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.