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"ABSTRAKPraktik penegakan hukum tindak pidana sumber daya alam saat ini menggambarkanterjadinya overkriminalisasi. Hal ini ditandai dengan berkembang pesatnya pasal-pasalpidana terkait sumber daya alam. Overkriminalisasi tersebut tidak hanya menyebabkanpenegakan hukum di sektor sumber daya alam tidak berjalan dengan efektif, tetapi juga tidakmemiliki dasar atau bahkan cenderung arbiter. Situasi tersebut dan Putusan MahkamahKonstitusi yang mendekriminalisasi pasal pidana di UU 18/2004 menegaskan audit terhadappasal-pasal pidana tersebut merupakan kebutuhan yang mendesak. Tesis ini mengajukanbahwa evaluasi terhadap pasal pidana perlu menggali perkembangan dalam hukum pidanakontemporer yang melihat prinsip yang menjadi batasan dalam hukum pidana secaranormatif. Dengan pendekatan doktrinal, tesis ini akan menjabarkan prinsip-prinsip yangdikembangkan tersebut dalam konteks kebijakan hukum pidana di Indonesia khususnyaterhadap UU 18/2013. UU 4/2009 dan UU 18/2004. Beberapa prinsip yang dikembangkan,yaitu relasi kaidah hukum pidana dengan kaidah lainnya, alasan pemidanaan, termasukmengenai kepentingan atau nilai yang dilingdungi oleh hukum (rechtsgüter) secara terbatasdapat digunakan untuk menguji pasal-pasal pidana sumber daya alam. Diantaranya denganmenyatakan hukum pidana yang ada tidak berkembang dari kaidah moral yang ada di dalammasyarakat, oleh karenanya memiliki kelemahan bahwa kepatuhannya sangat bergantungpada sanksi pidana. Sementara itu, batasan tersebut dapat juga diperoleh dari struktur hukumpidana, seperti asas legalitas dan ultimum remedium. Ketika diuji dengan asas asas legalitasditemukan bahwa tidak seluruh pasal pidana terkait sumber daya alam yang ada memenuhikedua asas tersebut dan menyebabkan ketidakpastian hukum.

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ABSTRACTIt is arguable that natural resource criminal law enforcement practice in the state ofoverciminalization. The condition indicated with fast and massive development of new laws regardingnatural resources. They not only undermine the law enforcement itself, but also providing incentivesfor abitrary law enforcement. This state of overcriminalization and a Constitutional Court in whichdecriminalize criminal articles in Act 18/2004 reiterate that audit on the criminal law related tonatural resource is imperative. This thesis propose that evaluation to criminal law should to explorecontemporary development of criminal law theories which try to define the principles and boundariesof criminal law in normative perspective. With doctrinal research, the thesis describe the principleswhithin the context of criminal law policy in natural resource, especially to Act 18/2013, Act 4/2009and Act 18/2004. Some of which, include, relation between criminal law and other norms, theorieson punishment and interest and values that protected by the law (rechtsgüter) limitatively is capableto be used in reviewing the criminal laws. In which by advising that the criminal law in naturalresource was not developed from moral norms in the society, thus has weakness in terms of that itscompliance will have to fully depend on the sanctions. Another research argue that criminal lawshould find the boundaries from the structures of the crimina law itself, such as legality principlesand ultimum remedium. The anaylisis found that with legality principles not all of the criminal lawfulfill the principles and thus prone in causing uncertainty of law. "

"ABSTRACTSkripsi ini membahas mengenai konflik dalam pengelolaan sumber daya alam yang mengambil studi kasus alih fungsi lahan hutan kawasan lindung menjadi villa di Desa Tugu Utara Kecamatan Cisarua Kabupaten Bogor pada Tahun 2012. Dalam melakukan analisis, peniliti menggunakan teori konflik sumber daya alam yang dikemukakan oleh Abiodun Alao. Penelitian ini menggunakan metode kualitatif dengan data primer dan sekunder. Temuan penelitian memperlihatkan bahwa konflik terjadi disebabkan oleh empat faktor yaitu karena berkurangnya kuantitas dan kualitas hutan di kawasan lindung, buruknya pengelolaan dan pengendalian sumber daya alam oleh pemerintah, proses ekstraksi sumber daya alam yang membahayakan lingkungan dan adanya perbedaan kepentingan setiap aktor dalam memanfaatkan sumber daya alam.

