[Solved] Synopsis

Assignment Prompt & Instructions

Please see notes from teacher to generate a one page synopsis of topic.

– ## Synopsis.docx

– ## ProfessorT.Feedback.Johnson.docx

– ProfessorG.Feedback.Johnson.docx

**## Synopsis.docx**

·
**Create a one page synopsis explaining my plan going forward before I continue to keep writing.**

Take away from meeting with teacher:

· Too many ideas and the focus isn’t there I should narrow down to one topic incorporate with what I already done and switch the dynamic to one thing.

· Use ProQuest and google scholar and search for articles related to the performance management within HR and replicate study but make it your own. Use that to incorporate categories and make sure you can find something with scales that important for the topic (contact companies if you need to). Incorporate scale development and data collection for topic. Use this article to create levels i.e. Managers and employees (emphasized you can probably get more out of the employee level.

· Some categories could be: high performers, performance evaluation, training compliance, and employee satisfaction…or whatever else you can come up with.

· Discuss TAM briefly (including someone’s comfort with a computer.

· Take TAM and apply it to AI setting seem to peak his interest he said that will be fun and interesting to see because he haven’t seen that.

· Improvise dependent, independent, and measure (what do we want to predict)

· If possible find out who use AI throughout their hiring process and what the difference is before and after usage.

· A few question ideas: How are managers using Ai? Computer literacy and what type of AI are they using? Like is it something already generated or something they generate? How extensive have you trained? What do you use AI for? And how long have you been using it?

· Where would we get data?

· Analysis, what’s out there, measures, and talent management….

· Training of a model and if it’s accurate.

· The draft have to be close to defensible

· I’m on cloud level and he wants me on ground. He say we have a lot of good ideas but want it to be as simple as possible.

· Is Ai accurate with the information given? What is depended?

· Good ideas but lacking research

· Improvise regression model

· Some companies use AI to screen but it sometimes searched for key words (can’t take context well) leaving the company making the wrong decisions based off what they are trained to look for.

**## ProfessorT.Feedback.Johnson.docx**

## Key Strengths

Your work stands out in several important ways:

**Comprehensive Scope**
From the opening problem statement to the final methodological design, your study offers a clear and complete roadmap. The progression of ideas is logical, giving readers a strong sense of direction throughout.

**Solid Theoretical Grounding**
Drawing on the Resource-Based View (RBV), Technology Acceptance Model (TAM), Diffusion of Innovations, and Ethical Decision-Making Theory gives your study a well-rounded, multidisciplinary foundation. This robust theoretical lens supports both your hypothesis development and conceptual framework.

**Clear Purpose and Structure**

The study’s aims and objectives are well defined.

Hypotheses are logically derived from literature.

The chapter organization—Introduction → Literature Review → Methodology—is textbook-correct and easy to follow.

**Contextual Richness**
The introductory discussion effectively sets the stage, tracing the evolution of AI within HR contexts. While examples like “Food Quality 4.0” provide interesting context, they slightly stray from HR-specific themes and could be refocused to maintain thematic alignment.

**Depth in Literature Review**
You’ve engaged thoroughly with the existing research, identifying theoretical gaps (e.g., long-term cultural impacts of AI in HR) and showing an understanding of current discourse.

## Areas for Refinement and Suggestions

### Chapter 1: Introduction

**Observations:**

· The background includes interesting but tangential references (e.g., “Food Quality 4.0”) that dilute the focus on HR-specific applications of AI.

· This reference is peripheral to the core topic of
**AI in HR decision-making** and is drawn from the food production domain. While it highlights AI’s impact in another industry, its presence here may distract from the HR focus unless the comparison is explicitly justified.

· There is minimal early framing of the case study organization (Accenture), which would help ground the research problem.

· The stakeholder scope within the problem statement remains broad and would benefit from greater specificity.

·

**Suggestions:**

· Move the background content on RPA and "Food Quality 4.0" to the literature review. Replace this with a tighter, HR-specific motivation. For example, cite Unilever’s or IBM’s use of AI in hiring (Chamorro-Premuzic et al., 2019).

· Preview the research design earlier so readers understand the empirical context upfront. For instance:
_“This study centers on Accenture, a multinational consulting firm known for its early adoption of AI in human capital processes.”_

· Clarify the problem statement by explicitly identifying the primary stakeholders (e.g., line managers, HR partners, or applicants) impacted by AI decisions (Ulrich, 1997).

