Business and Management

Social Media PolicyWrite a 3-page executive summary about best practices, risks, and other considerations to take into account when creating a social media policy for a small trucking company. You will highlight three main bullet points at the end of the summary that you would use to discuss the social media policy issues with stakeholders.Changes in technology and society will always impact the work of the HRM professional. In this assessment, and with the issues in your future career, you will need to collect the relevant historical background, legal compliance issues, ethical considerations, and organizational information to be ready to facilitate conversations between stakeholders around policy decisions. The pendulum may swing back and forth throughout your career, but with a sound background researching issues and clarifying the decision points, you will be prepared to lead change.IntroductionScenarioThe HR division of your organization, a small private trucking company, has tasked you to lead a discussion about the key considerations when developing a social media policy for the company. You are to provide direction as to key considerations of legal compliance, ethics, and the relationship to the organizational mission. Ultimately, the internal committee of stakeholders to who you are presenting will create the social media policy and you need to lead them through the decisions that they should make in that process.Your ChallengeYou are an HRM leader for a small private trucking company and you have been asked to lead a discussion to develop the social media policy for the company. You will present your information and discussion points in the form of an executive summary including the issues that the internal committee should discuss and take into consideration when developing the policy.Instructions1.Review theSample Social Media Policy [PDF]. 2.Write a 3-page executive summary that includes the following:•Describe best practices for creating a social media policy for an organization.oWhat should be included in the policy?oAre we allowed to control comments about our company?•Identify the legal and ethical risks of social media policies.oWhat mistakes should be avoided?•Evaluate the risks for private and governmental organizations of actions that may or may not be defined as “protected concerted activity.”

oAre there protected activities that may be seen as a “protected concerted activity?”oDoes a First Amendment right to free speech apply?3.At the end of the summary, reiterate and list three brief bullet points of your most important recommendations for the development of the social media policy. Bullet points should be no longer than a simple sentence.Academic Requirements The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations that you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.•Length: Your executive summary should be three pages, not including your resources page.•Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.•Font and font size: 11 point font, Times New Roman.•Resources: Use scholarly or academic sources.•Evidence: Support your assertions with data and/or in-text citations and create a reference list at the end of your documents.•APA formatting: Resources and in-text citations are formatted according to current APA style and formatting.•Written communication:oWrite for a specific audience, using the vernacular of the profession.oUse spell-check and other tools to ensure correct spelling and grammar.Note: Faculty may use the Writing Feedback Tool when grading this assessment. The Writing Feedback Tool is designed to provide you with guidance and resources to develop your writing based on five core skills. You will find writing feedback in the Scoring Guide for the assessment, once your work has been evaluated.Competencies MeasuredCompetency 1: Apply legal thinking to human resource management issues in the workplace to ensure compliance.•Identify the legal and ethical risks of social media policies.Competency 3: Examine relationships between law, human resource management practices, and business activities.•Describe best practices for creating a social media policy for an organization.

•Evaluate the risks for private and governmental organizations of actions that may or may not be defined as “protected concerted activity.”Competency 6: Communicate clearly, accurately, and professionally in the HR field.•Support main points, assertions, arguments, conclusions, or recommendations with relevant and credible evidence.•Apply APA style and formatting to scholarly writing.

