References are mandatory. Provide a list of references either at the end of your work or in-paragraph reference format. Please use proper reference citations. 4-5 references for the discussions. please follow APA guidelines. Below I provided a few sources.

Please take a moment to peruse the attached article from HBR.ORG

Remote work teams have become increasingly common, and they come with various advantages and disadvantages.

What has been your experience (positive and negative) being a member of a remote work team? What steps could organizations take to help build strong, effective work teams?

Touchstone 4: Tech Titan Case Study

Overview

What You’ll Learn: In this Touchstone, you will apply the theories and concepts of human resources management to help a company improve employee engagement, boost productivity, and foster a thriving organizational culture.

Why It Matters: This Touchstone will give you a chance to master the principles learned in the course by using them in a real-world scenario. You will enhance your understanding of HR’s critical role in organizational success.

What Youll Hand In: An essay addressing the theories of human resource management and how they should be combined and utilized in a way that applies to Tech Titan, a fictional technology company. Length will be 4-6 pages (1500-2000 words) not counting the title page or reference page. Format should be .doc or .docx.

Keys to Success:

• Summarize key concepts in tutorials
• Apply concepts to the scenario
• Submit original work
• Use APA formatting conventions (title page, proper headings, font size, margins, and spacing)
• Include in-text citations and references as applicable

Helpful Links:

Instructions

Step 1: Read the Scenario

Read the Tech Titan case study and identify the key problems and challenges facing Tech Titan in human resource management.

Tech Titan, a rapidly growing technology company, has been experiencing significant challenges in retaining its top talent. Despite offering competitive salaries and benefits, the company has seen a steady increase in employee turnover rates, particularly among its mid-level and senior staff. This has led to project disruptions, decreased productivity, and a negative impact on the company’s reputation.

Background Information:

For this Touchstone, you will make the following assumptions:

• Human Resource Management FoundationsOrganizational Culture: Tech Titan’s culture is highly competitive and demanding, with a strong emphasis on individual achievement. While this has contributed to the company’s success, it has also created a stressful and demanding work environment for employees.
• Human Resource Strategy: The company’s HR strategy is primarily reactive, focusing on addressing issues as they arise rather than proactively anticipating and preventing them.

Talent Management

• Recruitment and Selection: The company’s recruitment efforts are primarily focused on attracting top talent from prestigious universities and tech companies
• Onboarding: The onboarding process is relatively basic and lacks a formal structure. New hires may not receive adequate training or support during their initial months at the company. There is a four-hour orientation meeting where new hires complete the required paperwork and are given a copy of the handbook.
• Performance Management/Employee RelationsPerformance Appraisal: Performance appraisals are conducted annually and are primarily based on subjective evaluations from supervisors. There is limited use of objective performance metrics or 360-degree feedback.
• Employee Relations: The company has a formal grievance procedure, but there is a perception among employees that it is difficult to raise concerns without fear of retaliation.
• Compensation and BenefitsCompensation Structure: The company’s compensation is based on seniority and job level. Performance-based pay or incentives are limited, and there is no formal compensation structure or compensation plan in place.
• Benefits: The company offers a traditional benefits package that includes health insurance, retirement plans, and paid time off. However, some employees have expressed a desire for more flexible benefits options, but Tech Titan is concerned about what it can provide in the future due to higher costs.

Step 2: Review Tutorials

You should review all the course material and may use any tutorials to inform your decisions. Look for Make the Connection icons throughout the course for tips on content that will be most useful to this paper.

Step 3: Draft the Research Paper

Prepare a research paper to present to leadership at Tech Titan. The structure for the research paper will consist of four main sections plus a title and reference page. Be sure to cover all of these topics in your paper.

The structure for the research paper will consist of these elements:

• Introduction: Briefly summarize the case and state the thesis statement. Include the key aspects of the case, such as the company’s industry, its current situation (e.g., challenges, opportunities, competitive landscape), and any specific problems or issues that need to be addressed.

EXAMPLE Thesis Statement:

“This paper argues that applying Maslow’s Hierarchy of Needs theory to Tech Titan’s employee motivation strategies can significantly improve employee engagement and productivity by addressing the unmet needs of employees at different levels, leading to increased job satisfaction and reduced turnover.”

