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MS Industrial Relations

Courses

For students who do not have preparation in business foundation classes (accounting, economics, finance, marketing or management): online courses are available after admitted into the program. These courses must be completed during the summer, prior to the Fall 1 semester.

Year 1

Fall Semester 1
  • Training and Development: Survey of the domain and issues of the field of training and development and practical approach to designing and conducting training and development programs. Topics include both scientific issues and applied issues. (3 credits)
  • Employment Law: Survey of the legal principles guiding the employer-employee relationship. Examines laws regulating hiring, job opportunity, discrimination, affirmative action, sexual harassment, wages, benefits, privacy right, health, safety, employment at will, layoffs and termination. (3 credits)
  • Labor Relations: Examination of the theory and practice of labor relations and collective bargaining. Topics include economic and historical environment, labor law, unionization, contract negotiation, patterns in contract content, conflict resolution, grievance handling, and an introduction to arbitration. (3 credits)
  • Work Group Dynamics and Leadership: Small group or individual research on topics related to leadership and group dynamics in the work environment including training and other human relations programs.
  • HRM/IR Practicum I: The first course in a series of four required one-credit hour courses that offers practicum experiences, delivers professional development opportunities, and provides exposure to contemporary topics in the field of HR/IR, (e.g., team-building, diversity issues). (1 credit)
Spring Semester 1
  • Performance Management: Development of individual employees in an organization; performance evaluation, discipline of problem employees, identifying training needs, and design and delivery of training programs. (3 credits)
  • Talent Acquisition: Theoretical, practical, and legal issues involved in talent acquisitions in organizations: human resource planning, recruiting, staffing models, employment testing, statistical analysis, legal issues, and selection methods. (3 credits)
  • International Industrial Relations: Analyzes the human resource and labor relations practices of firms and economies as they relate to the global market; basis of international business, legal/governmental environmental, labor movements, and industrial relations practices. (3 credits)
  • Business Acumen
  • HRM/IR Practicum II: The second course in a series of four required one credit hour courses that offers practicum experiences, delivers professional development opportunities, and provides exposure to contemporary topics in the field of HR/IR (e.g., HR investigations, performance management systems). (1 credit)
Summer Semester 1
  • Internship: Supervised professional experience in human resources and/or industrial relations. Internships are organized, administered, and evaluated jointly by faculty, student, and sponsoring organization. Minimum 12 contact hours per week. (3 credits)

* Global Track students will study at the University of Strasbourg during Spring semester 1.

Year 2

Fall Semester
  • Organizational Change & Renewal: Organizational evolution as a result of multiple change process, including employee involvement, empowerment, high performance organizations, process consulting, and goal setting. Emphasis on organizational and union relationships.
  • H.R. Analytics
  • Benefits Management: Considers employee benefits from the perspective of the industrial relations specialist who is responsible for articulating and administering a corporate program. Includes study of all benefits covered by major federal legislation.
  • HRM/IR Practicum III: The third course in a series of four required one credit hour courses that offers practicum experiences, delivers professional development opportunities and provides exposure to contemporary topics in the field of HR/IR (e.g., outsourcing the HR function, HR impact on mergers and acquisitions).
  • Elective Course (choose one from below or a variable elective)
    • Collective Bargaining: Examination of the development of the Collective Bargaining process from its legal and historical foundation through and including a simulated full contract negotiation similar to what students experience in Labor Relations when actually employed. (3 credits)
    • Conflict Management: Sources of conflict in the workplace and processes utilized to deal with that conflict. Theories of conflict management, industry practices, and specific techniques for productive channeling of conflict. Significant experiential component. (3 credits)
Spring Semester 
  • Compensation Issues: Seminar in compensation designed to develop further understanding of compensation theory and practice. Topic areas will include labor supply, wage theory, legal constraints, motivation, equity theory, organizational development as well as compensation structure and administration. (3 credits)
  • Strategic Management: Stages and types of strategies; Formulation and implementation of strategies; human resource aspects of planning and strategic assessment; extensive case analysis and team projects. (3 credits)
  • H.R. Information Systems: Use of computers for human resource management; HRIS planning, development and implementation, evaluating existing software; development of a database unique to human resource management. (3 credits)
  • HRM/IR Practicum IV: The fourth course in a series of four required one credit hour courses that offers practicum experiences, delivers professional development opportunities, and provides exposure to contemporary topics in the field of HR/IR (e.g., anatomy of negotiation, personal finances). (1 credit)
  • Elective Course: Collective Bargaining, Conflict Management or Variable Elective (3 credits)

One-Year MSIR Option

Some students who already possess a JD, MBA or other MS degree from a US institution can apply to complete the MSIR degree program in one year. Not all applicants will be approved for the one-year option. The one-year plan of study is listed below. Variations to the plan of study may include substituting alternative required courses, depending upon the applicant's relevant work experience or Master's degree held. The required 33 credit hours for individuals completing the one-year option is as follows:

Fall (15 hours)
  • Training and Development: Survey of the domain and issues of the field of training and development and practical approach to designing and conducting training and development programs. Topics include both scientific issues and applied issues. (3 credits)
  • Employment Law: Survey of the legal principles guiding the employer-employee relationship. Examines laws regulating hiring, job opportunity, discrimination, affirmative action, sexual harassment, wages, benefits, privacy right, health, safety, employment at will, layoffs and termination. (3 credits)
  • Labor Relations: Examination of the theory and practice of labor relations and collective bargaining. Topics include economic and historical environment, labor law, unionization, contract negotiation, patterns in contract content, conflict resolution, grievance handling, and an introduction to arbitration. (3 credits)
  • Organizational Change & Renewal: Organizational evolution as a result of multiple change process, including employee involvement, empowerment, high performance organizations, process consulting, and goal setting. Emphasis on organizational and union relationships.
  • Benefits Management: Considers employee benefits from the perspective of the industrial relations specialist who is responsible for articulating and administering a corporate program. Includes study of all benefits covered by major federal legislation.
Spring (18 hours)
  • Talent Acquisition: Theoretical, practical, and legal issues involved in talent acquisitions in organizations: human resource planning, recruiting, staffing models, employment testing, statistical analysis, legal issues, and selection methods. (3 credits)
  • Compensation Issues: Seminar in compensation designed to develop further understanding of compensation theory and practice. Topic areas will include labor supply, wage theory, legal constraints, motivation, equity theory, organizational development as well as compensation structure and administration. (3 credits)
  • Strategic Management: Stages and types of strategies; Formulation and implementation of strategies; human resource aspects of planning and strategic assessment; extensive case analysis and team projects. (3 credits)
  • International Industrial Relations: Analyzes the human resource and labor relations practices of firms and economies as they relate to the global market; basis of international business, legal/governmental environmental, labor movements, and industrial relations practices. (3 credits)
  • Business Acumen