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Human Resources/Indus Rel (HRIR) Courses

Academic Unit: CSOM Work & Organizations

HRIR 3021 - Human Capital Management
(3 cr; A-F only; offered Every Fall, Spring & Summer)
Equivalent courses: HRIR 6009, HRIR 3021H, IBUS 3021 (starting 28-MAY-13)
This course will focus on the people side of business. We will look at how, through managing and leading people, we can create an engaged, productive workforce in order to achieve organizational strategic objectives. The content of this course is complementary to any major or minor. Major topics in this course: - Managing people in an ethical, legal way that is aligned with corporate strategy and helps organizations reach their goals; - Successfully attracting, recruiting, and selecting talented people; - Creating interesting, engaging jobs and giving meaningful feedback in order to retain great employees; - Rewarding and motivating people through intrinsic and extrinsic methods to encourage the most effective and "right" kind of employee behaviors to create an engaged, productive workforce through people strategies and practices.
HRIR 3021H - Honors: Human Capital Management
(3 cr; A-F only; offered Every Spring)
Equivalent courses: HRIR 3021, HRIR 6009, IBUS 3021 (starting 28-MAY-13)
Human capital is an essential role in today?s organizations. If you plan to be a manager or organizational leader, or if you plan to major or minor in HR, this course is an essential introduction to the role of human resource management in organizations. In this class you will learn: How to recruit and select the best people. How to evaluate performance and give employees feedback. How to help individuals improve when their performance is subpar, and how to conduct terminations when those efforts do not work. Methods that are used to develop individuals so they can move into higher leadership roles. How to examine turnover problems and retain employees. How large companies set pay levels to ensure internal and external equity. Recent issues around worker rights and unions. The basics of employment law. Contemporary human resources issues that employers are dealing with, such as labor market shortages and sexual harassment policies.
HRIR 3031 - Staffing and Selection: Strategic and Operational Concerns
(2 cr; Student Option; offered Every Spring)
Introduction to theory/practice of staffing decisions. Recruitment, selection, promotion, demotion, transfer, dismissal, layoff, retirement. Staffing analyzed from strategic/operational perspectives. Legal issues.
HRIR 3032 - Training and Development
(2 cr; Student Option; offered Every Spring)
Introduction to theory/research/practice of design/implementation/evaluation of employee training/development programs. Training as process for influencing individual/organizational outcomes.
HRIR 3041 - The Individual and the Organization
(2 cr; Student Option; offered Every Fall)
Equivalent courses: was MGMT 3041 until 05-SEP-23
The purpose of this course is to understand both the impact and experience of the individual in an organizational setting. We will discuss the influence that individual differences and behaviors play within an organization, focusing on the employee as the key factor through which organizations function and grow. An employer?s success is largely attributable to the motivation and performance of those they employ. The factors that influence both their motivation and performance will be the focus of our content. We will explore topics such as personality, values, perceptions, and diversity among others. Each topic covered will enrich our understanding of the complex relationship between the individual and the organization. Recommended prerequisite: HRIR 3021
HRIR 3042 - Organizational Behavior: Groups and Teams
(2 cr; Student Option; offered Every Fall)
Equivalent courses: was MGMT 3042 until 05-SEP-23
The purpose of this course is to understand both the impact and experience of the individual, leaders, and teams in an organizational setting. We will discuss the influence that individual differences and behaviors play within work teams, and how leadership may shape team experiences, focusing on the team as the key factor through which organizations function and grow. An employer?s success is largely attributable to the motivation and performance of those they employ. The factors that influence group, team, and organizational performance will be the focus of this class. We will explore topics such as communication, conflict, negotiation, leadership, organizational structure and change, among others. Each topic covered will enrich our understanding of the complex relationship between the individual, team, and the organization. Recommended prerequisite: HRIR 3021
HRIR 3051 - Compensation: Theory and Practice
(2 cr; Student Option; offered Every Fall)
Introduction to compensation/reward programs in employing organizations. Theories of organizational/employee behavior used in design/implementation of pay programs. Design, implementation, job evaluation, salary surveys, skill-based pay, merit-based pay, other compensation programs.
