Twin Cities campus

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Twin Cities Campus

Human Resources and Industrial Relations M.HRIR

CSOM Work & Organizations
Curtis L. Carlson School of Management
Link to a list of faculty for this program.
Contact Information
Center for Human Resources and Labor Studies, Suite 3-300 Carlson School of Management, 321 19th Avenue South, Minneapolis, MN 55455 (612-624-2500; fax: 612-624-8360) 55455
Email: hrirgrad@umn.edu
Website: https://carlsonschool.umn.edu/degrees/master-arts-human-resources-industrial-relations
  • Program Type: Master's
  • Requirements for this program are current for Spring 2020
  • Length of program in credits: 48 to 49
  • This program does not require summer semesters for timely completion.
  • Degree: Masters Human Resources and Industrial Relations
Along with the program-specific requirements listed below, please read the General Information section of this website for requirements that apply to all major fields.
Human resources and industrial relations (HRIR) students study the employment relationship. Teaching and research are guided by the belief that the employment relationship must be investigated through the lenses of different disciplines using systems thinking. The professional master of arts degree is for individuals interested in private and public sector careers in human resource management, labor relations, and related fields. The curriculum is structured around the core HRIR areas of staffing, training, and development; compensation and benefits; and labor relations and collective bargaining. It is rooted in key concepts from the social and behavioral sciences and business, such as organizational behavior and theory, labor market analysis, leadership, and strategy. Quantitative analysis of employment problems and issues are also included. Master's candidates are encouraged to choose electives to support a generalist orientation with key business knowledge. M.HRIR offers both full and part-time options.
Accreditation
This program is accredited by Association to Advance Collegiate Schools of Business (AACSB).
Program Delivery
  • via classroom (the majority of instruction is face-to-face)
Prerequisites for Admission
Other requirements to be completed before admission:
Entering students have undergraduate degrees in many subjects ranging from the fine arts to engineering. The most common undergraduate majors of incoming students are in the areas of psychology, business, economics, human resources management, human resource development, and speech communication. An undergraduate course in microeconomics must be completed with a grade of at least C before matriculating.
Special Application Requirements:
Applicants must submit three letters of recommendation, a complete set of transcripts, a résumé, personal statements, and GRE or GMAT scores. Applicants whose native language is not English must also submit score results from the TOEFL or IELTS. Students may enter the full-time M.HRIR program in the fall and the part-time M.HRIR program in either the fall or spring semesters. The application deadlines are June 15 for fall admission and October 15 for spring admission. The M.HRIR financial aid deadline for fall semester is February 1. Applicants are encouraged to apply early
Applicants must submit their test score(s) from the following:
  • GRE
  • GMAT
International applicants must submit score(s) from one of the following tests:
  • TOEFL
    • Internet Based - Total Score: 79
    • Internet Based - Writing Score: 21
    • Internet Based - Reading Score: 19
    • Paper Based - Total Score: 550
  • IELTS
    • Total Score: 6.5
    • Reading Score: 6.5
    • Writing Score: 6.5
Key to test abbreviations (GRE, GMAT, TOEFL, IELTS).
For an online application or for more information about graduate education admissions, see the General Information section of this website.
Program Requirements
Plan C: Plan C requires 40 to 41 major credits and 8 credits outside the major. There is no final exam.
This program may be completed with a minor.
Use of 4xxx courses towards program requirements is not permitted.
A minimum GPA of 2.80 is required for students to remain in good standing.
At least 2 semesters must be completed before filing a Degree Program Form.
The M.HRIR is offered as a coursework-only program with day (full-time) and evening (part-time) options. Commonly selected related fields include accounting, finance, operations management, managerial communications, economics, human resource development, law, psychology, public affairs, sociology, and research methods.
Core Courses
24 credits required
HRIR 6001 - Business Principles for the HRIR Professional (4.0 cr)
