4) What types of human resources practices need to be implemented in

this sort of organization? What principles of selection and hiring are likely

to be effective? Which Big Five traits and abilities might Newskool

supervisor want to use for selection?

One types of human resources practices need to be implemented in this sort

of organization are performance – simulation tests where what better way to find

out whether applicants can do a job successfully than by having them do it the is

precisely the logic of performance simulation tests. These types are more

complicated but the test have higher face validity which measures whether

applicants perceive the measures to be accurate. This type’s get of organization

popularity has increased. Organization can do for their human resources practices

more best based using are work samples in organization. Work samples tests are

hands-on simulations of part that applicants for routine jobs must perform. When

we can see from Newskool Grooves to test and design the company’s hardware

products, employee apparently needs to do more than send each other code.

Actually, the organization not necessary take all code only choose use sample test.

This method more better to measure applicant’s knowledge, skills, and abilities with

more validity than written aptitude and personality tests. Have a three selective of

hiring are likely to be effective which are Core self-Evaluation Of course all company

want their employee know about his self weather weaknesses or strength. So, for

more too efficient in the work he will know first before he starts the task, because

he will think about his self first. Emotional Stability is a second one for hiring people

the Company wants a personality dimension that describes someone who is

responsible, dependable, persistent, and organized. It is because for easier

company do the work and he can help the company make a profit and attract more

customer. Third is a confidence the employee has a good confidence level. For

example, in interview the company can psycho the employee for know the him or

her confident. If at interview, the employee cannot handle him emotion he cannot

handle many task in one time.

From Big Five traits, the suitable use for selection are openness and

conscientiousness. In openness the supervisor can increased learning, more

creative, and more flexible. It can effect their training performance, enhanced

leadership and more adaptable to change. The second is conscientiousness relevant

is greater effort and persistence; more drive and discipline, and better organized

and planning. The effects are it cans higher performance, enhanced leadership, and

greater longevity.

5) What kind of performance measures might you want to see for each

office?

Newskool Grooves is now being the boundaryless organization that faces

challenges of so many workers heading in so many different directions. Per one

example of company that apply boundaryless General Electric company practices

360-degree performance appraisal. So, this can be example for Newskol Grooves to

apply the 360-degree performance appraisal just to break down the vertical

boundaries. This type of performance evaluation is by relying on feedback from co-

workers, customers, and subordinates, these organizations are hoping to give

everyone a sense of participation in the review process and gain more accurate

readings on employee performance.

In other to determine which type of performance measures that the company

(manager, Gerd) would like to see for each office, Gerd has to analyze specialize for

each office. In Kiev, Ukraine office, it is filled with outstanding programmers who

don’t require the very high rates of compensation. So the criteria of performance

that need to evaluate in this office is about the behaviour of employees. Even

though we may readily evaluate the group member, most of the time it is really

difficult to identify the contribution of each group member. In measured behaviour,

the company need not required being limited to those directly related to individual

productivity, another things in behaviour are helping others, making suggestions for

improvements, and volunteering for extra duties make work groups and

organizations more effective and often are incorporated into evaluations of

employee performance.

In Los Angeles, U.S office that based on marketing effort, it is more suitable

to apply the individual task outcomes criteria because the management should

evaluate an employee’s task on outcomes such as quality produced, scrap

generated, and cost per unit of production for a plant manager or on overall sales

volume in the territory, dollar increase in sales, and number of new accounts

established for a salesperson. So, this criterion is basically performing the duties

and responsibilities that contribute to the production of a good or service or to

administrative tasks which relevant to the marketing field.

In German office, the team excels at design and production tasks. The most

suitable criteria that can be use to appraise the performance of this office is also

behaviour plus individual task outcomes together with the trait. It is because since

in designing and producing activities, the employee is involving in the almost all

count, behaviour and human’s trait just to assess the job performance. In trait it is

the weakest criteria but still implement as one of the point to evaluate the

performance. This criteria is based on the having a good attitudes, showing

confidence, being dependable, looking busy, or possessing a wealth experience

may or may not be highly correlated with positive task outcomes.

6) How can company establish a socialization program that will maximize

employee creativity and independence? Do employees in all its locations

need equal levels of creativity?

Socialization is the process by which the person is shaped by his or her

environment. In this case the company can establish a socialization program by

analyzing and thinking some attractive activities before carried it out. The manager

himself could not bring out great ideas without having brainstorming process with

all Gerd Finger’s proactive and good employees. So by involving the employees

could increase the great idea in order to reach an ideal decision at the end. Then,

some of the offices in Newskool Grooves required a lot of creativity effort, so it

makes easy for each office to come with different type of socialization program due

to its different specialization, for example may be in Los Angeles office, they are

required more creativity to handle the great way for marketing the product

compare to the Keiv offices that required more independence to carry out the

duties as the programmers, so at the end we could see different type of activity will

be established according to these different offices. Any activity will only reach its

goals by depend on the willingness of employee itself, so the cooperation and

willingness by these employees considered as essential thing that determine either

the employee want to support and approve this activity or otherwise against it.

Other than that, the manager should considered almost all aspects in organization,

including the cost to carry out the activity, it is not really an easy things to make a

balanced activity that required ideal creativity and independence without looking

the cost that will be incurred for such unprofitable activities toward customer.

In conclusion, the essential thing that should be taken before establish these

creative and independence activities are by making a brainstorming and choose the

best ideas among all employees, let each office bring out different type of activity

because these office are not sharing the same specializes, then the cooperative and

willingness of the members in organization is really vital in order to establish this

ideal activity. Other than that, the cost factor will be included before making any

decision which will be affected the financial level of company.

As mention in above statement, not all employees in all its locations need

equal levels of creativity because different offices bring different responsibilities, for

examples, the Keiv offices focusing on the programming duties which totally have

different level of creativity compare to U.S Offices that focusing on marketing

definitely required higher level of creativity compare to the previous one. But it has

the possibility to have the same level of creativity for different locations due to its

quite similar duties that they are carried out, for example, the German and U.S

Offices provide quite same level of creativity because both offices focusing to the

marketing and producing that have same view under the business perspective. But

different individual also has different level of creativity, for example the people who

worked as the executive marketing required more creativity skills in order to market

its company product compare to the person who worked as the general clerk who

contribute only to prepare the text that already formatted to do so without adding

any creative element just to make it more attractive is totally forbidden. So the real

answer for this confusing question is just depend on the duties and specialization

for each different individual and department just to determine the level of creativity

produced.