HRIR 3071 - Union Organizing and Labor Relations
(2 cr; Student Option; offered Every Spring)
Analysis of labor unions, employee associations, collective bargaining within framework of contemporary American legislation/policy. Forming/organizing labor unions. Management strategies/responsibilities, historical influences on policy/practice in private/public sectors.
HRIR 3072 - Collective Bargaining and Dispute Resolution
(2 cr; Student Option; offered Every Spring)
Collective bargaining, contract administration, grievance processing, interest/rights arbitration, strikes, related policies/practices of employers, workers, labor unions in private/public sectors. Impact/transfer of practices to non-union sector.
HRIR 3111 - Human Resource Analytics
(2 cr; A-F only; offered Every Spring)
This course introduces students to fundamentals of machine learning with a strong focus on communicating insights from data analysis and analytics. It is designed to provide students with opportunities to develop data processing, analysis, and visualization skills by taking a data-driven approach to HR?s impact on the business, with a topical focus on diversity, equity and inclusion. Students will learn how to effectively communicate insights from data analysis and analytics through streamlined storytelling presentations aimed to provide compelling recommendations to decision makers. Students will be given the opportunity to use Excel and/or Tableau, and will also be introduced to predictive analytics software. Prerequisites: HRIR3021 or HRIR3021H or IBUS 3021 and SCO 2550 or BA 2551 or equivalent statistics course
HRIR 4801W - HRIR Capstone: Personal and Organizational Leadership [WI]
(4 cr; Prereq-3021, 6 HRIR credits, [senior status or dept consent]; A-F only; offered Every Spring)
Equivalent courses: was HRIR 4100W until 17-JAN-23, was HRIR 4100 until 08-SEP-09
This course is a writing intensive capstone course for undergraduates majoring in HR. Given the emphasis of the Society for Human Resource Management (SHRM) on the critical need for HR professionals to both be leaders and understand leadership development, we focus this capstone class on the topic of leadership within the context of the SHRM competency model. The first part of the course provides students with a solid understanding of leadership needs within organizations and current tools, vendors, and techniques that can be used to develop leadership bench strength and capability within companies. The second part of the course features guest speakers from different areas of HR and student presentations based on the SHRM competency model. The course will help students reflect upon the extreme importance of leadership, how to develop organizational leaders, and will provide means to develop their own first level leadership and human resources competencies.
HRIR 5000 - Topics in HRIR (Topics course)
(2 cr; Student Option; offered Every Fall, Spring & Summer; may be repeated for 8 credits; may be repeated 4 times)
Topics in human resources/industrial relations. HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or dept consent]
HRIR 5061 - Public Policies on Work and Pay
(3 cr; Student Option)
Equivalent courses: was PA 5431 until 12-JUN-00, was PA 5431 until 07-SEP-99
Public policies affecting employment, hours of work, and institutions in labor markets. Public programs impacting wages, unemployment, training, collective bargaining, job security, and workplace governance. Policy implications of the changing nature of work.
HRIR 5222 - Creating and Managing Diversity and Inclusion
(2 cr; Prereq-HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or dept consent]; Student Option; offered Every Fall & Spring)
Equivalent courses: was HRIR 5022 until 02-SEP-14
This course covers the challenges and rewards associated with managing today?s increasingly diverse workforce. Diversity has the potential to benefit employees and organizations alike, yet the benefits of diversity are only realized in organizations with effective diversity management practices. In this course, we will discuss the power of inclusion as it relates to the employee experience. We will study effective strategies for building diverse and inclusive companies, and will address the barriers that can often exist. We will look at approaches to organizational design that limit unconscious bias and produce more objective decisions across the employee experience?from engaging and hiring candidates to retaining employees and helping them thrive. Finally, we will dive into how to create inclusive cultures and a sense of belonging, across local and global contexts. Student engagement and willingness to share diverse perspectives are critical to the success of this course.
HRIR 5252 - Employment and Labor Law for the HRIR Professional
(2 cr; Prereq-HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or dept consent]; Student Option; offered Every Fall & Spring)
Equivalent courses: was HRIR 5023 until 02-SEP-14
Application of statutes/case law to work settings. Civil rights/equal opportunity. Discrimination/harassment. Compensation/benefits. Employee protection/privacy. Labor relations. Emphasizes application/ability to recognize legal aspects of HRIR issues.
