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Twin Cities Courses

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HUMAN RESOURCES AND INDUSTRIAL RELATIONS (HRIR)
Curtis L. Carlson School of Management
CSOM Work & Organizations
 
HRIR 1907W - Freshman Seminar (WI)
(3.0 cr [max 6.0 cr]; Prereq-Fr; A-F only, fall, every year)
Topics vary.



HRIR 3021 - Human Resource Management and Industrial Relations
(3.0 cr; =[HRIR 6009, HRIR 3021H]; Prereq-ECON 1101, ECON 1102, PSY 1001; A-F only, fall, spring, summer, every year)
Role of 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. Labor relations. Ethical issues.



HRIR 3021H - Human Resource Management and Industrial Relations
(3.0 cr; =[HRIR 6009, HRIR 3021]; Prereq-ECON 1101, ECON 1102, PSY 1001; A-F only, fall, every year)
Role of 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 3031 - Staffing and Selection: Strategic and Operational Concerns
(2.0 cr; Prereq-3021, [CSOM or HRD junior or senior or %]; spring, every year)
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
(2.0 cr; Prereq-3021, [CSOM or HRD junior or senior or %]; spring, every year)
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 in the Organization
(2.0 cr; Prereq-3021, [CSOM or HRD junior or senior or %]; fall, every year)
Factors influencing individual work performance. Includes motivation, perceptual differences, career choice, psychological contracts, assumptions about workers/work, leadership/management, learning/skill development, openness to change. Examines evidence on current trends.



HRIR 3042 - The Individual and Organizational Performance
(2.0 cr; Prereq-3021, [CSOM or HRD junior or senior or %]; fall, every year)
Factors influencing group, team, organizational performance. Systems that drive organizational success. Job design/organization structure, organization effectiveness measures, culture, group dynamics, teamwork. Power/influence.



HRIR 3051 - Compensation: Theory and Practice
(2.0 cr; Prereq-3021, [CSOM or HRD junior or senior or %]; fall, every year)
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
(2.0 cr; Prereq-3021, [CSOM or HRD junior or senior or %]; spring, every year)
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
(2.0 cr; Prereq-3021, [CSOM or HRD junior or senior or %]; spring, every year)
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 4100W - HRIR Capstone: Personal and Organizational Leadership (WI)
(4.0 cr; Prereq-3021, 6 HRIR credits, [CSOM or HRD junior or senior or %]; A-F only, spring, every year)
Leadership as important competency for HR professionals. Reflection/growth of personal leadership skills. Techniques, strategies, philosophies to develop leadership acumen of individuals within organizations. Leadership research.



HRIR 5000 - Topics in Human Resources and Industrial Relations
(2.0 cr [max 8.0 cr]; Prereq-HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or %]; fall, spring, summer, every year)
Topics in human resources/industrial relations.



HRIR 5025 - Comparative and International Human Resources and Industrial Relations
(2.0 cr; Prereq-Grad majors must register A-F; spring, every year)
Emergence, evolution, structures, functions, current challenges of labor movements in industrialized societies. Critical differences in key human resource management practices. Industrial relations systems, collective bargaining in comparative perspective. International Labor Organization.



HRIR 5028 - Leadership and Personal Development
(2.0 cr; =[01698]; A-F only, spring, every year)
Effective/ethical leadership. Leadership theory. Personal leadership strengths/vulnerabilities. Exercises, role playing, giving/receiving feedback. Students create leadership development plan.



HRIR 5222 - Managing Diversity
(2.0 cr; Prereq-HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or %]; fall, spring, every year)
How to manage diverse workforce. Human resource practices examined with respect to diversity. How to incorporate diversity into decision making to enhance organizational performance.



HRIR 5252 - Employment and Labor Law for the HRIR Professional
(2.0 cr; Prereq-HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or %]; fall, spring, every year)
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: Strategies, Systems, and Skills
(2.0 cr; Prereq-HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or %]; fall, every year)
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
(2.0 cr; Prereq-HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or %]; fall, every year)
Skills/competencies required to coach, mentor, develop employees/leaders. Managing coaching process. Planning coaching relationship. Coaching as leadership development strategy. Coaching executives.



