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16:545:601,602
Independent Study in Industrial Relations and Human Resources (BA,BA)
Directed study under the supervision of a faculty member.
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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 at least six semesters.
Offered fall and spring.
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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.
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16:545:612
Seminar in Human Resources: Macro Foundations (3)
Analysis
of how firms can use human resource management practices to enhance individual
and organizational performance. Examines emerging theoretical perspectives,
contextual factors, intellectual capital, and other factors that influence the
linkages between human resources and performance.
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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.
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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.
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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.
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16:545:616
Seminar in Human Resources: Micro Foundations (3)
Critical review of theory and
research on specific human resource practices and functional areas. Includes research on
recruitment, selection, performance management, compensation, and training and
development. Emphasizes importance of integrating human resource management practices with other
functional areas and with business strategy. Also examines contextual
influences on implementation and outcomes.
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16:545:617
Multilevel Theory and Research (3)
Critical analysis of the
theoretical and statistical foundations of multilevel research in a human
resource management context. Focuses on processes and outcomes across different
levels.
|
16:545:618
Organizational Behavior (3)
A critical analysis of some of
the major topics in organizational behavior that influence the study of employment relations and
human resource management. Topics include personality, group dynamics,
leadership, justice, trust, diversity, and culture.
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16:545:619
Organizational Theory (3)
Surveys
the major theoretical perspectives and issues studied in organization theory
research. Sample topics include institutional theory, contingency
theory, transaction cost economics, population ecology, and sense making.
|
16:545:620
Selected Problems in Industrial Relations and Human Resources (3)
Special topics in industrial
relations and human resources of current interest.
|
16:545:621
Selected Problems in Industrial Relations and Human Resources (3)
Special topics in industrial
relations and human resources of current interest.
|
16:545:701
Research in Industrial Relations and Human Resources I (BA)
Dissertation study.
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16:545:702
Research in Industrial Relations and Human Resources II (BA)
Dissertation study.
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