HRIR 5442 - Employee Performance Management
(2 cr; Prereq-MHRIR student must register A-F, HRIR 3021, [CSOM or HRD junior or senior or dept consent]; Student Option; offered Every Fall)
Equivalent courses: was HRIR 5024 until 02-SEP-14
Performance management strategies. Components of effective performance management systems. Alignment with HR strategy. Integration with HR practices. Measurement/appraisal. Feedback, coaching. Legal issues.
HRIR 5443 - Principles of Effective Coaching
(2 cr; Prereq-HRIR MA student must register A-F, [CSOM or HRD junior or senior or dept consent] with HRIR 3021; A-F only; offered Every Fall)
Skills/competencies required to coach, mentor, develop employees/leaders. Managing coaching process. Planning coaching relationship. Coaching as leadership development strategy. Coaching executives.
HRIR 5450 - Change in the Workplace
(2 cr; A-F only; offered Every Spring)
Change is the only constant in our world today. This course focuses on how to lead in a VUCA world of Volatility, Uncertainty, Complexity, and Ambiguity. Specifically, this course covers models & frameworks, strategies, best practices, and challenges to leading change management. We will discuss preparing and planning for change, implementing change, communicating change, and sustaining & reinforcing change. We will also explore how to apply these concepts in various personal & professional situations.
HRIR 5655 - Public Policies on Work and Pay
(3 cr; Prereq-HRIR MA student must register A-F, ECON 1101, [CSOM or HRD junior or senior or dept consent]; Student Option; offered Every Spring)
Equivalent courses: was HRIR 5061 until 02-SEP-14, PA 5431 (starting 02-SEP-08)
Analysis of public policies regarding employment, unions, labor markets. Public programs affecting wages, unemployment, training, worker mobility, security, quality of work life. Policy implications of changing nature of work.
HRIR 5662 - Personnel Economics
(2 cr; Prereq-Prereq-HRIR MA student must register A-F, ECON 1101, [CSOM or HRD junior or senior or dept consent]; Student Option; offered Every Fall & Spring)
Equivalent courses: was HRIR 5062 until 02-SEP-14
Application of economic tools to issues in human resources/industrial relations. Incentives/imperfect information. Incentive-based pay. Promotions/tournaments. Human capital/training. Screening/signaling. Applications/limitations.
HRIR 5992 - Independent Study in Human Resources and Industrial Relations
(1 cr [max 8]; Prereq-dept consent or instr consent; Student Option; offered Every Fall, Spring & Summer; may be repeated for 8 credits)
Equivalent courses: was HRIR 5991 until 02-SEP-14
Individual readings or research topics.
HRIR 6000 - Graduate Topics in Human Resources and Industrial Relations (Topics course)
(1 cr [max 8]; Prereq-HRIR MA student or dept consent; A-F only; offered Every Fall & Spring; may be repeated for 8 credits; may be repeated 8 times)
Equivalent courses: was HRIR 8000 until 02-SEP-14
Selected graduate topics of current relevance to human resource management/industrial relations.
HRIR 6001 - Business Principles for the HRIR Professional
(4 cr; Prereq-MHRIR student or dept consent; A-F only; offered Every Fall)
Equivalent courses: was HRIR 8001 until 02-SEP-14
Nature/functions of business corporations. Role of HRIR in business. Markets, competition, profitability, employment, investment. Introduction to finance/accounting. Global business pressures/HRIR. Trends for future.
HRIR 6009 - Introduction to Human Resources and Industrial Relations
(3 cr; Prereq-HRIR MA student or dept consent; A-F only; offered Every Fall)
Equivalent courses: was HRIR 8021 until 02-SEP-14, HRIR 3021, HRIR 3021H, IBUS 3021 (starting 28-MAY-13)
Human resource professional as strategic partner in managing organizations. Human resource management in achieving organizational performance. Legal environment. Job analysis. Recruiting/selection. Training/development. Performance management. Total rewards. Global HR. Labor relations. Ethical issues.
HRIR 6111 - Statistical Foundations of People Analytics
(4 cr; Prereq-MHRIR student or dept consent; A-F only; offered Every Fall)
Equivalent courses: was HRIR 8011 until 02-SEP-14
Theory/applications of methods of data analysis for using data in HRIR decision-making. Descriptive/inferential statistics, especially hypothesis tests/confidence intervals. Regression analysis. Identification of appropriate techniques. Avoiding unreliable inferences. Introduction to HRIR metrics.
