Rutgers, The State University of New Jersey
School of Management and Labor Relations
 
About the University
About the School of Management and Labor Relations
Financial Aid
Academic Policies and Procedures
Ph.D. Program in Industrial Relations and Human Resources (I.R.H.R.)
Admission
Program Structure and Degree Requirements
Master's Thesis
Qualifying Examination
Dissertation
Research Involvement
Teaching Involvement
Financial Assistance
Courses
Master's Degree Programs
Master's Program in Human Resource Management (M.H.R.M.)
Five-Year Bachelor of Science/Master of Human Resource Management Degree Program
Master's Program in Labor and Employment Relations (M.L.E.R.)
Five-Year Bachelor of Arts/Master of Labor and Employment Relations Degree Program
Labor Studies and Employment Relations
Faculty
Divisions of the University
Camden Newark New Brunswick/Piscataway
Catalogs
  School of Management and Labor Relations 2008-2010 Ph.D. Program in Industrial Relations and Human Resources (I.R.H.R.) Courses  

Courses
16:545:601,602 Independent Study in Industrial Relations and Human Resources (BA,BA) Directed study under the supervision of a faculty member.
16:545:610 Proseminar in Industrial Relations and Human Resources (.5) Research, theoretical, or pedagogical presentation by School of Management and Labor Relations faculty, outside scholars, and advanced Ph.D. students. Students must enroll for eight semesters. Offered fall and spring.
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. 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, negotiation processes, grievance procedures, and conflict resolution.
16:545:612 Seminar in Human Resources: A Survey of the Scholarly Literature (3) Foundations of strategic human resource management. Critical review of the research literature on recruitment, selection, performance management, compensation, and development. Analysis of the impact of corporate strategy on human resource systems and the relationship between a company's human capital and its effectiveness.
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: A Ph.D.-level course in regression and an 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.
16:545:620 Selected Problems in Industrial Relations and Human Resources (3)
16:545:621 Selected Problems in Industrial Relations and Human Resources (3)
16:545:701 Research in Industrial Relations and Human Resources I (BA) Master's thesis study.
16:545:702 Research in Industrial Relations and Human Resources II (BA) Dissertation study.
 
For additional information, contact RU-info at 732/932-info (4636) or colonel.henry@rutgers.edu.
Comments and corrections to: Campus Information Services.

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