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"Pemerintah sebagai aktor pembangunan, dalam menjalankan perannya sebagai pelayan publik akan dihadapkan pada berbagai masalah yang ada, baik masalah dari masyarakat maupun masalah dari alam. Sebagai peran dan tanggung jawabnya, maka pemerintah mengeluarkan kebijakan atau program-program pembangunan untuk mencapai tujuan tersebut. Implementasi kebijakan merupakan caraagar sebuah kebijakan dapat mencapai tujuannya. Pelaksanaan program PPSP dilaksanakan di berbagai kota, salah satunya Kota Depok karena mengingat Kota Depok merupakan kota yang berkembang pesat sehingga sedang giat melakukan pembangunan kota dan tidak lepas dari dampak negatif yaitu sanitasi. Sanitasi kurang mendapatkan perhatian yang lebih, sehingga pemerintah mengikuti program PPSP. Penelitian ini menggunakan jenis penelitian kualitatif dengan pendekatan deskripsi. Informasi yang diperoleh dengan melakukan wawancara mendalam dengan narasumber yang mempunyai pengetahuan tentang pelaksanaan program PPSP. Program PPSP ini dilakukan oleh Tim Pokja Sanitasi/ AMPL Kota Depok beserta OPD-OPD terkait dengan koordinasi lintas dinas untuk mencapai percepatan pembangunan sanitasi dengan target pelaksanaan per 5 tahunan untuk pembangunan sanitasi yang berkelanjutan. Penelitian ini bertujuan untuk membahas pelaksanaan program PPSP di Kota Depok. Dari hasil penelitian, pelaksanaan program PPSP di Kota Depok baru sampai tahap perencanaan danbelum berjalan maksimal karena masih ada berbagai kendala.

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In their role as public servants, government as development actors faced with various problems that exist, both problems of society and the problem of nature. As roles and responsibilities, the government issued a policy or development programs to achieve these goals. Implementation of the policy is a way for a policy to achieve its objectives. PPSP program implementation conducted in various cities, one of them for remembering Depok Depok is a rapidly growing city that is actively and urban development can not be separated from the negative impacts of sanitation. Sanitation less get more attention, so that the government follow the PPSP program. This study uses qualitative research approach to the description. Information obtained by conducting in-depth interviews with sources who have knowledge of the implementation of the PPSP program. PPSP program is conducted by the Implementation Team Sanitation / AMPL and its Depok-OPD OPD associated with inter-agency coordination to achieve accelerated development of sanitation with a target of 5 per year for the implementation of sustainable sanitation development. This study aims to discuss the implementation of the PPSP program in Depok. From the research, the implementation of the program in Depok PPSP new to the planning stage and has not gone up because there are still many obstacles."

"Kebutuhan manusia akan tanah semakin hari semakin meningkat padahal jumlah tanah tetap tidak berkembang. Pembangunan pemerintah dilakukan untuk memajukan daerahnya. Tanah yang sudah dilekati hak atas tanah sering menemukan masalah, oleh karena itu ada yang namanya pengadaan tanah. Pemerintah harus memberikan penggantian yang layak kepada pemiliknya karena menyangkut dua kepentingan yaitu kepentingan umum dan kepentingan masyarakat yang terkena dampak. Peraturan Presiden No.65 Tahun 2006 dipakai sebagai dasar kebijakan untuk pengadaan tanah untuk kepentingan umum dalam pembangunan jalan Tol Bogor Outer Ring Road. Pada proses pelaksaaannya ternyata pengadaan tanah itu berjalan lambat dari periode 2005 -2009. Metode penelitian yang digunakan oleh peneliti adalah jenis penelitian kualitatif dengan pendekatan kualitatif melalui observasi , wawancara mendalam, dan dokumentasi, dengan fokus penelitian antara lain evaluasi pelaksanaan kebijakan pengadaan tanah untuk pembangunan jalan , beserta kendala dan upaya penangannya. Hasil dari penelitian setelah diadakan evaluasi terhadap pelaksanan kebijakan pengadaan tanah untuk Pembangunan Jalan Tol Bogor Outer Ring Road ini, yang menggunakan Perpres No.65 Tahun 2006 sudah tidak efektif untuk melindungi dan menjalankan kegiatan tahapan tahapan pengadaan tanah dilihat dari fakta dilapangan dan standard yang ada pada pelaksanaan kebijakan pengadaan tanah ini.

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Human need for land is increasingly rising while the amount of land remain undeveloped. Development is undertaken to develop the region. Land that has clung to the land rights often find the problem, therefore no such thing as land acquisition. government should provide adequate reimbursement to the owner because it involves two interests are common interests and the interests of affected communities. Presidential Decree 65 of 2006 is used as the basis for the policy of land acquisition for public use in the construction of toll roads Bogor Outer Ring Road. In the process of land acquisition pelaksaaannya apparently it runs slower than the period of 2005 -2009. The method used by the researchers is a type of qualitative research with a qualitative approach through observation, interviews, and documentation, with a focus on the evaluation of the implementation of policies such as land acquisition for the construction of roads, along with constraints and efforts workarounds. Results from the study after extensive evaluation of the implementation of land acquisition policy for Toll Road Development Bogor Outer Ring Road, which uses regulation 65 of 2006 has been

ineffective to protect and operate phases of land acquisition stage seen from the fact that there are standards in the field and on the this land acquisition policy implementation."

