Three Scenarios Of Hr Interest

1967 Words4 Pages

Labor Relations, Employee Relations, and Global HR

Three Scenarios of HR Interest

Abstract

Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).

Labor Relations, Employee Relations & Global Resources:

Three Scenarios of HR Interest

Scenario One

You are a supervisor in a small manufacturing plant. The union contract covering most of your employees is about to expire. How do you prepare for union contract negotiations?

According to "Impact Factory" it is best to start with training your staff to have negotiation skills.

Union Negotiations for Management personnel. It all starts with making sure that your managers are trained to handle the negotiations. You have to start with negotiating skills. (Impact Factory website)

Managers should prepare carefully for negotiations; they should not just react to union proposals (Maytree Foundation Website). Managers should assess how much change they can make in one round of negotiations and should also work carefully on the language of your proposals (Maytree Foundation Website). Managers should use several techniques to prepare for bargaining during the negotiation meeting (Dessler, pg. 579).

The negotiation of a new agreement means that you prepare, prepare, and prepare! An employer's negotiating team is in a tough position: it represents management but it must respond to and balance employee interests (Maytree Foundation Website). Preparation should start early and data should be compiled from a variety of angles to include pay and benefits that include comparisons with local pay rates and to rates paid for similar jobs within the industry (Dessler, pg. 579). Data on the distribution of the workforce (in terms of age, sex, and seniority, for instance) are also important, because these factors determine what the company will actually pay out in benefits (Dessler, pg.

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