### Chapter 2: Literature Review

**Observations:**

· The review covers relevant theories (RBV, TAM, Diffusion, Ethical frameworks) comprehensively but reads as modular rather than integrated.

· Some redundancy exists, particularly around the stages of adoption (e.g., innovation adoption curve concepts repeated multiple times).

· There’s an opportunity to strengthen the connection between theories and your conceptual framework.

**Suggestions:**

· Add transition paragraphs that link one theory to the next. For example:

_“Building on TAM, we see how the Diffusion of Innovations framework captures the organization-wide spread of AI adoption beyond initial acceptance, offering a more holistic understanding of AI integration.”_
(Venkatesh & Davis, 2000; Rogers, 2003).

· Condense repetitive content for clarity and efficiency—particularly descriptions of innovation phases and adopter types.

· Include more recent empirical studies on AI in HR to modernize the review (e.g., Jarrahi, 2018; Tambe et al., 2019).

### Chapter 3: Methodology

**Strengths:**

· Sampling methods, ethical concerns, and data protection protocols are clearly presented.

· The focus on Accenture lends specificity to your research and reflects real-world practice.

**Observations:**

· The sample size (n=50) is appropriate for exploratory studies but lacks explicit justification.

· There is no discussion of potential non-response bias, nor mitigation strategies.

**Suggestions:**

· Justify your sample size (50 respondents) through a brief statistical rationale or citation. For example:

_“According to Green (1991), a sample size of N ≥ 50 + 8m is adequate for testing multiple correlations, supporting this study’s design.”_

· Include a subsection addressing potential non-response bias and any strategies for mitigation (e.g., follow-up emails, reminder notices, or incentives) in line with Dillman et al. (2014).

## Conceptual Framework & Hypotheses

**Feedback:**

· Your visual model (e.g., Figure 5) is clear and effectively illustrates relationships between independent and dependent variables.

· The framework accurately reflects the chosen theories and supports the hypothesis development.

**Suggestions:**

· While hypotheses are correctly framed in the null form, you might consider offering at least one directional hypothesis. For example:

_“AI tools significantly improve decision accuracy in performance evaluations.”_
(Tambe et al., 2019; Brynjolfsson & McAfee, 2017).

· Clearly indicate how each hypothesis is linked to a theoretical construct within your conceptual framework to improve alignment and traceability.

## Writing, Style, and Consistency

**Observations:**

· There are inconsistencies in how AI technologies are referred to—terms like “robotic process automation,” “smart machine learning,” and “AI-based tools” are used interchangeably.

· Minor grammatical and typographic errors occur throughout the document.

· APA citation formatting is inconsistently applied.

**Suggestions:**

· Choose a consistent term to refer to the technology under study (e.g., “AI technologies”) and define it early in Chapter 1.

· Conduct a final proofreading pass for grammar, sentence clarity, and academic tone.

· Ensure all in-text citations and references conform to APA 7th edition guidelines (e.g., use “&” in parenthetical citations, proper use of italics and punctuation).

**ProfessorG.Feedback.Johnson.docx**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/professorg-feedback-johnson-docx)

**ProfessorG.Feedback.Johnson.docx**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/professorg-feedback-johnson-docx)

**## Synopsis.docx**

·
**Create a one page synopsis explaining my plan going forward before I continue to keep writing.**

Take away from meeting with teacher:

· Too many ideas and the focus isn’t there I should narrow down to one topic incorporate with what I already done and switch the dynamic to one thing.

· Use ProQuest and google scholar and search for articles related to the performance management within HR and replicate study but make it your own. Use that to incorporate categories and make sure you can find something with scales that important for the topic (contact companies if you need to). Incorporate scale development and data collection for topic. Use this article to create levels i.e. Managers and employees (emphasized you can probably get more out of the employee level.

· Some categories could be: high performers, performance evaluation, training compliance, and employee satisfaction…or whatever else you can come up with.

· Discuss TAM briefly (including someone’s comfort with a computer.

· Take TAM and apply it to AI setting seem to peak his interest he said that will be fun and interesting to see because he haven’t seen that.

· Improvise dependent, independent, and measure (what do we want to predict)

· If possible find out who use AI throughout their hiring process and what the difference is before and after usage.

· A few question ideas: How are managers using Ai? Computer literacy and what type of AI are they using? Like is it something already generated or something they generate? How extensive have you trained? What do you use AI for? And how long have you been using it?

· Where would we get data?

