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 at least six 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: 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.

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.

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.

16:545:616 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.

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.

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.

16:545:620,621 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.