In organizational practice, who typically conducts educational programs for labour union officials—focusing on policy communication, compliance, and industrial relations?

Introduction / Context:
Training for labour union officials within or alongside an organization covers topics such as workplace policies, safety rules, grievance procedures, and collective bargaining frameworks. This sits squarely within human resources and industrial relations functions rather than information systems or purely technical domains.

Given Data / Assumptions:

• Programs involve policy interpretation, employment law, and compliance.
• The target audience is labour union representatives and shop stewards.
• Objective: support constructive labour–management relations.

Concept / Approach:

Industrial relations (IR) teams are responsible for union interactions, contracts, and dispute resolution. They design or coordinate these educational programs, sometimes with legal counsel or external trainers. The vice-president of information systems is focused on IT strategy and operations, not labour policy training, thus not the principal party here.

Step-by-Step Solution:

Verification / Alternative check:

Standard HR/IR charters include union liaison, bargaining agreement education, and compliance training, validating this selection.

Why Other Options Are Wrong:

VP of IS: Focus is technology governance, not industrial relations.

Both/neither/None: Do not reflect the typical accountability structure.

Common Pitfalls:

Assuming technical leadership handles cross-organizational training by default; topic domain should determine ownership.

Final Answer:

the firm's industrial relations department