Click on the course names below to view detailed course descriptions. For a list of courses being offered in the current semester, please visit the Course Schedule and Syllabi page.

16:545:601,602 Independent Study in Industrial Relations and Human Resources

Directed study under the supervision of a faculty member.

16:545:610 Proseminar in Industrial Relations and Human Resources

Research, theoretical, or pedagogical presentation by SMLR faculty, outside scholars, and advanced Ph.D. students. Students must enroll for at least 3 years, for a total of 3 credits (0.5 credits are given for each proseminar).

16:545:611 Seminar in Industrial Relations: A Survey of the Scholarly Literature

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

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.

Sample Syllabus

16:545:613 Research Methods for Industrial Relations and Human Resources

Problems of research design, data collection, data management, and the selection of analytical techniques.

Sample Syllabus

16:545:614 Multivariate Analysis for Industrial Relations and Human Resources

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.

Sample Syllabus

16:545:615 Economics for Industrial Relations and Human Resources

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.

Sample Syllabus

16:545:616 Seminar in Human Resources: Micro Foundations

Critical review of theory and research on specific HR practices and functional areas. Includes research on recruitment, selection, performance management, compensation, and training and development. Emphasizes importance of integrating HRM practices with other functional areas and with business strategy. Also examines contextual influences on implementation and outcomes.

Sample Syllabus

16:545:617 Multilevel Theory and Research

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.

Sample Syllabus

16:545:618 Organizational Behavior

A critical analysis of some of the major topics in OB that influence the study of employment relations and human resource management. Topics include personality, attitudes, group dynamics, leadership, motivation, negotiation, and culture.

Sample Syllabus

16:545:619 Organizational Theory

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.

Sample Syllabus

16:545:620,621 Selected Problems in Industrial Relations and Human Resources

Special topics in industrial relations and human resources of current interest.

16:545:701,702 Research in Industrial Relations and Human Resources

Dissertation study.