· Analysis, what’s out there, measures, and talent management….

· Training of a model and if it’s accurate.

· The draft have to be close to defensible

· I’m on cloud level and he wants me on ground. He say we have a lot of good ideas but want it to be as simple as possible.

· Is Ai accurate with the information given? What is depended?

· Good ideas but lacking research

· Improvise regression model

· Some companies use AI to screen but it sometimes searched for key words (can’t take context well) leaving the company making the wrong decisions based off what they are trained to look for.

**## ProfessorT.Feedback.Johnson.docx**

## Key Strengths

Your work stands out in several important ways:

**Comprehensive Scope**
From the opening problem statement to the final methodological design, your study offers a clear and complete roadmap. The progression of ideas is logical, giving readers a strong sense of direction throughout.

**Solid Theoretical Grounding**
Drawing on the Resource-Based View (RBV), Technology Acceptance Model (TAM), Diffusion of Innovations, and Ethical Decision-Making Theory gives your study a well-rounded, multidisciplinary foundation. This robust theoretical lens supports both your hypothesis development and conceptual framework.

**Clear Purpose and Structure**

The study’s aims and objectives are well defined.

Hypotheses are logically derived from literature.

The chapter organization—Introduction → Literature Review → Methodology—is textbook-correct and easy to follow.

**Contextual Richness**
The introductory discussion effectively sets the stage, tracing the evolution of AI within HR contexts. While examples like “Food Quality 4.0” provide interesting context, they slightly stray from HR-specific themes and could be refocused to maintain thematic alignment.

**Depth in Literature Review**
You’ve engaged thoroughly with the existing research, identifying theoretical gaps (e.g., long-term cultural impacts of AI in HR) and showing an understanding of current discourse.

## Areas for Refinement and Suggestions

### Chapter 1: Introduction

**Observations:**

· The background includes interesting but tangential references (e.g., “Food Quality 4.0”) that dilute the focus on HR-specific applications of AI.

· This reference is peripheral to the core topic of
**AI in HR decision-making** and is drawn from the food production domain. While it highlights AI’s impact in another industry, its presence here may distract from the HR focus unless the comparison is explicitly justified.

· There is minimal early framing of the case study organization (Accenture), which would help ground the research problem.

· The stakeholder scope within the problem statement remains broad and would benefit from greater specificity.

·

**Suggestions:**

· Move the background content on RPA and "Food Quality 4.0" to the literature review. Replace this with a tighter, HR-specific motivation. For example, cite Unilever’s or IBM’s use of AI in hiring (Chamorro-Premuzic et al., 2019).

· Preview the research design earlier so readers understand the empirical context upfront. For instance:
_“This study centers on Accenture, a multinational consulting firm known for its early adoption of AI in human capital processes.”_

· Clarify the problem statement by explicitly identifying the primary stakeholders (e.g., line managers, HR partners, or applicants) impacted by AI decisions (Ulrich, 1997).

### Chapter 2: Literature Review

**Observations:**

· The review covers relevant theories (RBV, TAM, Diffusion, Ethical frameworks) comprehensively but reads as modular rather than integrated.

· Some redundancy exists, particularly around the stages of adoption (e.g., innovation adoption curve concepts repeated multiple times).

· There’s an opportunity to strengthen the connection between theories and your conceptual framework.

**Suggestions:**

· Add transition paragraphs that link one theory to the next. For example:

_“Building on TAM, we see how the Diffusion of Innovations framework captures the organization-wide spread of AI adoption beyond initial acceptance, offering a more holistic understanding of AI integration.”_
(Venkatesh & Davis, 2000; Rogers, 2003).

· Condense repetitive content for clarity and efficiency—particularly descriptions of innovation phases and adopter types.

· Include more recent empirical studies on AI in HR to modernize the review (e.g., Jarrahi, 2018; Tambe et al., 2019).

### Chapter 3: Methodology

**Strengths:**

· Sampling methods, ethical concerns, and data protection protocols are clearly presented.

· The focus on Accenture lends specificity to your research and reflects real-world practice.

**Observations:**

· The sample size (n=50) is appropriate for exploratory studies but lacks explicit justification.

· There is no discussion of potential non-response bias, nor mitigation strategies.

