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 types 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 companys 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 applicants 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 coworkers, 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
dont 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 employees 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 humans 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 Fingers 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.