BUSI 343: Employee and Labor Relations - Union Negotiation Preparation

This assignment, part of BUSI 343 Employee and Labor Relations, focuses on HR preparation for union negotiations. The student, acting as an HR manager, analyzes a scenario where a union gains recognition. The assignment requires the student to consider options, develop negotiation strategies, and identify bargaining priorities. It emphasizes the importance of integrating relevant information and planning for negotiations. The student also evaluates how their preparation would change if they were a union representative. The response must adhere to a 300-word count and include a Scripture reference, at least two scholarly sources, and a reference from the electronic textbook, all formatted in current APA style. The student explores the complexities of labor relations, drawing on the provided resources to formulate effective strategies and understand the different perspectives involved in union negotiations. The paper aims to analyze the strategic steps for HR to prepare for union negotiations.

Running head: EMPLOYEE AND LABOR RELATIONS
Employee and Labor Relations
Name of the Student
Name of the University
Author Note

1EMPLOYEE AND LABOR RELATIONS
The organizations should always try to make negotiations in cases where the unions are
very much powerful. The issues regarding the unions have really become one of the most
prominent problems for the organizations to face (Budd, 2017). The HR managers should be able
to interpret the issues that arise because of the problems between the employee unions and
organizational authorities. Many times it has been seen in different cases that the HR managers
are left with huge confusions when they face these issues. They often do not have anything to say
legally to these employees. Therefore, it is a very complicated position for all of them.
It has been noticed that the employees have supported some unions at their workplaces.
The problem exists that the employers or HR managers have not been able to threaten those
employees. Both the employers and unions should set up their own bargaining teams (Budd,
2017). This is how they can act as per their responsibilities. The unions should set up their
bargaining committees and make them understand how they can work as per the needs of the
employees (Tansel & Gazîoğlu, 2014). The employers will have to conduct the external
benchmarking or the data collection process. The employers or HR managers will have to
prepare the strike contingency plan.
On the other hand, the employee unions might conduct their discussions with the national
unions for the development of the scenario (Budd, 2017). However, the HR managers will have to
develop the bargaining proposals and agenda. These are the probable ways how the organization
will be able to curb down the complications that arise because of the union negotiation problems.
New contract signings might be processed by the organizational authorities like HR managers
(Winston, 2018). As per the Biblical sayings, the organizations should mitigate all the issues
between them for a calm business environment and look for the development of everyone.

2EMPLOYEE AND LABOR RELATIONS
References and Bibliography
Anitha, J. (2014). Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3), 308.
Budd, J. (2017). Labor relations. 5th ed. McGraw-Hill Education.
Tansel, A., & Gazîoğlu, Ş. (2014). Management-employee relations, firm size and job
satisfaction. International journal of manpower, 35(8), 1260-1275.
Winston, B. E. (2018). Biblical principles of hiring and developing employees. New York: Palgrave
Macmillan.