**Suggestions:**

· Justify your sample size (50 respondents) through a brief statistical rationale or citation. For example:

_“According to Green (1991), a sample size of N ≥ 50 + 8m is adequate for testing multiple correlations, supporting this study’s design.”_

· Include a subsection addressing potential non-response bias and any strategies for mitigation (e.g., follow-up emails, reminder notices, or incentives) in line with Dillman et al. (2014).

## Conceptual Framework & Hypotheses

**Feedback:**

· Your visual model (e.g., Figure 5) is clear and effectively illustrates relationships between independent and dependent variables.

· The framework accurately reflects the chosen theories and supports the hypothesis development.

**Suggestions:**

· While hypotheses are correctly framed in the null form, you might consider offering at least one directional hypothesis. For example:

_“AI tools significantly improve decision accuracy in performance evaluations.”_
(Tambe et al., 2019; Brynjolfsson & McAfee, 2017).

· Clearly indicate how each hypothesis is linked to a theoretical construct within your conceptual framework to improve alignment and traceability.

## Writing, Style, and Consistency

**Observations:**

· There are inconsistencies in how AI technologies are referred to—terms like “robotic process automation,” “smart machine learning,” and “AI-based tools” are used interchangeably.

· Minor grammatical and typographic errors occur throughout the document.

· APA citation formatting is inconsistently applied.

**Suggestions:**

· Choose a consistent term to refer to the technology under study (e.g., “AI technologies”) and define it early in Chapter 1.

· Conduct a final proofreading pass for grammar, sentence clarity, and academic tone.

· Ensure all in-text citations and references conform to APA 7th edition guidelines (e.g., use “&” in parenthetical citations, proper use of italics and punctuation).

**ProfessorG.Feedback.Johnson.docx**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/professorg-feedback-johnson-docx)

**## Synopsis.docx**

·
**Create a one page synopsis explaining my plan going forward before I continue to keep writing.**

Take away from meeting with teacher:

· Too many ideas and the focus isn’t there I should narrow down to one topic incorporate with what I already done and switch the dynamic to one thing.

· Use ProQuest and google scholar and search for articles related to the performance management within HR and replicate study but make it your own. Use that to incorporate categories and make sure you can find something with scales that important for the topic (contact companies if you need to). Incorporate scale development and data collection for topic. Use this article to create levels i.e. Managers and employees (emphasized you can probably get more out of the employee level.

· Some categories could be: high performers, performance evaluation, training compliance, and employee satisfaction…or whatever else you can come up with.

· Discuss TAM briefly (including someone’s comfort with a computer.

· Take TAM and apply it to AI setting seem to peak his interest he said that will be fun and interesting to see because he haven’t seen that.

· Improvise dependent, independent, and measure (what do we want to predict)

· If possible find out who use AI throughout their hiring process and what the difference is before and after usage.

· A few question ideas: How are managers using Ai? Computer literacy and what type of AI are they using? Like is it something already generated or something they generate? How extensive have you trained? What do you use AI for? And how long have you been using it?

· Where would we get data?

· Analysis, what’s out there, measures, and talent management….

· Training of a model and if it’s accurate.

· The draft have to be close to defensible

· I’m on cloud level and he wants me on ground. He say we have a lot of good ideas but want it to be as simple as possible.

· Is Ai accurate with the information given? What is depended?

· Good ideas but lacking research

· Improvise regression model

· Some companies use AI to screen but it sometimes searched for key words (can’t take context well) leaving the company making the wrong decisions based off what they are trained to look for.

**## ProfessorT.Feedback.Johnson.docx**

## Key Strengths

Your work stands out in several important ways:

**Comprehensive Scope**
From the opening problem statement to the final methodological design, your study offers a clear and complete roadmap. The progression of ideas is logical, giving readers a strong sense of direction throughout.

**Solid Theoretical Grounding**
Drawing on the Resource-Based View (RBV), Technology Acceptance Model (TAM), Diffusion of Innovations, and Ethical Decision-Making Theory gives your study a well-rounded, multidisciplinary foundation. This robust theoretical lens supports both your hypothesis development and conceptual framework.

**Clear Purpose and Structure**

The study’s aims and objectives are well defined.

Hypotheses are logically derived from literature.

The chapter organization—Introduction → Literature Review → Methodology—is textbook-correct and easy to follow.

**Contextual Richness**
The introductory discussion effectively sets the stage, tracing the evolution of AI within HR contexts. While examples like “Food Quality 4.0” provide interesting context, they slightly stray from HR-specific themes and could be refocused to maintain thematic alignment.