HRIR 5654 - Public Policies on Employee Benefits: Social Safety Nets
(2.0 cr; Prereq-HRIR MA student must register A-F, ECON 1101, [CSOM or HRD junior or senior or %]; spring, every year)
Analysis of social safety nets through government-mandated employee benefits. Workers' compensation, unemployment insurance, social security, health insurance. Rationale for social safety nets. Administration/evaluation of existing programs. Effects on worker well-being/behavior of employers/workers. Need for reform.



HRIR 5655 - Public Policies on Work and Pay
(3.0 cr; =[PA 5431]; Prereq-HRIR MA student must register A-F, ECON 1101, [CSOM or HRD junior or senior or %]; spring, every year)
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
(2.0 cr; Prereq-Prereq-HRIR MA student must register A-F, ECON 1101, [CSOM or HRD junior or senior or %]; fall, spring, every year)
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
(1.0 - 8.0 cr [max 8.0 cr]; Prereq-% or #; fall, spring, summer, every year)
Individual readings or research topics.



HRIR 6000 - Graduate Topics in Human Resources and Industrial Relations
(1.0 - 8.0 cr [max 8.0 cr]; Prereq-HRIR MA student or %; A-F only, fall, spring, every year)
Selected graduate topics of current relevance to human resource management/industrial relations.



HRIR 6001 - Business Principles for the HRIR Professional
(4.0 cr; Prereq-HRIR MA student or %; A-F only, fall, every year)
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
(3.0 cr; =[HRIR 3021H, HRIR 3021]; Prereq-HRIR MA student or %; A-F only, fall, every year)
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 - Using Data and Metrics in Human Resources and Industrial Relations
(4.0 cr; Prereq-HRIR MA student or %; A-F only, fall, spring, every year)
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 6114 - Human Resource Information Systems
(2.0 cr; Prereq-HRIR MA student or %; A-F only, fall, spring, every year)
Integrating human resources practices with information technology to effectively support organizational needs. Determining HRIS needs. HRIS implementation/acceptance. HRIS applications in HR administration/operations, recruitment/selection, talent management, other HR areas. Emerging trends.



HRIR 6145 - Organizational Development, HR Metrics, and the Balanced Scorecard
(2.0 cr; Prereq-6441 or %; A-F only, spring, every year)
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
(2.0 cr; Prereq-HRIR MA student or %; A-F only, fall, every year)
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 - Staffing, Training, and Development
(4.0 cr; Prereq-HRIR MA student or %; A-F only, fall, every year)
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 - Staffing and Selection: Strategic and Operational Concerns
(2.0 cr; Prereq-6301 or %; A-F only, fall, spring, every year)
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 6303 - Employee Training: Creating a Learning Organization
(2.0 cr; Prereq-6301 or %; A-F only, fall, every year)
Theory, research, practice related to design/implementation of employee training programs. Needs analysis. Training outcomes. Instructional design/training techniques. Program evaluation/costing. Role of employees, firm policies/practices in training.



HRIR 6304 - Employee Development: Creating a Competitive Advantage
(2.0 cr; Prereq-6301 or %; A-F only, spring, every year)
Career development/planning. Employee/management development techniques, organizational/employee concerns related to socialization, cross-cultural assignments, change, engagement, performance management.



HRIR 6401 - Organizational Theory Foundations of High-Impact HRIR
(2.0 cr; Prereq-HRIR MA student or %; A-F only, fall, spring, every year)
Economic aspects of individual/group behavior in organizations. Individual/collective rationality, information, incentives, coordination problems, contracts. Impacts on HRIR decisions/outcomes. Solutions/approaches to problems in organizations at micro/macro levels.