• Analysis: Identify Tech Titan’s key problems and challenges and analyze their root causes using relevant HR concepts you learned throughout this course. Read the scenario to understand the core issues you are addressing. Consider factors such as organizational culture, talent management, performance management, employee relations, and compensation and benefits. You should support your analysis with evidence from at least 2-3 Sophia tutorials. Additional resources are optional. If you choose to reference additional sources, be sure to use reliable sources of information such as reputable business publications.

hint

Human Resource Managers use American Psychological Association (APA) format for their research. An in-text citation in APA format for a Sophia course includes the corporate author and n.d., which stands for “no date,” and is used when citing sources that do not have a specified date of publication. Here is how to format an in-text APA citation for a Sophia tutorial:

(Sophia Learning, n.d.)

• Recommendations: Propose specific recommendations to address the identified problems. Make sure recommendations are consistent with one another. Your recommendations should be practical, feasible, and aligned with the company’s strategic goals.
• Conclusion: Summarize your key findings and recommendations. Return to your introduction section to revise and refine your thesis statement to ensure it is clear, concise, specific, arguable, and effectively communicates the main point of your research paper.
• Reference List: Include a list of references in APA format for any resource you use, including tutorials from this course.

hint

Here is how to format an APA reference entry for a Sophia tutorial:

Sophia Learning. (n.d.). Compensation Plans. [Types of Compensation Plans]. Human Resource Management.

Step 4: Review Requirements & Submit Your Touchstone

Do not submit your Touchstone until it meets the expectations as described in the assignment and rubric and meets APA guidelines. The link includes resources that can help with APA formatting, citations, and references.

For this discussion, analyze the distinctions and commonalities in compensation and pay models for non-union and union workers. Utilize the provided example statistics differentiating union and nonunion compensation, along with the recommended readings and videos. Feel free to augment your insights with additional independent research as you address the following questions:

• Basic Pay Model Differences:
• In your assessment, what do you perceive as the fundamental difference between basic pay models in union workplaces compared to non-union workplaces?
• Are there specific factors or components within these pay models that distinctly characterize each environment?
• Strengths and Weaknesses:
• After examining the pay models, engage in a discussion about the strengths and weaknesses inherent in both union and non-union compensation models.
• How do these strengths and weaknesses impact the overall satisfaction, motivation, and retention of employees in each context?
• Impact of Supreme Courts Union-Dues Ruling:
• Investigate and discuss how the Supreme Court’s union-dues ruling influences states that do not have right-to-work laws.
• What potential shifts or challenges might arise in compensation structures, negotiation dynamics, or employee relations as a result of this legislation?
• This discussion provides an opportunity to not only comprehend the differences in compensation models but also to critically evaluate their implications for both workers and employers. Integrating external research will enrich the depth of your analysis and contribute to a comprehensive understanding of the complex landscape surrounding union and non-union compensation structures.

Job title : yoga instructor

List compensable factors for the job evaluation of this job

Explain the association among these compensable factors and the organizational strategy

• Design one job evaluation worksheet based on the recommend compensable factors and techniques

Font should be Arial 12 or Calibri 12. Text must be double spaced but table may be single

spaced.

You must cite all your sources of information using APA formatting.

Create a separate reference page that lists all of your sources that you have cited in text

3. HR management research paper (450 points). You will select a public human resource (HR) management topic of your interest, ask a research question, and conduct in-depth research. The HR management topic is wide open except for the one used for the midterm exam. For topic ideas, you should think ahead as you encounter class readings, books, peer-reviewed journal articles, professional publications, and other credible sources. You will post a 1-page description of your topic in Canvas no later than Week 12. The topic should be well-focused and framed as a research question. Make sure that the research question is specific enough to allow for in-depth research and analysis. The paper must include (1) introduction/statement of the problem, (2) discussion of the issue of interest, (3) a detailed review of the existing research about the issue, leading to determinants/insights for addressing the issue, (4) discussion of implications of those determinants/insights for organizations for HR management, and (5) conclusion. The paper should follow the format and style of a professional journal in the discipline, such as Public Administration Review or Public Personnel Management. Further guidance will be posted on the course Canvas site. The paper must use at least 8 published sources for detailed review of existing research. These sources can include academic journals, books, government publications, and other professional research reports. The paper should be 15-page long with standard 1-inch margins, double-spaced, and 12-point font. It should use Chicago-style author-date citation for in-text citations and listing of references at the end of the paper. The cover page, appendices, and list of references are outside the page limit. THE TOPIC SHOULD BE COMPENSATION AND BENEFITS

Instructions are attached in Word Doc, with references at the bottom.

