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  Graduate School–New Brunswick 2010–2012 Programs, Faculty, and Courses Industrial Relations and Human Resources 545 Graduate Courses  

Graduate Courses

16:545:601,602 Independent Study in Industrial Relations and Human Resources (3,3) Directed study under the supervision of a faculty member.
16:545:610 Proseminar in Industrial Relations and Human Resources (0.5) Research, theoretical, or pedagogical presentation by SMLR faculty, outside scholars, and advanced Ph.D. students. Students must enroll for six semesters.
16:545:611 Seminar in Industrial Relations: A Survey of the Scholarly Literature (3) Industrial relations systems theory. Analysis of managerial capitalism and the diffusion of systematic management techniques; the development of modern craft, industrial, and professional labor organizations; and the emergence of the regulatory state and the role of law and specialized government agencies in regulating industrial conflict. Conceptual framework to assess bargaining power, negotiations processes, grievance procedures, and conflict resolution.
16:545:612 Seminar in Human Resources: Macro Foundations (3) How firms use human resource management practices to enhance individual and organizational performance. Emerging theoretical perspectives, contextual factors, intellectual capital, and other factors.
16:545:613 Research Methods for Industrial Relations and Human Resources (3) Problems of research design, data collection, data management, and the selection of analytical techniques. Prerequisite: One Ph.D.-level statistics or measurement course.
16:545:614 Multivariate Analysis for Industrial Relations and Human Resources (3) Multiple regression, analysis of variance, analysis of covariance, factor analysis, canonical correlation, and cluster analysis. Prerequisites: One Ph.D.-level course in regression and one additional Ph.D.-level measurement or statistics course.
16:545:615 Economics for Industrial Relations and Human Resources (3) Alternative theories of the firm and labor markets explored, with focus on competing hypotheses and research evidence about wage and benefit determination, internal labor markets, discrimination, unions, and employee incentive systems.
16:545:616 Seminar in Human Resources: Micro Foundations (3) Micro-level human resource functions such as job analyses, job performance, recruitment, personnel selection, performance management, training, compensation, and employee retention.
16:545:617  Multilevel Theory and Research (3) Theoretical and statistical foundations of multilevel research in a human resource management context. Processes and outcomes across different levels.
16:545:618 Organizational Behavior (3) Major topics in organizational behavior relevant to employment relations and human resource management. Personality, group dynamics, leadership, justice, trust, diversity, and culture.
16:545:619  Organizational Theory (3) Institutional theory, contingency theory, transaction cost economics, population ecology, sensemaking.
16:545:620, 621 Selected Problems in Industrial Relations and Human Resources (3,3) Special topics in industrial relations and human resources of current interest.
16:545:701,702 Research in Industrial Relations and Human Resources (3,3) Dissertation study.
For additional information, contact RU-info at 732-445-info (4636) or
Comments and corrections to: Campus Information Services.

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