National Labor Relations Act AnalysisPrepare 4-6 PowerPoint slides to leadership on the history of the National Labor Relations Act (NLRA) and the implications of the case,National Labor Relations Board v. General Motors Corp.,1963, for your business in relation to unfair labor practices.Not all human resource specialists will have to navigate situations with unions and management, but all human resource professionals need to think legally. By studying a seminal case between management and the union,National Labor Relations Board v. General Motors Corp., 1963, you will gain background knowledge about the agency model of union membership and what the court defines as unfair labor practices.The habit of mind that you develop by studying and analyzing this case will serve you as you think about the legal ramifications of negotiations with employees and management on a wide range of issues. IntroductionYour company is reviewing its approach to the National Labor Relations Act (NLRA). Your human resources team has been tasked with giving a presentation about the history of the NLRA that is appropriate for leaders as well as other human resource specialists, in order to prepare them for ongoing discussions about the issues presented by NLRA for your company.YOUR CHALLENGEYou are a human resource specialist who has been tasked to present the key points from this case to various small groups of company leaders and other human resource specialists so that they have the background to discuss how NLRA could impact your business.InstructionsBased on key guidelines from the National Labor Relations Act (NLRA), analyzeNational Labor Relations Board v. General Motors Corp., 1963. Prepare a 4–6-slide PowerPoint presentation explaining and analyzing key elements of the case.1.Read theNational Labor Relations Board v. General Motors Corp., 1963 case, noting the bulleted elements below.2.Review the IRAC strategy for analyzing cases and apply those steps in your study of this case.3.Prepare 4–6 PowerPoint slides that address the following:•Introduction.oSummary of the events leading up to the case.•Analyze General Motors’ position in the case.oWhat was their position about whether an agency shop was considered an unfair labor practice? What was their rationale for their position?•Analyze the union’s position in the case.

oWhat was their position about whether an agency shop was considered an unfair labor practice? What was their rationale for their position?•Analyze the role of the court in the case.oWhat is the effect of the court’s decision on all organizations and unions?•Analyze the relationship of the case with the NLRA.oConsider case assertions, evidence, and findings.•Evaluate the historical impact of this case on the union/management power struggle.oWhat was the relationship before the case? Who was considered the winner in this case? How did the case affect future challenges?•Assess how this case changed the relationship between management and all employees at GM, and in unionized organizations in general. 4.To support your assertions, cite specific examples from the case and from your other assigned readings.5. The presentation should not exceed 5 minutes, is to write out the text of your presentation in the presentation notes section of each PowerPoint slide.Academic RequirementsThe deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.•Use short phrases that are clear, comprehensible, and free of jargon for each bullet point.•Include no more than three bullet points per slide if possible. Include APA-formatted in-text citations where appropriate •Ensure your presentation is relevant to and easily understood by everyone in the audience. Remember, you will be speaking to people of all levels in the company.•If you include a voice-over in lieu of presenter’s notes, your recording should be no longer than five minutes.•Your written communication should be free of errors that detract from the overall message.•Include an APA-formatted references slide at the end of the presentation, this is an additional slide at the end of the presentation, slide 7.Competencies MeasuredCompetency 1: Apply legal thinking to human resource management issues in the workplace to ensure compliance.•Analyze both General Motor’s and the union’s position in the NLRB case.

•Analyze the role of the court in the NLRB v. General Motors case.•Analyze the relationship of a case with the NLRA.Competency 2: Evaluate the relationship between historical perspectives and events and the alignment of human resource management and the law.•Evaluate the historical impact of a case on the union/management power struggle.Competency 3: Examine relationships between law, human resource management practices, and business activities.•Assess how a court decision changed the relationship between management and employees in a case, and in unionized organizations overall. Competency 6: Communicate clearly, accurately, and professionally in the HR field.•Support main points, assertions, arguments, conclusions, or recommendations with relevant and credible evidence.•Apply APA style and formatting to scholarly writing.

