Diterapkannya sistem desentralisasi memberikan kewenangan yang besar pada daerah untuk mengembangkan kapasitas pemerintah daerah dalam penyelenggaraan urusan pemerintahan melalui pengembangan kapasitas sumber daya manusia aparatur. Namun demikian, selama kurang lebih satu dasawarsa terakhir, upaya ini masih belum optimal guna mencapai hasil yang diharapkan. Kajian ini dilakukan untuk memotret pengembangan kapasitas sumber daya manusia aparatur di Kabupaten Serang, dilaksanakan pada tahun 2012. Metode pendekatan yang digunakan adalah deskriptif kualitatif, dengan penggunaan data primer dan sekunder. Hasil kajian menunjukkan kualitas sumberdaya manusia masih rendah, banyak jabatan struktural yang belum terisi, rekrutmen belum didasarkan pada analisis jabatan, evaluasi jabatan belum dilakukan, penilaian kinerja individu berdasarkan kompetensi belum dilakukan, serta sebagian besar pegawai belum mendapatkan diklat sesuai dengan jabatannya. Disarankan untuk melakukan penataan sistem rekrutmen; analisis jabatan; evaluasi jabatan; penyusunan standar kompetensi jabatan; penilaian individu berdasarkan kompetensi; pengembangan database pegawai; dan perbaikan kurikulum pendidikan dan pelatihan. Implementation of a decentralized system gives great authority to the regions to develop the capacity of local governments in the implementation of government affairs through the development of human resource capacity of the apparatus. However, for more than a decade, these efforts are still not optimal to achieve the expected results. This study was conducted to capture the human resource capacity development of Serang regency officials, implemented in 2012. The method used in this study is descriptive qualitative method, using the primary and secondary data. The results of the study demonstrates that the quality of human resources is still low, there are many positions in the organization structure are unfilled, the employee recruitment system is not based on job analysis, job position evaluation system have not been implemented, individual performance evaluation is not done according to competency based assessment, and employees have not received training according to their job position. It is recommended to perform system setup on recruitment; job analysis; Job evaluation; setting on job competency standard; competency based individual assessment; employee database development, and improvement on education and training curricula.