HRIR 6111 - Statistical Foundations of People Analytics (4.0 cr)
HRIR 6301 - Organizational Staffing and Employee Development (3.0 cr)
HRIR 6401 - Organizational Theory Foundations for HRIR (2.0 cr)
HRIR 6441 - Organizational Behavior Foundations for HRIR (2.0 cr)
HRIR 6501 - Compensation and Benefits (3.0 cr)
HRIR 6701 - Labor Relations and Collective Bargaining (3.0 cr)
HRIR Leadership Practicum
All full-time students must take HRIR 6805 twice for a total of one credit.
HRIR 6805 - HRIR Leadership Practicum (0.5-1.0 cr)
Economic Issues Analysis
2 credits required
HRIR 5655 - Public Policies on Work and Pay (3.0 cr)
or HRIR 5662 - Personnel Economics (2.0 cr)
Capstone
HRIR 6801 - MHRIR Experiential Learning Capstone (3.0 cr)
Electives
Take 20 or more credit(s) including 2 or more sub-requirements(s) from the following:
HRIR Electives
Take 12 or more credit(s) from the following:
· HRIR 5000 - Topics in HRIR (2.0 cr)
· HRIR 5222 - Creating and Managing Diversity and Inclusion (2.0 cr)
· HRIR 5252 - Employment and Labor Law for the HRIR Professional (2.0 cr)
· HRIR 5442 - Employee Performance Management (2.0 cr)
· HRIR 5443 - Principles of Effective Coaching (2.0 cr)
· HRIR 5992 - Independent Study in Human Resources and Industrial Relations (1.0-8.0 cr)
· HRIR 6000 - Graduate Topics in Human Resources and Industrial Relations (1.0-8.0 cr)
· HRIR 6114 - HR Technology (2.0 cr)
· HRIR 6223 - International Human Resource Management (2.0 cr)
· HRIR 6302 - Managing Selection and Staffing Processes (2.0 cr)
· HRIR 6303 - Managing Organizational Training Processes (2.0 cr)
· HRIR 6304 - Managing Employee Development Processes (2.0 cr)
· HRIR 6444 - Employee Engagement and Wellbeing (2.0 cr)
· HRIR 6484 - Management of Teams (2.0 cr)
· HRIR 6502 - Rewards Management Strategies (2.0 cr)
· HRIR 6503 - Employer-Sponsored Employee Benefit Programs (2.0 cr)
· HRIR 6504 - Executive Compensation (2.0 cr)
· MGMT 6465 - Leadership and Personal Development (2.0 cr)
· Related Field
Take 8 or more credit(s) from the following:
· CSPH 5807 - Mindfulness in the Workplace: Pause, Practice, Perform (2.0 cr)
· IBUS 5xxx
· IBUS 6xxx
· IDSC 6041 - Information Technology Management (2.0 cr)
· IDSC 6471 - Knowledge Management (2.0 cr)
· IDSC 6481 - Managerial Decision Making (2.0 cr)
· LAW 6203 - Labor Law (3.0 cr)
· LAW 6631 - Employment Discrimination (3.0 cr)
· LAW 6632 - Employment Law (3.0 cr)
· LAW 6833 - Alternative Dispute Resolution (3.0 cr)
· MBA 6031 - Financial Accounting (3.0 cr)
· MBA 6211 - Marketing Management (3.0 cr)
· MBA 6221 - Supply Chain & Operations (3.0 cr)
· MBA 6231 - Financial Management (3.0 cr)
· MBA 6301 - Strategic Management (3.0 cr)
· MBA 6315 - The Ethical Environment of Business (2.0 cr)
· MCOM 5400 - Presentation Skills and Storytelling for Business (2.0 cr)
· MCOM 5515 - Persuasive Writing in Business (2.0 cr)
· MCOM 5535 - Strategies and Skills for Managerial Presentations (2.0 cr)
· MGMT 6004 - Negotiation Strategies (2.0 cr)
· MGMT 6033 - Strategy Implementation (2.0 cr)
· MGMT 6035 - Complex and Cross-Cultural Negotiations (2.0 cr)
· MGMT 6041 - Competing Globally (2.0 cr)
· MGMT 6055 - Management of Innovation and Change (2.0 cr)
· MILI 6992 - Healthcare Delivery Innovations:Optimizing Cost and Quality (2.0 cr)
· MSBA 6250 - Analytics for Competitive Advantage (3.0 cr)
· OLPD 5033 - Foundations of Individual/Organizational Career Development (3.0 cr)
· OLPD 5048 - Cross-Cultural Perspectives on Leadership (3.0 cr)
· OLPD 5201 - Strategies for Teaching Adults (3.0 cr)
· OLPD 5202 - Perspectives of Adult Learning and Development (3.0 cr)
· OLPD 5501 - Principles and Methods of Evaluation (3.0 cr)
· OLPD 5611 - Facilitation and Meeting Skills (1.0 cr)
· OLPD 5616 - Instructional Design for e-Learning (3.0 cr)
· OLPD 5619 - Planning and Decision-Making Skills (1.0 cr)
· OLPD 5816 {Inactive} (3.0 cr)
· OLPD 5829 {Inactive} (2.0 cr)
· PA 5251 - Strategic Planning and Management (3.0 cr)
· PA 5401 - Poverty, Inequality, and Public Policy (3.0 cr)
· PUBH 6102 - Issues in Environmental Health (2.0 cr)
· PUBH 6120 - Injury Prevention in the Workplace, Community, and Home (2.0 cr)
· PUBH 6170 - Introduction to Occupational Health and Safety (3.0 cr)
· PUBH 6542 - Management of Health Care Organizations (3.0 cr)
· SCO 6041 - Project Management (2.0 cr)
Joint- or Dual-degree Coursework:
MBA/M.HRIR Students may take a total of 24 credits in common among the academic programs.
Program Sub-plans
A sub-plan is not required for this program.
Students may not complete the program with more than one sub-plan.
Part-Time M.HRIR
This sub-plan is limited to students completing the program under Plan C.
  