Here are the questions to be answered.

Individual Question to be answered after the simulation game

(a) What did you learn about management and human behavior, and change management?

(b) What did you learn about your individual conduct in the simulation game?

(c) Examine why you did not achieve all your goals. How could you have enhanced your effectiveness?

(d) What would you do differently when you encounter those challenges in the real world?

There are no page limits. Be as detailed as possible.

Simulation Game

COMMUNITICATING CHANGE Discussion

Instructions I NEED TO RESPOND TO A CLASSMATE

THE POST BELOW IS A DISCUSSION POST WITH THE TOPIC OF THE WEEK. I WILL ATTACH THIS WEEK’S LESSON, LINKS, DOCUMENTS, SCREEN SHOTS. PLEASE REFERENCE THE BOOK, MOSTLY.

THIS WEEKS POST TO ANSWER:

Communicating change before and after implementation can be challenging for organizations and, in some cases, more complex than implementing the change itself (Palmer et al., 2022). The primary challenge centers around the level of involvement employees have prior, during, and after a change(s) has taken place in an organization. There is a difference between disgruntled staff who are disengaged and actively disengaged. Therefore, leaders must address employee concerns, and allow for employee engagement throughout the change process. Answer the following questions in your initial discussion post:

• How comfortable are you with accepting unanticipated organizational changes?
• How might leaders support employees in adopting new behaviors aligned with organizational change efforts?
• Share an example where embracing a growth mindset helped you adapt to an organizational change.

_______________________________________________________

CLASSMATE ANSWER AND WHAT NEEDS TO BE RESPONDED TO:

Hello class,

I find myself being comfortable with change to a certain extent. When change comes as a blind side or as a complete revision to my current responsibilities, then I find it very difficult to mentally adjust to the change. When change is gradual with a fair warning and a healthy dose of reasoning behind the change, I can adjust more easily with logic being applied.

Leaders can support the change and also support the organizational behavior by addressing the two concerns I made above which is the communication and the reasoning. Oftentimes, the change is already taking place before there is time to grasp what is really going on. A great leader can support the employees through this tumultuous period as well. According to the text, a transformational leader involves the four I’s: Intellectual stimulation, Idealized influence, individualized consideration, and inspirational motivation (Palmer, 2021). These concepts can help soften the blow and increase productivity through the principles on which they are based.

An example of a growht mindse tin my own experience comes from my current role in my company. We recently had a buy-out and we are goign through a merger with another company. Although this period was initially nerve-racking, there were underlying positives that came from combining the two companies. The most significant was the increase in product types we are now able to sell. This mindset reminds me of the phrase “adopting a positive lens” from the four connotations (Cameron and McNaughtan, 2014, as cited in Palmer, 2021). This mindset looks forward past the present change and helps me stay motivated through the turbulance as those factors are out of my control.

Reference:

Palmer, Ian. Managing Organizational Change: A Multiple Perspectives Approach. Available from: devry, (4th Edition). McGraw-Hill Higher Education (US), 2021.

THE BOOK IS Palmer, I., Dunford, R., & Buchanan, D. (2022). Managing Organizational Change: A Multiple Perspectives Approach (ISE). 4th Edition. McGraw-Hill.

Introduction

In this assignment, you will assume the role of a consultant for CapraTek, a mid-sized technology company with manufacturing facilities across the country. CapraTek is determined to improve its hiring and recruiting practices to ensure strict compliance with federal laws and regulations. Additionally, they are committed to fostering a work environment free from sexual harassment. Your task is to develop a comprehensive white paper that will be used to educate leaders within CapraTek on compliance within ethical, legal, and regulatory frameworks, focusing on hiring, recruiting, and addressing sexual harassment in the workplace.