HRIR 6112 - People Analytics
(2 cr; A-F only; offered Every Spring)
Grounded in a data-driven approach to solving business challenges tied to people, this course emphasizes how students can apply their HR domain knowledge to inform, shape, and deliver on people analytics projects. The course aims to give you exposure to core concepts in machine learning, including prediction, classification, and segmentation, in order to collaborate with data scientists, generate insights, and inform decisions. Students will learn how to more effectively communicate their data insights through streamlined storytelling to provide compelling recommendations to decision makers. Students will be given the opportunity to use Excel and/or Tableau, and will also be introduced to predictive analytics software.
HRIR 6145 - Organizational Development, HR Metrics, and the Balanced Scorecard
(2 cr; Prereq-6441 or dept consent; A-F only; offered Every Spring)
Equivalent courses: was HRIR 8045 until 02-SEP-14
Nature/conduct of organizational change. Enhancing organizational effectiveness, improving quality of work life, increasing productivity, facilitating problem solving through diagnostics, interventions, metrics, scorecards. Intervention/evaluation strategies/processes. HR professional as consultant.
HRIR 6223 - International Human Resource Management
(2 cr; Prereq-HRIR MA student or dept consent; A-F only; offered Every Fall)
Equivalent courses: was HRIR 8023 until 02-SEP-14
Strategies for effective management. Analysis of cross-cultural differences in values, norms, practices. How they affect organizational behavior/performance. Implications for designing HR practices in multinational organizations/international contexts.
HRIR 6301 - Organizational Staffing and Employee Development
(3 cr; Prereq-MHRIR student or dept consent; A-F only; offered Every Fall & Spring)
Equivalent courses: was HRIR 8031 until 02-SEP-14
Developing plans for hiring to facilitate strategic goals, attracting talent, selecting best candidates, helping new employees onboard, developing knowledge/skills over time, keeping talented people. Evaluation of staffing, training, development effectiveness.
HRIR 6302 - Managing Selection and Staffing Processes
(2 cr; Prereq-MHRIR student, 6301 or dept consent; A-F or Audit; offered Every Fall)
Equivalent courses: was HRIR 8032 until 02-SEP-14
Theory/practice related to staffing decisions. Recruitment, selection, promotion, transfer, dismissal, layoff, retirement in organizations. Legal environment in which staffing decisions are made. Staffing from strategic/organizational perspectives.
HRIR 6304 - Managing Employee Training & Development
(2 cr; Prereq-MHRIR student, 6301 or dept consent; A-F only; offered Every Spring)
Equivalent courses: was HRIR 8034 until 02-SEP-14
Career development/planning. Employee/management development techniques, organizational/employee concerns related to socialization, cross-cultural assignments, change, engagement, performance management.
HRIR 6305 - Organizational Staffing and Employee Development Practicum
(1 cr; Prereq-MHRIR student or dept consent; S-N only; offered Every Fall & Spring)
Practical application of organizational staffing and employee development concepts in a course designed to practice these ideas and how they work in the HR workplace.
HRIR 6401 - Organizational Theory Foundations for HRIR
(2 cr; Prereq-MHRIR student or dept consent; A-F only; offered Every Fall)
Equivalent courses: was HRIR 8141 until 02-SEP-08
Economic aspects of individual and group behavior in organizations. Individual and collective rationality, information, incentives, coordination problems, and contracts. Impacts on HRIR decisions and outcomes. Solutions and approaches to problems in organizations at micro and macro levels.
HRIR 6402 - HR Practices, HRM Strategy, and Organizational Performance
(2 cr; Prereq-6401 or dept consent; A-F only; offered Every Fall)
Equivalent courses: was HRIR 8042 until 02-SEP-14
Analysis of how different organizational practices/combinations thereof affect organizations in competitiveness, profitability, workplace safety, employment stability, wages. Coherence/consistency of system of organizational practices in relation to various contingencies.
