Course Schedule & Syllabi

Ph.D. courses offered by faculty at the School of Management and Labor Relations are listed below with links to sample course syllabi. Doctoral students often take Ph.D. courses relevant to their interests in other schools and departments at Rutgers. The SMLR Graduate Catalog can assist you with this selection. In addition to this option, students can take doctoral courses at Princeton, Columbia, NYU, CUNY, Fordham, New School, or Stony Brook as part of their studies, through the Inter-University Consortium in which Rutgers participates.

Current Course Schedules                             

Fall 2021 | Spring 2021 | Fall 2020 | Spring 2020 | Fall 2019 | Spring 2019 | Fall 2018 | Spring 2018 | Fall 2017 | Spring 2017

Fall 2021

Spring 2021

Fall 2020

Spring 2020

* Varies per instructor

Fall 2019

* Varies per instructor

Spring 2019

* Varies per instructor

Fall 2018

* Varies per instructor

Spring 2018

* Varies per instructor

Fall 2017

* Varies per instructor

Spring 2017

* Varies per instructor

Independent Study in Industrial Relations and Human Resources

(16:545:601,602, 3 credits)
Directed study under the supervision of a faculty member.

Proseminar in Industrial Relations and Human Resources

(16:545:610, 0.5 credits)
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).

Seminar in Industrial Relations: A Survey of the Scholarly Literature

(16:545:611, 3 credits)
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.

Seminar in Human Resources: Macro Foundations

(16:545:612, 3 credits)
Sample Syllabus
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.

Research Methods for Industrial Relations and Human Resources

(16:545:613, 3 credits)
Sample Syllabus
Problems of research design, data collection, data management, and the selection of analytical techniques

Multivariate Analysis for Industrial Relations and Human Resources

(16:545:614, 3 credits)
Sample Syllabus
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.

Economics for Industrial Relations and Human Resources

(16:545:615, 3 credits)
Sample Syllabus
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.

Seminar in Human Resources: Micro Foundations

(16:545:616, 3 credits)
Sample Syllabus
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.

Multilevel Theory and Research

(16:545:617, 3 credits)
Sample Syllabus
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.

Organizational Behavior

(16:545:618, 3 credits)
Sample Syllabus
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.

Organizational Theory

(16:545:619, 3 credits)
Sample Syllabus
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.

Selected Problems in Industrial Relations and Human Resources

(16:545:620, 621, 3 credits)
Special topics in industrial relations and human resources of current interest.

Research in Industrial Relations and Human Resources

(16:545:701,702, 3 credits)
Dissertation study.