"In era of globalization this time, to realize professional officers, responsive and adaptive, hence the officers require to be constructed as well as possible. PT. PLN (Persero) Distribution of Jakarta Raya and Tangerang as a big enough state ownership and important of its role, also conduct construction to all employees. One of effort is taken construction through position promotion. A program promotion of effective position in the end will give big contribution for attainment of company target. Futhermore, hence becoming fundamental problems is "how position promotion implementation in PT. PLN (Persero) Distribution of Jakarta Raya and Tangerang?" and "What kind of resistance that happened in position promotion implementation in PT.PLN (Persero) Distribution of Jakarta and Tangerang?" Thereby hence this writing script target is to know how position promotion implementation and what kind of resistance that happened in position promotion implementation in PT. PLN (Persero) Distribution of Jakarta and Tangerang. This research was conducted with qualitative approach. Data collecting of research was conducted by hand in glove bibliography study of its bearing with human resource management and position promotion, Data seeking from document supporting research, interview with functionary official and spreading questionnaire to some of responders which have got position promotion. In determining sample, researcher use Purposive sample and research sample elected use snowball technique. During research some data were obtained, for example promotions of position represent one of form of appreciation given by company to officer for ability of good job. Other finding is promotion of position conducted as according to organizational requirement especially to fill vacant position pursuant to position formation and labour formation. Its something else found in this research that is in implementation of position promotion still be coloured by element of subjectivity of head caused because not any information guidance of existing promotion and the assessment which is not objective. Other finding again, promotion of position give various benefit among other things the promotion can improve work productivity, can improve the spirit of job and can gratify_requirement of officer in the case of self actualization. Although basically this promotion gives benefit for officer experiencing of it and company, however in its implementation promotion of officer not yet earned is conducted by suppose because of existence of resistor factors that is for example: existence discrimination of personal characteristic officer, collegiate of certain university and contiguity of relation among officers as subordinate with his superior. Existence resistor factors can result postponement of lifting of officer position! Result of research show that position promotion implementation in PLN Disjaya does not take place well. It does not take place well because there is no promotion guidance, promotion assessment which is not objective and less information about position promotion and also the promotion implementation in PLN Disjaya still be coloured with bad element subjectivity. Implementation position promotion is also caused by its resistor factors that are personal characteristic discrimination existence of officer, certain university collegiate equality and the relation contiguity among officers as subordinate with his superior. Position promotion can improve work productivity, can improve the spirit of and the enthusiasm work and also can gratify officer requirement in the case of self actualization. Others, officer placed as according to organizational requirement and the basis for promotion implementation in PLN Disjaya is solidarity between merit system (achievement system) and seniority system (career system) where merit system more dominant. Suggestion which offering, company shall announce openly to position promotion opportunity through Job Posting and develop build center officer performance assessment (Assessment Center). Company require to improve and equip existing promotion guidance and more consider according to between ability owned officer with organizational requirement. Other suggestion, besides test fit and proper promotion implementation test better in PLN Disjaya is also based for merit system so that all competition employees can with other in its labour capacity, and also completion of execution of promotion pursuant to merit system with eliminated resistor factors."

"Sumber daya manusia merupakan aset yang paling penting dalam suatu organisasi atau perusahaan, sehingga perlu diperhatikan, dijaga, dipertahankan dan dikembangkan. Kebutuhan akan pengembangan sumber daya manusia semakin nyata dalam menghadapi lingkungan yang berubah cepat, dan lebih kompetitif. Pengembangan sumber daya manusia mencakup pengembangan karir. Pengembangan karir dapat dilakukan melalui mutasi dan promosi. Selama ini pengembangan karir lebih dianalogkan pada promosi. Sedangkan mutasi hanya merupakan kegiatan rutin organisasi. Pengembangan karir melalui promosi memiliki keterbatasan-katerbatasan, padahal kebutuhan akan pengembangan karir tidak dapat dibatasi. Lahirnya perspektif baru manajemen karir sebagai adaptasi terhadap lingkungan yang semakin kompetitif di mana organisasi kini cenderung untuk mendatarkan strukturnya, mengakibatkan organisasi tidak dapat lagi berharap untuk mengembangkan karir secara vertikal, tetapi lebih mengarah pada perpindahan secara lateral, yaitu melalui mutasi. Penelitian ini dilakukan untuk mengetahui bagaimana pelaksanaan mutasi dan peranan pelaksanaan mutasi dalamm pengembangan karir pegawai. Penelitian ini dilakukan dengan menggunakan pendekatan kuantitatif dan kuantitatif. Unit analisa penelitian ini adalah Dinas Pendapatan Daerah (Dipenda) DKI Jakarta. Responden penelitian ini adalah pegawai Subbagian Kepegawaian Dipenda dan Pegawai Dipenda yang pernah dimutasi. Hasil penelitian memperlihatkan bahwa pelaksanaan mutasi di Dipenda dinilai positif. Artinya pelaksanaan mutasi di Dipenda dinilai dapat rnemenuhi kebutuhan pegawai akan aktualisasi diri, menghilangkan kejenuhan dalam bekerja, dan dapat mengembangkan karir pegawai. Hasil dari penelitian ii juga melihat adanya hubungan yang erat antara mutasi dengan pengembangan karir pegawai, dimana mutasi merupakan salah satu faktor yang mempengaruhi pengembangan karir pegawai. Sedangkan peranan pelaksanaan mutasi terhadap pengembangan karir pegawai di Dipenda dinilai cukup berperan. Penelitian ini masih memeriukan penelitian lanjutan untuk melihat pengaruh pelaksanaan mutasi terhadap pengembangan karir pegawai. Selain itu juga perlu dilihat pengaruh/ peran dari faktor-faktor lain terhadap pengembangan karir. Penulis berharap ada penelitian lanjutan dari penelitian ini."