HRIR 6403 - Comparative Organizations and HRM Systems
(2 cr; Prereq-6401 or dept consent; A-F only; offered Every Spring)
Equivalent courses: was HRIR 8043 until 02-SEP-14
Variations in organizational practices related to variations in ownership. Profit, nonprofit, government, cooperatives, economic systems, culture, technology, market structure. Organizational practices. Employee empowerment, job enrichment, profit sharing, employee stock ownership, individual incentives, international comparisons.
HRIR 6441 - Organizational Behavior Foundations for HRIR
(2 cr; Prereq-MHRIR student or dept consent; A-F only; offered Every Fall)
Equivalent courses: was HRIR 8241 until 02-SEP-14
Psychological aspects of individual/group behavior in organizations. Individual motivation, attitudes/job satisfaction. Leadership. Organization design/culture. Impacts on HRIR decisions/outcomes. Solutions/approaches to problems in organizations at micro/macro levels.
HRIR 6444 - Employee Engagement and Wellbeing
(2 cr; Prereq-MHRIR student or dept consent; A-F only; offered Every Spring)
Equivalent courses: was HRIR 8044 until 02-SEP-14
Employee motivation, behavior, job attitudes. How they can be channeled into productive/unproductive behaviors/employee well-being. How work behavior is influenced by individuals, groups, features of organizations.
HRIR 6465 - Leadership and Personal Development
(2 cr; Prereq-MBA or HRIR MA student or dept consent; A-F only; offered Every Fall & Spring)
Equivalent courses: was MGMT 6465 until 03-SEP-19, was HRIR 6025 until 02-SEP-14, MGMT 6465 (starting 20-JAN-15, was HRIR 6465 until 03-SEP-19, was HRIR 6025 until 02-SEP-14)
Understanding effective leadership. Identifying personal leadership strengths/vulnerabilities through feedback. Developing leadership skills through practice as informed by theory/evidence. Exercises, role play. Creating customized leadership development plan.
HRIR 6484 - Management of Teams
(2 cr; Prereq-HRIR grad student.; A-F only; offered Every Fall, Spring & Summer)
Equivalent courses: was HRIR 6084 until 02-SEP-14, MGMT 6084 (starting 26-MAY-09)
Factors that influence performance, well-being of groups in organizations. Group dynamics, norms, culture, structure, leadership, decision-making, problem-solving. Managing dynamics, learning, performance, creativity of groups. Intergroup relations, incentives, effect of environment.
HRIR 6501 - Compensation and Benefits
(3 cr; Prereq-MHRIR student or dept consent; A-F only; offered Every Spring)
Equivalent courses: was HRIR 8051 until 02-SEP-14
The objective of this course is to provide students a foundation for designing and implementing a complete compensation plan. Through cases, lectures, and simulations, we examine how organizations set up the base compensation, incentive structures, equity awards, and benefits programs that attract, retain, and motivate the people who will execute the organization?s strategy. Topics include job analysis, labor markets, pay structures, merit raises, short-term incentives, long-term incentives (e.g. stock options), benefits, and compliance issues (e.g. the FLSA). Regular cases illustrate the type of strategic, technical, and interpersonal issues confronted by compensation and benefits professionals. Must be taken concurrently with HRIR 6505.
HRIR 6502 - Advanced Applications in Compensation & Benefits
(2 cr; Prereq-6501 or dept consent; A-F only; offered Every Spring)
Equivalent courses: was HRIR 8052 until 02-SEP-14
This course focuses on strategies for defining, measuring, and rewarding employee contributions to organizational success. Concepts, principles, and techniques for effectively managing employee performance and rewards will be explored. This course will utilize cases to illustrate real-world conflicts and the application of compensation principles and practices to arrive at their proper analysis and resolution.
HRIR 6504 - Executive Compensation
(2 cr; Prereq-A-F only; prereq MBA or HRIR MA student; A-F only; offered Every Spring)
Course emphasizes understanding and appreciation of the complexities of executive compensation. Course will develop your knowledge of analysis and design of executive compensation, teach you to read and understand executive compensation disclosures, develop an awareness of trends, issues and challenges and give you an idea of how accounting, tax regulations, and other regulations shape executive compensation. Through the use of cases, class discussions and interactive experiential activities this course will develop your intellectual ability to critically examine, analyze, and deal with the complexity and ambiguity of executive compensation.