**Depth in Literature Review**
You’ve engaged thoroughly with the existing research, identifying theoretical gaps (e.g., long-term cultural impacts of AI in HR) and showing an understanding of current discourse.

## Areas for Refinement and Suggestions

### Chapter 1: Introduction

**Observations:**

· The background includes interesting but tangential references (e.g., “Food Quality 4.0”) that dilute the focus on HR-specific applications of AI.

· This reference is peripheral to the core topic of
**AI in HR decision-making** and is drawn from the food production domain. While it highlights AI’s impact in another industry, its presence here may distract from the HR focus unless the comparison is explicitly justified.

· There is minimal early framing of the case study organization (Accenture), which would help ground the research problem.

· The stakeholder scope within the problem statement remains broad and would benefit from greater specificity.

·

**Suggestions:**

· Move the background content on RPA and "Food Quality 4.0" to the literature review. Replace this with a tighter, HR-specific motivation. For example, cite Unilever’s or IBM’s use of AI in hiring (Chamorro-Premuzic et al., 2019).

· Preview the research design earlier so readers understand the empirical context upfront. For instance:
_“This study centers on Accenture, a multinational consulting firm known for its early adoption of AI in human capital processes.”_

· Clarify the problem statement by explicitly identifying the primary stakeholders (e.g., line managers, HR partners, or applicants) impacted by AI decisions (Ulrich, 1997).

### Chapter 2: Literature Review

**Observations:**

· The review covers relevant theories (RBV, TAM, Diffusion, Ethical frameworks) comprehensively but reads as modular rather than integrated.

· Some redundancy exists, particularly around the stages of adoption (e.g., innovation adoption curve concepts repeated multiple times).

· There’s an opportunity to strengthen the connection between theories and your conceptual framework.

**Suggestions:**

· Add transition paragraphs that link one theory to the next. For example:

_“Building on TAM, we see how the Diffusion of Innovations framework captures the organization-wide spread of AI adoption beyond initial acceptance, offering a more holistic understanding of AI integration.”_
(Venkatesh & Davis, 2000; Rogers, 2003).

· Condense repetitive content for clarity and efficiency—particularly descriptions of innovation phases and adopter types.

· Include more recent empirical studies on AI in HR to modernize the review (e.g., Jarrahi, 2018; Tambe et al., 2019).

### Chapter 3: Methodology

**Strengths:**

· Sampling methods, ethical concerns, and data protection protocols are clearly presented.

· The focus on Accenture lends specificity to your research and reflects real-world practice.

**Observations:**

· The sample size (n=50) is appropriate for exploratory studies but lacks explicit justification.

· There is no discussion of potential non-response bias, nor mitigation strategies.

**Suggestions:**

· Justify your sample size (50 respondents) through a brief statistical rationale or citation. For example:

_“According to Green (1991), a sample size of N ≥ 50 + 8m is adequate for testing multiple correlations, supporting this study’s design.”_

· Include a subsection addressing potential non-response bias and any strategies for mitigation (e.g., follow-up emails, reminder notices, or incentives) in line with Dillman et al. (2014).

## Conceptual Framework & Hypotheses

**Feedback:**

· Your visual model (e.g., Figure 5) is clear and effectively illustrates relationships between independent and dependent variables.

· The framework accurately reflects the chosen theories and supports the hypothesis development.

**Suggestions:**

· While hypotheses are correctly framed in the null form, you might consider offering at least one directional hypothesis. For example:

_“AI tools significantly improve decision accuracy in performance evaluations.”_
(Tambe et al., 2019; Brynjolfsson & McAfee, 2017).

· Clearly indicate how each hypothesis is linked to a theoretical construct within your conceptual framework to improve alignment and traceability.

## Writing, Style, and Consistency

**Observations:**

· There are inconsistencies in how AI technologies are referred to—terms like “robotic process automation,” “smart machine learning,” and “AI-based tools” are used interchangeably.

· Minor grammatical and typographic errors occur throughout the document.

· APA citation formatting is inconsistently applied.

**Suggestions:**

· Choose a consistent term to refer to the technology under study (e.g., “AI technologies”) and define it early in Chapter 1.

· Conduct a final proofreading pass for grammar, sentence clarity, and academic tone.

· Ensure all in-text citations and references conform to APA 7th edition guidelines (e.g., use “&” in parenthetical citations, proper use of italics and punctuation).

**ProfessorG.Feedback.Johnson.docx**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/professorg-feedback-johnson-docx)

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