Assignment Scenario

CapraTek is in the process of revising its hiring and recruiting practices to ensure full legal compliance and to create the most diverse and inclusive workforce it has ever had. However, they have encountered significant human resource management problems in two areas:

1. Hiring and Recruiting Practices: CapraTek has received allegations of discrimination during the recruitment process. Specifically, a group of candidates has alleged that they were unfairly treated during recruitment and that CapraTek’s practices may be in violation of federal antidiscrimination laws, such as the Civil Rights Act of 1964 and the Americans with Disabilities Act.
2. Sexual Harassment in the Workplace: Additionally, CapraTek has recently faced a complaint of sexual harassment within the workplace. An employee has reported experiencing unwanted advances and inappropriate behavior from a colleague. CapraTek is determined to address this issue promptly and effectively while ensuring compliance with relevant laws, such as Title VII of the Civil Rights Act of 1964.

Assignment Requirements

Your assignment should address the following components, with headings to organize your paper for each component:

1. Introduction: Provide an overview of the HR compliance challenges encompassing hiring, recruiting, and addressing workplace sexual harassment, highlighting the importance of ethical, legal, and regulatory considerations in creating inclusive and compliant practices.
2. Literature Review: Conduct a literature review using three scholarly sources related to the assignment topic. Your literature review should critically evaluate existing research on antidiscrimination laws and regulations in the context of hiring and recruiting practices, as well as sexual harassment in the workplace. Be sure to identify key concepts, theories, and frameworks related to creating a diverse and inclusive workforce while ensuring compliance with antidiscrimination laws and regulations.
3. Legal and regulatory Landscape: Provide a clear overview of the federal legal and regulatory landscape relevant to hiring and recruiting practices, including antidiscrimination laws and regulations.
4. Ensuring Compliance: Discuss the legal implications of non-compliance with antidiscrimination laws and regulations, emphasizing potential consequences for organizations. Analyze best practices for improving hiring and recruiting practices to ensure compliance, diversity, and inclusivity, with a focus on general principles rather than specific policies. Offer guidance on creating and implementing effective sexual harassment prevention and response policies, emphasizing general principles and strategies.
5. Conclusion and Recommendations: Summarize the key points from your white paper, emphasizing general principles and strategies. Provide clear and actionable recommendations for organizations to address HR compliance issues, improve hiring and recruiting practices, and prevent and respond to sexual harassment.

Additional Requirements

As you complete your assignment, be sure it meets the following guidelines:

• Written communication: Use error-free, doctoral-level writing with original (non-plagiarized) content, logical phrasing, and accurate word choices.
• Scholarship: Use 56 professionally reputable sources to support your main points and analysis. Be sure to include scholarly sources. Course readings may be included among the required sources.
• APA formatting: All resources and citations should be formatted according to current APA style and formatting guidelines.
• Length: 56 typed, double-spaced pages, in addition to the cover page, illustrations, reference page, and appendix.
• Font and font size: Consistent, APA-compliant font, 12 point.
• For this assignment, you are required to follow the Standard Naming Convention requirements for any files you upload. You will find the requirements on the
• page.

Competencies Measured

By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

• Competency 1: Create rule- and value-based arguments from human resource models and theories, supported with clear and relevant evidence that convey professional tone and style.
• Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
• Competency 2: Evaluate literature to create objective, fact-based, and unbiased arguments.
• Identify in a literature review key concepts, theories, and frameworks related to existing research on antidiscrimination laws and regulations.
• Competency 3: Examine the legal and ethical challenges of leading the reskilling of talent pools in a highly digitized global environment.
• Describe HR compliance challenges encompassing hiring, recruiting, and addressing workplace sexual harassment with actionable recommendations for organizations to address HR compliance issues.
• Competency 4: Appraise multiple responses to managing a human resource problem for compliance within ethical, legal, or regulatory frameworks.
• Assess the legal implications of non-compliance with antidiscrimination laws and regulations, analyzing best practices for improving hiring and recruiting practices to ensure compliance, diversity, and inclusivity.
• Competency 5: Analyze an organization’s human resource management problem from the perspective of the legal and regulatory environment in which the organization operates.
• Describe the federal legal and regulatory landscape relevant to hiring and recruiting practices, including antidiscrimination laws and regulations.