HRIR 6402 - HR Practices, HRM Strategy, and Organizational Performance
(2.0 cr; Prereq-6401 or %; A-F only, fall, every year)
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
(2.0 cr; Prereq-6401 or %; A-F only, spring, every year)
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 of High-Impact HRIR
(2.0 cr; Prereq-HRIR MA student or %; A-F only, fall, spring, every year)
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 Motivation, Engagement, and Well-being
(2.0 cr; Prereq-6441 or MBA 6110 or %; A-F only, spring, every year)
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
(2.0 cr; Prereq-MBA or HRIR MA student or %; A-F only, fall, spring, summer, every year)
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
(2.0 cr; =[MGMT 6084]; Prereq-HRIR MA student or %; A-F only, fall, spring, summer, every year)
Creating/managing high performing teams. Leading effective collaboration. Team formation/design, team dynamics, decision-making/conflict resolution, knowledge management, learning/creativity in teams. Managing across boundaries within/between organizations. Virtual/cross-cultural teamwork.



HRIR 6501 - Compensation and Benefits
(4.0 cr; Prereq-HRIR MA student or %; A-F only, spring, every year)
Pay/benefit determination by labor markets, internal structures, individual performance. Alignment of business strategies with complementary compensation practices. Performance evaluation, technical skills, compensation analytics, pay negotiations. Illustrates concepts from labor economics, behavioral economics, psychology with routine interactive case studies.



HRIR 6502 - Compensation Theory and Applications
(2.0 cr; Prereq-6501 or %; A-F only, fall, every year)
Relationship between economic/psychological theories, design/operation of compensation programs. Demographic influences on compensation program outcomes. Statistical analysis applied to pay program design/administration. Global pay variations. Current pay issues/controversies.



HRIR 6503 - Employer-Sponsored Employee Benefit Programs
(2.0 cr; Prereq-6501 or %; A-F only, spring, every year)
Design, administration, management of non-mandatory compensation benefit programs, including health/dental care plans/insurance, retirement plans, disability benefits, paid time off, accommodation benefits. Effects of providing benefits on workers' incentives for performance. Psychological foundations of employee benefits. Role of benefits in employee recruitment/retention.



HRIR 6664 - Topics in Labor Market Analysis
(2.0 - 4.0 cr [max 4.0 cr]; Prereq-6001, 6111, [Business Admin PhD student or %]; A-F only, fall, spring, offered periodically)
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
(4.0 cr; Prereq-HRIR MA student or %; A-F only, spring, every year)
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
(2.0 cr; Prereq-6701 or %; A-F only, fall, every year)
Focused issues of particular concern to various actors in contemporary labor relations. Topics vary.



HRIR 6703 - Dispute Resolution: Labor Arbitration
(2.0 cr; Prereq-6701 or %; A-F only, fall, every year)
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 - HRIR in Practice: Strategy, Execution, and Ethics
(2.0 cr; Prereq-[6001, 6111, 6301, 6401, 6441, 6501, 6701] or %; A-F only, spring, every year)
Types of strategies. Developing/executing HRIR strategies. Project management. Ethical frameworks, issues, considerations in HRIR.



HRIR 6802 - Capstone Project
(2.0 cr; Prereq-[6001, 6111, 6301, 6401, 6441, 6501, 6701] or %; A-F only, spring, every year)
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 6822 - Field Project
(4.0 cr; Prereq-[6001, 6111, 6301, 6401, 6441, 6501, 6701] or %; fall, spring, every year)
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
(1.0 - 8.0 cr [max 8.0 cr]; Prereq-%; S-N only, fall, spring, summer, every year)
Individual readings, research topics, projects in applied settings.



HRIR 8012 - Applied Quantitative Methods in Human Resources and Industrial Relations
(2.0 cr; Prereq-[8011, grad HRIR major] or %; grad majors must register A/F; fall, spring, summer, every year)
Evaluation of applied statistical research in human resources and industrial relations. Appropriate statistical inferences/applications. Sampling issues, multiple regression, advanced topics.



HRIR 8013 - Research Methods in Social and Labor Policy
(3.0 cr; =[PA 8386]; Prereq-8011, grad HRIR major or %; grad majors must enroll A-F only; A-F or Aud, fall, offered periodically)
Application of social science research methods to public policy issues.



HRIR 8041 - Design and Management of Organizations
(4.0 cr; Prereq-Econ 1101, Econ 1102, Psy 1001 or #, grad HRIR major or %; grad majors must enroll A-F only; fall, every year)
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 8061 - Introduction to Labor Market Analysis
(4.0 cr; Prereq-Econ 1101, Econ 1102 or #, grad HRIR major or %; grad majors must enroll A-F only; fall, spring, summer, every year)
Labor supply and demand analysis, its international dimensions; determination of wages, employment and unemployment; accumulation of human capital and investment in education and training; government regulation in areas of discrimination and workplace safety; role of unions in wage determination.