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ABSTRACTThis thesis discusses the conflict in natural resource management taking the case study over the conversion of protected forest land into villa in Desa Tugu Utara, Kecamatan Cisarua, Kabupaten Bogor in 2012. In conducting the analysis, researcher use the theory which is the conflict of natural resources proposed by Abiodun Alao. This thesis uses qualitative methods based on primary and secondary data. The research finding is that conflicts are caused by four factors, diminished quantity and quality of forest in protected area, a poor management and control of natural resources by the government, process extraction of natural resources, and the interest of the actors in utilizing natural resources. "

"Pengambilan sumber daya alam tanpa henti memerlukan kontrol dan pengawasan oleh pemerintah dan penegak hukum. Kontrol penambangan tersebut diperkuat kebijakan aturan kepala daerah. Masalah dalam penelitian ini adalah maraknya penyalahgunaan administrasi perizinan tambang dan minimnya penindakan kepada pengusaha tambang ilegal. Berdasarkan fakta tesebut, reformasi tata kelola tambang harus segera dilaksanakan sebagai upaya perbaikan lingkungan dan mengganti kerugian keuangan negara. Tujuan penelitian adalah menganalisis persepsi pemerintah dengan politik ekologi, serta pemahaman level birokrasi perizinan tambang dari aktor-aktor yang terlibat sebagai narasumber penelitian. Metode yang digunakan adalah metode kualitatif dengan teknik wawancara mendalam dan penyusunan model berbasis kerangka kerja model Driver-Pressure-State-Impact-Response (D-P-S-I-R). Hasil dari penelitian ini berupa konsep kerangka perbaikan peraturan tambang mineral bukan logam dan batuan, baik secara substansi maupun regulasi yang berlaku. Kesimpulan penelitian ini adalah perlunya penindakan kepada mafia tambang oleh aparat penegak hukum dan pemerintah daerah, guna mencegah kerugian negara dari sektor sumber daya alam.

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The relentless extraction of natural resources requires control and supervision by the government and law enforcement. These restrictive controls are strengthened by regional head regulations. The problem in this research is the widespread supervision of mining licensing administration and minimal action against illegal mining entrepreneurs. Based on these facts, mining governance reform must be implemented immediately as an effort to improve the environment and compensate for state financial losses. The aim of the research is to analyze the government's perception of ecological politics, as well as the level of understanding of the mining licensing bureaucracy from the actors involved as research sources. The method used is a qualitative method with in-depth interview techniques and model preparation based on the Driver-Pressure-State-Impact-Response (D-P-S-I-R) model framework. The results of this research are a concept for a framework for improving non-metallic mineral and rock mining regulations, both in substance and in applicable regulations. The conclusion of this research is that it is necessary to take action against the mining mafia by law enforcement officials and local governments, in order to prevent state losses from the mining natural resources sector."

"ABSTRAKIndonesia memiliki sumber daya alam yang melimpah, yang dapat menyebabkan negara tersebut berkembang cepat. Perkembangan ini dapat terganggu oleh kutukan sumber daya alam. Penelitian ini mengeksplorasi keberadaan kutukan sumber daya alam di tingkat kabupaten dengan membagi model menjadi dua periode. Makalah ini menggunakan PDB per kapita, rasio belanja pendidikan, rasio belanja infrastruktur, dan tingkat melek huruf sebagai variabel independen. Untuk mengukur fenomena kutukan sumber daya alam, model penelitian menggunakan kabupaten penghasil sebagai variabel dummy. Hasil penelitian menunjukkan bahwa kutukan sumber daya alam muncul di Indonesia dan lebih dalam pada periode kedua. Makalah ini juga membandingkan tingkat kemiskinan di setiap pulau dengan memodifikasi variabel kabupaten penghasil menjadi variabel pulau. Hasil penelitian menunjukkan bahwa pulau Jawa, Sumatera, dan Sulawesi memiliki tingkat kemiskinan yang sama. Dibandingkan dengan pulau-pulau ini, pulau Kalimantan dan Bali memiliki tingkat kemiskinan yang lebih rendah, dan pulau-pulau Maluku, Papua, dan Nusa Tenggara memiliki tingkat kemiskinan yang lebih tinggi. Akhirnya, tulisan ini mengusulkan bahwa program pemerintah Indonesia untuk pengentasan kemiskinan harus memperhatikan faktor kutukan sumber daya alam.

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ABSTRACTIndonesia has abundant natural resources, which could lead the country to fast development. This development could be disturbed by the natural resource curse. This research explores the presence of the natural resource curse on the district level by dividing the model into two periods. This paper uses GDP per capita, education expenditure ratio, infrastructure expenditure ratio, and literacy rate as independent variables. To measure the natural resource curse phenomenon, the model uses producing districts as dummy variables. The results show that the natural resource curse appears in Indonesia and is growing deeper in the second period. This paper compares the poverty rate on each island by modifying the producing districts’ dummy variable with the island’s dummy variable. The result indicates that Java, Sumatra, and Sulawesi islands have the same poverty rate. Compared to these islands, Kalimantan and Bali islands have lower poverty rates, and Maluku, Papua, and Nusa Tenggara islands have higher poverty rates. Finally, this paper proposes that the Indonesia government programs in poverty alleviation become aware of the natural resource curse. "

