FINAL EXAM

Name: Cila Dwi Aninda / 2140051470

Subject: MKTG8043 – Leadership and Human Capital Management
MM Business Management (Young Professional Program)

Answers:

1.
a) Nowadays, we already know that creating companies that innovate is something that
must be prioritized in advancing the knowledge-based economy and continuous
innovation that comes from employees in renewing the economy in the business
field. Based on the case, the role of HCM practices in upgrading skills, knowledge
and abilities of their employees is to maintain the talent of employees. HCM
maintains and provides learning opportunities for their employees to be able to grow
and develop professionally by planning strategies in leadership and other strategies.
In addition, in this case HR is also adjusted to take into account other business needs
so as to accelerate the HR process for a better workforce.
b) Human capital can increase their interactions through internal and external
mechanisms. In internal mechanism, this is more focused on improving working
relationships between one another of the employee. This starts from managing the
planning and development of human resources to performance management. In
addition, in this internal mechanism there is also the development of employees in
the long run, which focuses on achieving business strategies within the company.
This includes things, such as resources, skills and practices that are carried out.
Therefore, communication, cooperation, and coordination between employees are
very important to be improved for further development. Meanwhile, on the external
mechanism, companies can foster other cultures in their workplace for employees.
In this section, companies can create various programs for their employees. For
example, in the training process, companies make a variety of activities, in which
there are personality tests and games for them. It aims to anticipate changes in the
environment that might occur at workplace. In addition, this is also to identify the
ability of employees to make decisions while simultaneously expanding employee
relations in various aspects. In this external mechanism, management competence
is also very important in describing important matters related to standardization,
innovation, and company competence. In this way, the company can develop the
organization through management stability and the culture of the company.
c) The company coordinates the transition from innovation carried out without R&D
to one based on R&D, with innovation without R&D. This innovation can develop
from the development and mastery of science and technology by human resources.
This creative team without R&D can be implemented by creating intellectual capital
consisting of technology, business, art and culture. First, this creative team can be
done with innovative business efforts with new methods and new technologies that
can meet market needs. In this section, we can take a look at innovations that can

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 support the creative team itself, through the innovation of visualization/internet of
things (IoT). The internet has enormous benefits like companies that work have
R&D in their businesses. The internet has the ability to offer extensive market
research, product testing, technical expertise, etc. that can support creative teams in
companies without R&D. For example, this can be used for companies in
conducting customer surveys, data analysis, online marketing, and so on. In this
case, for example, a manager who innovates in a transportation company, such as
Uber, then what can be done here is to continue to increase the supply of
transportation services while developing new products and services that make it
possible to benefit companies in their business models according to customer
request. Therefore, companies without R&D will still be able to use creative teams
supported by online virtual innovation, especially for small/new business that do not
have enough funds to implement R&D. Besides that, this also has advantages for
the company, which is faster and does not waste costs.

2.
Based on the case study that I have written, the main concept in human resource
management used in the study relate to “training” is to build teamwork in workplace. In
considering training in building teamwork, the first thing to focus on is finding out the
goals to be achieved. This is something that can be used as a benchmark to resolve
misunderstandings with more serious meetings between employees to respect each other
more. In addition, building teamwork is very possible for employees to develop skills
and collaborate well. It can grow from learning how to deal with problems/situations
that might arise in the team. The training also includes good communication,
understanding every skill and talent possessed by others, decision-making, and problem
solving.
Efforts to build teamwork begin with a full assessment of the team’s needs. For
example, do we need to improve open communication between each other between
employees to create better relationships? Therefore, HRM also encourages managers to
interfere with their employees to better understand the conditions of the work
environment, to find out more about their understanding and what skills they have/that
need to develop.
Teamwork is very useful and influences teamwork. Employees can be
comfortable in their work groups and can exchange their ideas and ways of collaborating
within others. This means that employees are exposed to entering other teams so they
are more developed and it can be seen that each employee has a good ability to be
brought to work. Furthermore, training that focuses on teamwork between departments
is one of the most requested teamwork programs by employees.

3.
Setting up employee salary systems is an important thing that companies can do
to maintain their best human resources. Therefore, several salary systems that can be

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carried out by the company to develop a salary structure that is competitive, attractive,
and able to retain employees.
• Employee Basic Salary
Companies can create a salary system that applies in the company to their
employees. Employees with higher positions must get a higher base salary. In this
regard, companies can distinguish employee income from their productivity levels. In
addition, employees also get this salary periodically in accordance with their
responsibilities/duties in the work they complete. The basic salary of this employee
includes:
- Positional allowance.
- Family allowance.
- Housing allowance.
• Empoyee Not-Basic Salary
In this non-basic salary of employees, employees are usually given also to
increase their motivation to work harder than the main things of work but are still
related to activities that support their work, including:
- Transportation allowance.
- Communication allowance.
- Welfare benefits.
For example, in transportation allowances, companies provide these benefits
for commuting to and from work for employees. Or it could also be given in the
case if the employee has official duties for the company. So these costs are borne by
the company/not borne by the employee.
• Intensive Plan
The company can add additional employee income beyond their regular salary. In
this intensive plan, the company also provides/delivers this to all employees so that
they are more productive in their work. This makes employees have higher
motivation so that they are always active at work. Usually, this is given because of
excess production or various other types of performance that employees do.