HR Challenge: Oral ArgumentIn this two-part assessment, you will write a 2-3 -page script for an oral argument presentation from the perspective of the CapraTek defense attorney in the case Capshaw v. CapraTek, as outlined in the multimedia presentation. For the second part of the assessment, you will write a 2-3 page script for an oral presentation by the head of HR at CapraTek to explain the possible changes to HRM policies and practices to improve fairness, productivity, and worker morale as it relates to workplace discrimination.“I believe in the dignity of labor, whether with head or hand, that the world owes no man a living but that it owes every man the opportunity to make a living.” —John D. Rockefeller, Jr.This assessment explores the tasks of constructing and presenting an oral argument. Frequently, human resource professionals must present case facts and fact patterns to executive managers and counselors concerning internal investigation, hiring practice, or workplace issues. How the HRM professional prepares and presents a case provides a platform for employers and counsel to make informed and succinct decisions concerning its viability. Key topic areas in this assessment include information and research sources, use of legal language, case mapping, building case strategy, partnering with counsel, and method for oral presentation.IntroductionIn today’s workplace climate, the sexual harassment case between Joanna Capshaw and CapraTek is extremely relevant. It is likely that you will face a similar situation some time in your HRM career and you will need to be prepared to think legally about the facts of the case as well as the arguments from both sides.ScenarioCapraTek has a long history as a leader in the design and manufacture of computer server components and continues to provide innovative solutions to meet industry needs. They have met the demands of the digital economy by offering a wide range of server products, chassis, and server management tools.Despite their successes in the marketplace, however, CapraTek has faced some internal challenges. One such challenge involved Joanna Capshaw and her allegations of sexual harassment and her career at CapraTek. Thoroughly listen or read through the multimedia presentation and analyze the issues and legal argument for both sides of the dispute.Your ChallengeFor the first part of the assessment, you will be the attorney from the CapraTek legal department representing the defendant (CapraTek) in the case Capshaw v. CapraTek. You should prepare your opening oral argument for the court proceeding to defend CapraTek.For the second part of the assessment, you will be the head of HR at CapraTek who will report back to the HR and company leadership about the changes to organizational practices and policies to address the issues identified in this case.Instructions

Analyze the legal issue(s) raised in the case Capshaw Versus CapraTek using the IRAC case analysis process.•Watch CapraTek:Capshaw Versus CapraTek. •Use LawNerds.com, Inc. (n.d.). The IRAC formula. Retrieved from http://www.lawnerds.com/guide/irac.htmlPart 1: Write a 2–3-page script for an oral argument in defense of the organization. •This should be solely from the perspective of an attorney for the organization.•The following is the oral argument format that should be followed:oFacts: Analyze the facts involved in the case, from your side’s perspective.oIssues: Analyze facts or legal principles in dispute in the case.oRule(s): Identify the law or legislation related to the case that supports your side’s perspective.oAnalysis: Apply the identified rule to the issues in your case. Address the weaknesses in your side’s case and consider the opposite side of the case.oConclusion: Summarize and describe the logical outcome of the case.oRelief Requested: What relief are you requesting from the court, and why?Part 2: Write a 2–3-page script for the head of HR to make an oral presentation for HR leadership.•This should be solely from the perspective of the head of HR regarding possible changes to HRM policies and organizational practices that would improve fairness, productivity, and worker morale as it relates to workplace discrimination.•Describe the potential impact of a workplace discrimination charge levied at this organization.•Identify related laws or legislation that supports this perspective.•Summarize a logical case outcome.Academic RequirementsThe deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.•Length of paper: Your script should be in two parts: Each should be 2–3, double-spaced pages, submitted as one document with a resource page.•Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.•Resources: It is suggested that you use just the resources provided for this assessment, no outside research should be necessary.

•Evidence: Support your assertions with data and/or in-text citations. Use current APA format for in-text citations and create a reference list at the end of your documents.•APA formatting: Resources and in-text citations are formatted according to current APA style and formatting.•Written communication:oConvey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.oWrite for a specific audience, using the vernacular of the profession.oUse spell-check and other tools to ensure correct spelling and grammar.Competencies MeasuredCompetency 1: Apply legal thinking to human resource management issues in the workplace to ensure compliance.•Describe the facts involved in a case from an assigned side’s perspective.•Identify law or legislation related to a case that supports an assigned side’s perspective.•Apply an identified rule to the issues in a case.•Describe a logical outcome to a case and the relief requested from the court.Competency 2: Evaluate the relationship between historical perspectives and events and the alignment of human resource management and the law.•Analyze facts or legal principles in dispute in a case.Competency 3: Examine relationships between law, human resource management practices, and business activities.•Assess the impact of a case on employees in an organization and on the organizational culture. •Propose adjustments to the HRM policies and business practices of an organization to prevent litigation in the future.Competency 4: Assess ways in which human resource professionals resolve conflicts between ethical and legal aspects of practice.•Propose approaches for the HRM professional to use in resolving the conflict between ethical and legal aspects of an issue.Competency 6: Communicate clearly, accurately, and professionally in the HR field.•Synthesize the methods, strategies, and tactics for preparing an oral argument.