HRIR 8062 - Human Resource Strategy and Planning
(2.0 cr; Prereq-8061 or #, grad HRIR major or %; grad majors must enroll A-F only)
Case studies used to diagnose strategy.



HRIR 8063 - Human Resources and Organizational Performance
(2.0 cr; =[PA 8105]; Prereq-8061 or #, grad HRIR major or %; grad majors must enroll A-F only; fall, every year)
Impact of human resource policies and practices on organizational productivity and effectiveness. Role of government, unions, and private sector institutions on organizational effectiveness.



HRIR 8065 - Topics in Macro Labor Market Analysis
(2.0 - 4.0 cr [max 4.0 cr]; Prereq-8061 or #, HRIR PhD student or %; grad majors must enroll A-F only; fall, spring, offered periodically)
May include theories of unemployment based on sectoral shocks, theories of wage rigidity, efficiency wage theories, interindustry wage structure, role of labor market in resource allocation, and effects of government intervention in labor market.



HRIR 8074 - Labor-Management Negotiations
(2.0 cr; Prereq-8071 or #, grad HRIR major or %; grad majors must enroll A-F only)
Analysis of the nature of negotiations with applications to private and public sector collective bargaining. Nature of conflict and dilemma between competition and cooperation. Determinants of bargaining strategies, tactics, outcomes, and impasses. Newly emerging issues.



HRIR 8333 - FTE: Master's
(1.0 cr; Prereq-HRIR MA student, %; No Grade, fall, spring, summer, every year)
(No description)



HRIR 8444 - FTE: Doctoral
(1.0 cr; Prereq-Doctoral student, adviser and DGS consent; No Grade, fall, spring, summer, every year)
(No description)



HRIR 8666 - Doctoral Pre-Thesis Credits
(1.0 - 6.0 cr [max 12.0 cr]; Prereq-Doctoral student who has not passed prelim oral; no required consent for 1st/2nd registrations, up to 12 combined cr; % 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, fall, spring, summer, every year)
tbd



HRIR 8777 - Thesis Credits: Master's
(1.0 - 18.0 cr [max 50.0 cr]; Prereq-Max 18 cr per semester or summer; 10 cr total required [Plan A only]; No Grade, fall, spring, summer, every year)
(No description)



HRIR 8801 - Core Seminar: Fundamentals of Economic Analysis for Work and Organizations
(4.0 cr; Prereq-[Business Admin PhD student or %], grad majors must enroll A-F; fall, spring, offered periodically)
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
(4.0 cr; Prereq-[Business Admin PhD student or %, grad majors must enroll A-F; fall, offered periodically)
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
(4.0 cr; Prereq-[Business Admin PhD student or %], grad majors must enroll A-F; fall, spring, offered periodically)
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
(4.0 cr; Prereq-[Business Admin PhD student or %], grad majors must enroll A-F; spring, offered periodically)
Application in research projects.



HRIR 8820 - Seminar: Special Topics in Work and Organizations Research
(2.0 cr [max 12.0 cr]; Prereq-[Business Admin student or %], grad majors must enroll A-F; spring, every year)
Contemporary theories/research on specific topics in work/ organizations. Topics vary.



HRIR 8825 - Research Practicum/Workshop
(1.0 cr [max 4.0 cr]; Prereq-Business Admin PhD student or %; S-N only, fall, spring, every year)
Experience in conducting research/other doctoral student activities.



HRIR 8888 - Thesis Credit: Doctoral
(1.0 - 24.0 cr [max 100.0 cr]; Prereq-Max 18 cr per semester or summer; 24 cr required; No Grade, fall, spring, summer, every year)
(No description)



HRIR 8991 - Independent Study in Human Resources and Industrial Relations
(1.0 - 8.0 cr [max 8.0 cr]; Prereq-#; A-F or Aud, fall, spring, summer, every year)
Individual readings and/or research projects.



 
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