Labor Relations, Employee Relations, and Global Human ResourcesThree Scenarios of Interest in Human ResourcesAbstractHuman Resources embraces the spirit of the teaching, research and training mission (website NJIT). The main purpose of HR is to facilitate the transformation of work life in any organization towards a standard that exceeds the organizational planning objective (NJIT website). Human resources departments have several objectives including attracting, developing and retaining an excellent and diverse workforce; anticipate trends and consequently provide strategic solutions; promote creativity, innovation and learning as a whole to encourage and facilitate change; ensure compliance with all federal, state and local regulations, as well as foreign labor laws, where applicable; and promote fair and equitable treatment for all in the workplace (NJIT website). In this document we will discuss three scenarios that require assistance from the human resources department (NJIT website). Labor Relations, Employee Relations, and Global Resources: Three Scenarios of Interest to HR Scenario One You are a supervisor in a small manufacturing plant. The union contract that covers 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 staff to have negotiation skills. Union negotiations for management staff. It all starts with making sure your managers are trained to handle negotiations. You have to start with negotiation skills. (Impact Factory website) Managers should carefully prepare for negotiations; they should not simply react to union proposals (Maytree Foundation website). Managers should evaluate 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, p. 579). Negotiating a new deal means you prepare, prepare, prepare! An employer's negotiating team is in a difficult position: it represents management but must respond to and balance the interests of employees (Maytree Foundation website). Preparation should begin early and data should be compiled from a variety of angles to include wages and benefits that include comparisons to local wage rates and to rates paid for similar jobs in the industry (Dessler, p. 579). Data on the distribution of the workforce (in terms of age, gender and length of service, for example) is also important, because these factors determine what the company will actually pay in benefits (Dessler, p...