"[Pengaruh berlimpahnya sumber daya alam terhadap pertumbuhan ekonomitelah lama dipelajari dalam berbagai studi, di mana sebagian besar hasil dari studistuditersebut menunjukan bahwa kelimpahan ini mempengaruhi secara negatifterhadap pertumbuhan ekonomi. Sebagian besar studi tersebut dilakukan padatingkat lintas negara. Tesis ini mencoba mencari tahu dampak dari kelimpahansumber daya alam tersebut terhadap pertumbuhan ekonomi pada tingkat lokalIndonesia. Dengan menggunakan data tingkat provinsi dari tahun 2004 sampai2013 dan metode analisa data panel, tesis ini menemukan bahwa berlimpahnyasumber daya alam memiliki pengaruh negatif yang siknifikan terhadappertumbuhan ekonomi di Indonesia. Tesis ini juga mendapati bahwa pendapatan,inflasi, dan kriminal berpotensi menjadi saluran transmisi, di mana sumber dayaalam di Indonesia cenderung meningkatkan pendapatan, namun menurunkaninflasi dan kriminal.;The effect of natural resource abundance on economic growth has long been discussed in many studies and most of them show that resource abundance negatively affects growth However most of these studies are conducted at a cross country level This paper tries to find out the impact of resource abundance on economic growth at a local level of Indonesia By employing data at provincial level from 2004 until 2013 and using panel data analysis this paper finds that in average natural resource abundance has a significant negative impact on economic growth in Indonesia This paper also discovers that income inflation and crime are the possible transmission channels where natural resource of mining in Indonesia tends to increase income but lower inflation and crime daya alam di Indonesia cenderung meningkatkan pendapatan namun menurunkan inflasi dan kriminal , The effect of natural resource abundance on economic growth has long been discussed in many studies and most of them show that resource abundance negatively affects growth However most of these studies are conducted at a cross country level This paper tries to find out the impact of resource abundance on economic growth at a local level of Indonesia By employing data at provincial level from 2004 until 2013 and using panel data analysis this paper finds that in average natural resource abundance has a significant negative impact on economic growth in Indonesia This paper also discovers that income inflation and crime are the possible transmission channels where natural resource of mining in Indonesia tends to increase income but lower inflation and crime daya alam di Indonesia cenderung meningkatkan pendapatan namun menurunkan inflasi dan kriminal ]"

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Skripsi ini membahas mengenai pengaturan devisa di Indonesia, khususnya terkait kewajiban penerimaan Devisa Hasil Ekspor SDA melalui Bank yang diatur dalam Peraturan Pemerintah No. 1 tahun 2019, Peraturan Menteri Keuangan RI No. 98/PMK.04/2019, dan PBI No. 21/3/2019. Terdapat permasalahan terkait dengan adanya kewajiban penerimaan Devisa Hasil Ekspor melalui Bank  yang diatur dalam peraturan perundang-undangan. Berdasarkan hal tersebut, Penulis mengajukan pokok permasalahan yaitu bagaimana pengaturan devisa di Indonesia dan bagaimana kesesuaian antara kewajiban penerimaan Devisa Hasil Ekspor SDA melalui bank sebagaimana ketentuan Bank Indonesia mengenai Devisa Hasil Ekspor  SDA. Bentuk penelitian ini bersifat yuridis normatif dan tipologi penelitian deskriptif. Kesimpulan yang didapatkan adalah 1) pengaturan devisa di Indonesia pada tahun 1964 menganut sistem devisa terbatas yang mana di atur dalam UU Peraturan Lalu Lintas Devisa dan pada tahun 1999 pemerintah mengubah sistem devisa menjadi sistem devisa bebas dengan menerbitkan UU Lalu Lintas Devisa dan Sistem Nilai Tukar; 2) terdapat pembatasan-pembatasan yang dibuat oleh pemerintah dan Bank Indonesia dalam peraturan perundang-undangan terkait Devisa Hasil Ekspor SDA. Saran yang diberikan adalah: 1) Pemerintah harus mengatur Devisa Hasil Ekspor dalam Undang-Undang; 2) Bank Indonesia, Otoritas Jasa Keuangan dan Kementerian Keuangan harus melakukan monitoring secara langsung.

 

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This thesis discusses the regulation of foreign exchange in Indonesia, specifically related to the obligation to receive Foreign Exchange Derived from Natural Resource Exports through banks as stipulated in Government Regulation No. 1 Year 2019, Minister of Finance of the Republic of Indonesia’s Regulation No. 98/PMK.04/2019, and Regulation of Bank Indonesia No. 3/21/2019. There is a problem related to the mandatory deposit of Foreign Exchange Exports Proceeds through Banks which is stipulated in the legislation. Based on this, the author proposes the main problem, namely how to regulate foreign exchange in Indonesia and how is the compliance between the mandatory deposit Foreign Exchange Derived from Natural Resource Exports through banks as stipulated by Bank Indonesia regarding Foreign Exchange Derived from Natural Resource Exports. The method of this research is normative juridical and descriptive research typology. The conclusions obtained are 1) foreign exchange arrangements in Indonesia in 1964 adopted a limited foreign exchange system which is regulated in the Act of Foreign Exchange Traffic and in 1999 the government changed the foreign exchange system into a free foreign exchange system by issuing the Act of Foreign Exchange Traffic and the Exchange Rate System; 2) there are restrictions made by the government and Bank Indonesia in the legislation related to Foreign Exchange Derived from Natural Resource Exports. Moreover, suggestions given are: 1) The government must regulate the export proceeds in the Act; 2) Bank of Indonesia, Financial Service Authority, and Ministry of Finance have to conduct direct monitoring.

 

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"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

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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."