HRIR 6505 - Compensation and Benefits Practicum
(1 cr; Prereq-MHRIR student or dept consent; S-N only; offered Every Spring)
Practical application of compensation and benefits concepts in a course designed to practice these ideas and how they work within the HR workplace. Must be taken concurrently with HRIR 6501.
HRIR 6664 - Topics in Labor Market Analysis (Topics course)
(2 cr [max 4]; Prereq-6001, 6111, [Business Admin PhD student or dept consent]; A-F only; offered Periodic Fall & Spring; may be repeated for 4 credits)
Equivalent courses: was HRIR 8064 until 02-SEP-14
May include micro aspects of unemployment, implicit contracts/efficiency wages, investment in human capital, occupational choice, job search, job matching/turnover, migration, labor force participation, government program evaluation.
HRIR 6701 - Labor Relations and Collective Bargaining
(3 cr; Prereq-MHRIR student or dept consent; A-F only; offered Every Fall & Spring)
Equivalent courses: was HRIR 8071 until 02-SEP-14
Evolution of U.S. labor unions/public policy, bargaining environment/structure, goals/negotiations, contract administration/results. International comparisons, labor-management cooperation, newly emerging issues.
HRIR 6702 - Contemporary Issues in Labor Relations
(2 cr; Prereq-6701 or dept consent; A-F only; offered Every Fall)
Equivalent courses: was HRIR 8072 until 02-SEP-14
Focused issues of particular concern to various actors in contemporary labor relations. Topics vary.
HRIR 6703 - Dispute Resolution: Labor Arbitration
(2 cr; Prereq-6701 or dept consent; A-F only; offered Every Fall)
Equivalent courses: was HRIR 8073 until 02-SEP-14
Arbitration to resolve grievances/impasses arising out of collective bargaining agreement's administration/negotiation. Arbitration law/legal issues, procedures/practices, case presentation, management rights, discipline/discharge, evidence, contract language interpretation, remedies. Newly emerging approaches.
HRIR 6801 - MHRIR Experiential Learning Capstone
(3 cr; Prereq-[6001, 6111, 6301, 6401, 6441, 6501, 6701], MHRIR student, or dept consent; A-F only; offered Every Fall & Spring)
Equivalent courses: was HRIR 8101 until 02-SEP-14
Types of strategies. Developing/executing HRIR strategies. Project management. Ethical frameworks, issues, considerations in HRIR.
HRIR 6802 - Capstone Project
(2 cr; Prereq-[6001, 6111, 6301, 6401, 6441, 6501, 6701] or dept consent; A-F only; offered Every Spring)
Equivalent courses: was HRIR 8102 until 02-SEP-14
Application of related knowledge, concepts, methods to practical problem in human resources/industrial relations. Benchmarking of related best practices in research/practice. Full development, analysis, proposed recommendations for implementation or improvement of selected problem.
HRIR 6805 - HRIR Leadership Practicum
(.5 cr [max 1]; S-N only; offered Every Fall & Spring; may be repeated for 1 credits; may be repeated 2 times)
This course is designed to help build a foundation for HRIR students to be leaders in the HR profession. The course will consist of leadership training, cross-cultural agility assessments and development, scenario-base exercises, and reflection by the student on themselves as an HR global leader.
HRIR 6822 - Field Project
(4 cr; Prereq-[6001, 6111, 6301, 6401, 6441, 6501, 6701] or dept consent; Student Option; offered Every Fall & Spring)
Equivalent courses: was HRIR 8022 until 02-SEP-14
Teams formulate/execute study of actual business problem faced by business, non-profit, or governmental organization, generally in Twin Cities.
HRIR 6992 - Independent Study in Applied Human Resources and Industrial Relations
(1 cr [max 8]; Prereq-dept consent; S-N only; offered Every Fall, Spring & Summer; may be repeated for 8 credits)
Individual readings, research topics, projects in applied settings.
HRIR 8013 - Research Methods in Social and Labor Policy
(3 cr; A-F or Audit)
Equivalent courses: was PA 8386 until 06-SEP-22, was PA 8386 until 07-SEP-04, was PA 8386 until 07-SEP-99
Use of social science research methods in analyzing and developing public policies.
