PT Asuransi Allianz Life Indonesia Head Office Jakarta already effective because the good value and synchronize with the function, but description about task giving to the employees are not overlapping with the employees in another department still have special attention to management PT Asuransi Allianz Life Indonesia Head Office Jakarta. Determining affectivity of the job analysis implementation can be seen by measuring the human recourses productivity in doing their tasks and duties. To pursue and reach the '2010 One' company's goal, company should be aware about negative response that came from the employees. The success of this process will lead to a more prospectus future of the organizations existence in the global market as well as reaching its goals and targets. "

"Human being become the essential element in the organization. Organization needs human being to achieve it goals. On the other hand, human being also needs organizationas the place, to fulfill its not only material but also immaterial needs. One thing of immaterial needs that employee want is the actualization of positive organization behavior. Basically, organization put its concern comprehensively on organization behavior so that the primary goal can be really achieved. This research question is how the employees perception toward the implementation of corporate culture at PT. Telekomunikasi Selular? The kinds of research is quantitive approaches and sampling method that used is purposive sampling. The amount of sampleis 20 employees. The result show that the employees have positive perception toward corporate culture which created in PT. Telekomunikasi Selular. The corporation culture is quite good with the strong culture. The succesfull organization which is able to manage its human resources with balance and innovation. One of human resources management is through implementation of organizational culture. Employees positive perception about organizational culture and increase employees performance."

"ABSTRAKSkripsi ini merupakan studi kasus yang membahas tentang .1 bagaimana proses dan hasil penyusunan kembali struktur organisasi Direktorat Jenderal Pajak dalam rangka nyesuaian terhadap undang-undang perpajakan nasional tahun 1983 & 1985 Untuk itu, penulis melakukan penelitian dengan menggunakan metode penelitian kepustakaan- dan penelitian di lapangan. Adapun pembahasan yang dilakukan bersifat deskripetif. Direktorat Jenderal Pajak, merupakan organisasi pemerintah yang bertugas menyelenggarakan, sistem pemungutan pajak dengan berdasarkan pada undang-undang perpajakan yang berlaku. Sejak tahun. 1984, berlaku Undang-undang No. 6 , 7\dan 8 tahun 1983; masing-masing mengenai Ketentuan v. Umum dan Tata Cara Perpajakan, Pajak Penghasilan, Pajak Pertambahan Nilai Barang dan Jasa dan Pajak Penjualan - ,Atas.Barang: Mewah. Di tahun 1985, Undang-undang No. 12 Tahun 1985 tentang Pajak Bumi dan Bangunann, dan Undang-undang No. 13 Tahun 1985 tentang Bea Materai. Undang-undang tersebut menganut sistem full assessment dalam pemungutan pajak , sedangkan undang-undang sebelum itu menganut sistem official assessment. Adanya perubahan tersebut membuat pola tugas Direktorat Jenderal Pajak tidak sesuai lagi dengan kondisi yang ada. Untuk itu dilakukan penyusunan kembali struktur organisasi Direktorat Jenderal Pajak dengan pengelompokkan tugas-tugas Penyuluhan, Pelayanan, Pemeriksaan, dan Pengolahan Informasi; yang memerlukan dukungan kemampuan personalia perpajakan dan sarana perlengkapan yang memadai. Proses penyusunan kembali struktur organisasi Direktorat Jenderal Pajak, kelancarannya ditentukan oleh kemampu an manajemen Direktorat Jenderal Pajak dan kebijaksanaan pemerintah dalam mengendalikan organisasi Departemen. Penyusunan kembali struktur organisasi Direktorat Jen derai Pajak, menghasilkan pembentukan dan penambahan unit - unit organisasi yang baru; namun juga disertai dengan penghapusan dan penciutan beberapa unit organisasi lama. Akan tetapi penyusunan kembali struktur organisasi, kearah perluasan organisasi tersebut, belum didukung dengan perencanaan pegawai yang memadai. Hal ini selain disebabkan oleh karena belum terselenggaranya pengelolaan data kepegawaian yang sistematis, juga disebabkan adanya hambatan dari kebijaksanaan pemerintah yang membatasi y penerimaan pegawai baru."