Judul: Pengembangan Strategi Peningkatan Kinerja Guru Besar Institut Pertanian Bogor (IPB)
Abstrak: To transform IPB to be the Research Based University (RBU), in addition to provide qualified human resources IPB should also have basic understanding of the priority strategies to achieve its best performance. Proper understanding on the appropriate strategy of professors responsibilities at IPB in teaching, research, and service, will enable IPB to achieve its professors best performance expected. The performance of the professors will be assessed depending on the good performance management, and effective performance management is performance management that focus on achieving performance through strategic management process. The Professors Performance Appraisal System provides professors with meaningful appraisals that encourage professional learning and growth. To understand the proper strategy better quality performance evaluation model is needed. Good performance evaluations are not only used to evaluate the personal ability of employees for compensation purposes, but also to improve the performance of the post-evaluation through the application of appropriate strategies that can improve the performance of the previous. To support the performance, IPB requires a good performance assessment instruments that provide a positive influence. According Mangkuprawira (2011) is a performance appraisal process by the company in evaluating the performance of one's job. The role of Professor to formulize the vision of IPB is very important, therefore their performance will affect greatly on the success such role. To evaluate the professor performance will be determined largely by the good performance management, and effective performance management is performance management that focus on achieving performance through strategic management. Professor as the highest rank in the academic world currently has a good bargaining power, so all faculty members interested in that post. According Kemendikbud (2010) Professor is the highest functional post who has authority in their scientific field, and their duties and obligations are to perform universities Tridarma professionally, intact and proportionate. The details of the activities of the teacher according to Law No. 14 of 2005 concerning teachers and lecturers, are: (1) To oversee the design and development of the overall curricula, and develop and deliver a range of programmes of study at various levels (in the undergraduate program/diploma, masters and PhD), (2) To lead the development and implementation of research strategy for the undergraduate program / diploma, master's or doctoral degree and, (3) carry out community service activities in order tridharma universities on educational programs Bachelor / Diploma, Masters, doctorate or in other activities that support the general governance and development. The objectives of this study were to: (1). Analyze the performance evaluation model is applied to the performance of lecturers IPB; and (2) formulate alternative strategies most impact on improving the performance of the teacher IPB. It was expected that study would be beneficial for: (1). As the basic and consideration for the Directorate of Human Resources of IPB in establishing the strategy for Human Resources performance improvement; and (2). As the basic and foundation for advanced researchers associated with the theme of this research. The scope of the study was limited among the professors and at the IPB campus environment. The study was conducted by using a model of the structure of the AHP
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Judul: The Development of Performance Improvement Strategy of Laboratory Assistant (PLP) in Bogor Agricultural University (IPB).
Abstrak: Vision and Mission Bogor Agricultural University (IPB) to be international university with applying of (RBU), it must be supported by high qualities human resources (HR). IPB as an educational institution in Indonesia that develop science, technology and art in this case, laboratory assistant is very important. They have a role as a moving force laboratory for research, labs, education and public service in learning process. As we know laboratory assistant is very crucial to achieve the goal of organization, so they need special attention to develope and increase their quality performance and professionally. To encourage of professionalism, laboratory managers need strategy or career development system in recognition of their competence and performance. In early 2010, based on Minister of State of Administrative Reform and Bureaucratic Reform No. 03/January/2010, has begun to implied functional force as technicians, laboratory assistant, analysts and instructors, have been namely by “Pranata Laboratorium Pendidikan (PLP)”. There are some prospect of PLP functional force such as: (1) position in organization is clearly, (2) structured and tiered assigment, (3) independent duty is recognized, (4) level of career is clearly, can be up to Madya (IV/c), (5) to obtain benefit (extra salary), by good achievement and performance, they have opportunity to move up faster within 2-4 years per level (Permenpan & KBKN, 2010). Based on the ministerial regulation above, laboratory manager are expected to be more motivated to improve their performance and professionalism in managing the laboratory effectively and eficiently. The purpose of this research was to analyze the performance improvement strategy of PLP in IPB by applied functional force, besides that analyzed the factors, actor, indicators, and alternative strategies are dominant influence in improving the performance of PLP. The result of this study are expected to provide recommendation of PLP performance improvement strategy in Indonesia especially in IPB, and also as a reference to further research that related to this topic. The research was conducted by using a structure approach model of Analytical Hierarchy Process (AHP) with software Expert Choice 2000 as instrument to know structure and strategy alternative priority. The data were primary data and secondary data. The primary data were the result of interviewed with five experts who have capabilities in performance management, laboratory, and understand the roles and PLP duties. While the secondary data, was obtained from literature, journals, books, and reports that get from IPB directorate of human resource. The experiment was conducted at IPB for 6 months from February until July 2013. The research showed that the most important was strategy alternative, and became a main priority in order to improve the performance of PLP in IPB improved the welfare with the rank (0.329). While the next priority is strategy alternative to improved PLP leadership style (0.242), developed their capacity (0.181), developing organizational culture (0.166) and provide appropriate facilities and infrastructure (0.081), which can be applied in a synergistic manner policies that should be implemented as part of the key performance indicators in developing power of PLP in IPB. The result was also showed that most actors involved and influential in improving the performance of
Keyword: AHP, HR, performance, PLP, strategy

Judul: Infeksi Cacing Jantung Dirofilaria Immitis, Railliet & Henry, 1911 Pada Anjing
Abstrak: Cacing Dirofilaria immitis dewasa yang tinggal dalm ventrikel kanan jantung anjing, sering kali menimbulkan gejala klinis yang cukup berat. Cacing Tersebut menghasilkan mikrofilaria yang selanjutnya berkembang menjadi larva infektif dalam saluran malphigi induk semang entara, yaitu nyamuk dari genus Culex, Aedes dan Anopheles.
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