HRIR 8041 - Design and Management of Organizations
(4 cr; Prereq-Econ 1101, Econ 1102, Psy 1001 or instr consent, grad HRIR major or dept consent; grad majors must enroll A-F only; Student Option; offered Every Fall)
Introduction to micro through macro organizational issues at individual, dyadic, group, organizational, and environmental levels; their implications for organizational design, control, coordination, and development.
HRIR 8063 - Human Resources and Organizational Performance
(2 cr; Prereq-8061 or instr consent, grad HRIR major or dept consent; grad majors must enroll A-F only; Student Option; offered Every Fall)
Equivalent courses: PA 8105 (inactive, starting 07-SEP-99, was HRIR 8063 until 06-SEP-05)
Impact of human resource policies and practices on organizational productivity and effectiveness. Role of government, unions, and private sector institutions on organizational effectiveness.
HRIR 8333 - FTE: Master's
(1 cr; Prereq-HRIR MA student, dept consent; No Grade Associated; offered Every Fall, Spring & Summer; 6 academic progress units; 6 financial aid progress units)
(No description)
HRIR 8444 - FTE: Doctoral
(1 cr; Prereq-Doctoral student, adviser and DGS consent; No Grade Associated; offered Every Fall, Spring & Summer; 6 academic progress units; 6 financial aid progress units)
(No description)
HRIR 8666 - Doctoral Pre-Thesis Credits
(1 cr [max 6]; Prereq-Doctoral student who has not passed prelim oral; no required consent for 1st/2nd registrations, up to 12 combined cr; dept consent for 3rd/4th registrations, up to 24 combined cr; doctoral student admitted before summer 2007 may register up to four times, up to 60 combined cr; No Grade Associated; offered Every Fall, Spring & Summer; may be repeated for 12 credits; may be repeated 2 times)
tbd
HRIR 8801 - Core Seminar: Fundamentals of Economic Analysis for Work and Organizations
(4 cr; Prereq-[Business Admin PhD student or dept consent], grad majors must enroll A-F; Student Option; offered Periodic Fall & Spring)
Equivalent courses: was HRIR 8860 until 06-SEP-11
Theoretical/empirical approaches in labor/organizational economics. Labor supply/demand. Monopoly/institutional features of labor markets. Compensation, incentives sorting, training. Approaching topics/questions in work/organizations from economic perspective.
HRIR 8802 - Core Seminar: Organizational Behavior
(4 cr; Student Option; offered Periodic Fall)
Equivalent courses: was HRIR 8840 until 06-SEP-11
Major theories/current research on individuals in organizations. Job attitudes/motivation. Personality/individual differences. Team effectiveness. Antisocial/pro-social behavior. Emotions. Justice.
HRIR 8803 - Core Seminar: Fundamentals of HR Research
(4 cr; Prereq-[Business Admin PhD student or dept consent], grad majors must enroll A-F; Student Option; offered Periodic Fall & Spring)
Major theories/current research on human resources/industrial relations practices/institutions. Recruitment, selection, job performance. Training/development. Compensation. Other practices/institutions.
HRIR 8812 - Core Seminar: Research Methods in Work and Organizations
(4 cr; Prereq-[Business Admin PhD student or dept consent], grad majors must enroll A-F; Student Option; offered Periodic Spring)
Application in research projects.
HRIR 8820 - Seminar: Special Topics in Work and Organizations Research (Topics course)
(2 cr; Prereq-[Business Admin student or dept consent], grad majors must enroll A-F; Student Option; offered Every Spring; may be repeated for 12 credits; may be repeated 6 times)
Contemporary theories/research on specific topics in work/ organizations. Topics vary.
HRIR 8825 - Research Practicum/Workshop
(1 cr; S-N only; offered Every Fall & Spring; may be repeated for 4 credits; may be repeated 4 times)
Experience in conducting research/other doctoral student activities.
HRIR 8888 - Thesis Credit: Doctoral
(1 cr [max 24]; Prereq-Max 18 cr per semester or summer; 24 cr required; No Grade Associated; offered Every Fall, Spring & Summer; may be repeated for 100 credits; may be repeated 10 times)
(No description)
HRIR 8991 - Independent Study in Human Resources and Industrial Relations
(1 cr [max 8]; Prereq-instr consent; A-F or Audit; offered Every Fall, Spring & Summer; may be repeated for 8 credits)
Individual readings and/or research projects.

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