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"Penelitian ini dilatar belakangi oleh beberapa rasionalitas pemikiran akademik dan praktik tentang sistem pelayanan hak-hak anggota Polri yang masih bersifat manual atau konvesional belum optimal mewujudkan pelayanan hak-hak anggota Polri yang efektif, efisien, dan terintegrasi. Oleh sebab itulah tujuan utama penelitian ini adalah untuk mendeskripsikan program One Stop Service dalam rangka pelayanan pemenuhan hak-hak anggota Polri, dan mendeskripsikan secara utuh dan obyektif implementasinya. Selain itu, penelitian ini juga bertujuan untuk mengidentifikasi secara kualitatif faktor-faktor yang mempengaruhi implementasi program One Stop Service dalam pelayanan pemenuhan hak-hak anggota Polri. Metode penelitian yang digunakan adalah dengan pendekatan kualitatif-deskriptif dan dilakukan selama sebulan di Biro SDM Mabes Polri. Teknik pengumpulan data dilakukan dengan cara pengamatan, wawancara dan telaah dokkumen. Sementara teknik analisis data dilakukan melalui tahap reduksi data, penyajian data dan pengambilan kesimpulan. Penelitian ini menyimpulkan bahwa Program One Stop Service yang dikembangkan oleh Biro SDM Polri untuk memudahkan personel dalam mengakses kebutuhan dan hak seperti gaji, cuti dan juga perumahan serta asuransi. Pelayanan hak-hak anggota Polri ini dilakukan dnegan mengadopsi teknologi Single-Sign-On (SSO), dan ini dinlai relevan dengan kebutuhan pemenuhan hak-hak anggota Polri. Ada tiga aspek utama dalam implemntasinya, yang meliputi unsur tindakan, aktor dan tujuan. Sementara itu, faktor yang memengaruhi implementasinya adalah komunikasi, sumber daya, faktor kecenderungan dan struktur birokrasi.

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This research is motivated by several rationalities of academic thinking and practice regarding the system of the services of the rights of the personnel of Indonesian National Police. The system is still manual or conventional and is not optimal in realizing effective, efficient, and integrated services for Indonesian National Police personnel’s rights. Therefore, the main purpose of the research is to describe the One-Stop Service program in the context of fulfilling the rights of the personnel of Indonesian National Police, and to fully and objectively describe its implementation. In addition, the research also aims to identify qualitatively the factors that influence the implementation of One Stop Service program in fulfilling their members’ rights. The research employs the qualitative-descriptive approach and is carried out for a month at the Human Resources Bureau of Indonesian National Police. The author uses several data collection techniques, such as observations, interviews and document review. Meanwhile, data is analysed is carried out through the stages of data reduction, data presentation and conclusion drawing. The results of the study concludes that One Stop Service program developed by Indonesian National Police has facilitated its personnel in accessing their needs and rights such as salaries, leave as well as housing and insurance. The service is carried out by adopting Single- Sign-On (SSO) technology, and this is considered relevant to fulfilling the personnel of Indonesian National Police. There are three main aspects in its implementation: elements of action, actors and goals. Meanwhile, the factors that influence its implementation are communication, resources, trend factors and bureaucratic structure."

"Tesis ini membahas Business Plan untuk mendirikan One-stop Sports Center di Bintaro dalam konteks manajemen operasional. Penelitian ini adalah penelitian kualitatif berupa Innovation Plan. Penelitian ini secara lebih spesiiik difokuskan untuk menciptakan konsep-konsep baru tentang inovasi di bidang jasa. Teori yang digunakan adalah teori-teori terkait ilmu Manajemen Operasi, Manajemen Strategis, dan Manajemen Jasa. Teori yang terkait dengan Manajemen Operasi terdiri dari Rancangan Produk dan J asa, Manajemen Kapasitas, Rancangan alur Proses, Perencanaan Standart Operational Procedurs, Inventory, Tenaga Kerja, dan Penjadwalan.

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The focus of this study is the Business Plan to build One-stop Sports Center from the aspects of Operation Management. The purpose of this qualitative research is to create a new concepts of innovations in services as innovation plan. The theories used in this research are Operation Management, Strategic Management, and Service Management. The Operation Management theories consist of Product and Services Design, Strategic Capacity Management, Process Flow Design, Design of Standard Operational Procedures, Inventory Planning, Workforces, and Scheduling."

"In the field of labor administration in Japan there is growing interest in the introduction of “restricted regular employment.” This paper investigates two types of restricted regular employment: regular employment with restrictions on type of work (“work-type-restricted regular employment”) and regular employment with restrictions on work location (“work-location-restricted regular employment”). It provides analysis of quantitative and qualitative data that sheds light on the extent to which such employees are currently utilized, what kinds of places of business utilize them, and the attributes, aspects of employment, and personnel management challenges of each type.Work-type-restricted regular employees face difficulties developing their career to managerial level, due to the fact that they are assigned different work duties and receive different training to regular employees without restrictions on their work type. They also consequently tend to remain in a job for shorter periods than regular employees without restrictions on their work type. Work-location-restricted regular employees tend to have lower wage levels than regular employees without restrictions on their work location. As work-location-restricted regular employees may engage in the same work duties as regular employees without restrictions on their work location, they are prone to be dissatisfied with their wages. In order to allow for more widespread use of work-type-restricted regular employment, it is necessary to establish external labor markets—namely, to develop environments in which such employees can change jobs without disadvantage—and in order to allow for more widespread use of work-location-restricted regular employment it is necessary to establish systems within companies by which employees from various employment categories are able to voice their opinions on wage levels."