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· Curtis L. Carlson School of Management

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· Fall 2023
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· Fall 2020

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HRIR 6001 - Business Principles for the HRIR Professional
Credits: 4.0 [max 4.0]
Grading Basis: A-F only
Typically offered: Every Fall
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. prereq: MHRIR student or dept consent
HRIR 6111 - Statistical Foundations of People Analytics
Credits: 4.0 [max 4.0]
Grading Basis: A-F only
Typically offered: Every Fall
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. prereq: MHRIR student or dept consent
HRIR 6301 - Organizational Staffing and Employee Development
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall & Spring
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. prereq: MHRIR student or dept consent
HRIR 6401 - Organizational Theory Foundations for HRIR
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall
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. prereq: MHRIR student or dept consent
HRIR 6441 - Organizational Behavior Foundations for HRIR
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall
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. prereq: MHRIR student or dept consent
HRIR 6501 - Compensation and Benefits
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Spring
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. prereq: MHRIR student or dept consent
HRIR 6701 - Labor Relations and Collective Bargaining
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall & Spring
Evolution of U.S. labor unions/public policy, bargaining environment/structure, goals/negotiations, contract administration/results. International comparisons, labor-management cooperation, newly emerging issues. prereq: MHRIR student or dept consent
HRIR 6805 - HRIR Leadership Practicum
Credits: 0.5 -1.0 [max 1.0]
Grading Basis: S-N only
Typically offered: Every Fall & Spring
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 5655 - Public Policies on Work and Pay
Credits: 3.0 [max 3.0]
Course Equivalencies: HRIR 5655/PA 5431
Typically offered: Every Spring
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. prereq: HRIR MA student must register A-F, ECON 1101, [CSOM or HRD junior or senior or dept consent]
HRIR 5662 - Personnel Economics
Credits: 2.0 [max 2.0]
Typically offered: Every Fall & Spring
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. prereq: Prereq-HRIR MA student must register A-F, ECON 1101, [CSOM or HRD junior or senior or dept consent]
HRIR 6801 - MHRIR Experiential Learning Capstone
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall & Spring
Types of strategies. Developing/executing HRIR strategies. Project management. Ethical frameworks, issues, considerations in HRIR. prereq: [6001, 6111, 6301, 6401, 6441, 6501, 6701], MHRIR student, or dept consent
HRIR 5000 - Topics in HRIR
Credits: 2.0 [max 8.0]
Typically offered: Every Fall, Spring & Summer
Topics in human resources/industrial relations. HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or dept consent]
HRIR 5222 - Creating and Managing Diversity and Inclusion
Credits: 2.0 [max 2.0]
Typically offered: Every Fall & Spring
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. prereq: HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or dept consent]
HRIR 5252 - Employment and Labor Law for the HRIR Professional
Credits: 2.0 [max 2.0]
Typically offered: Every Fall & Spring
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. prereq: HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or dept consent]
HRIR 5442 - Employee Performance Management
Credits: 2.0 [max 2.0]
Typically offered: Every Fall
Performance management strategies. Components of effective performance management systems. Alignment with HR strategy. Integration with HR practices. Measurement/appraisal. Feedback, coaching. Legal issues. prereq: MHRIR student must register A-F, HRIR 3021, [CSOM or HRD junior or senior or dept consent]
HRIR 5443 - Principles of Effective Coaching
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically 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. prereq: HRIR MA student must register A-F, [CSOM or HRD junior or senior or dept consent] with HRIR 3021
HRIR 5992 - Independent Study in Human Resources and Industrial Relations
Credits: 1.0 -8.0 [max 8.0]
Typically offered: Every Fall, Spring & Summer
Individual readings or research topics. prereq: dept consent or instr consent
HRIR 6000 - Graduate Topics in Human Resources and Industrial Relations
Credits: 1.0 -8.0 [max 8.0]
Grading Basis: A-F only
Typically offered: Every Fall & Spring
Selected graduate topics of current relevance to human resource management/industrial relations. prereq: HRIR MA student or dept consent
HRIR 6114 - HR Technology
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Spring
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. prereq: MHRIR student or dept consent
HRIR 6223 - International Human Resource Management
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall
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. prereq: HRIR MA student or dept consent
HRIR 6302 - Managing Selection and Staffing Processes
Credits: 2.0 [max 2.0]
Grading Basis: A-F or Aud
Typically offered: Every Fall
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. prereq: MHRIR student, 6301 or dept consent
HRIR 6303 - Managing Organizational Training Processes
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall
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. prereq: MHRIR student, 6301 or dept consent
HRIR 6304 - Managing Employee Development Processes
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Spring
Career development/planning. Employee/management development techniques, organizational/employee concerns related to socialization, cross-cultural assignments, change, engagement, performance management. prereq: MHRIR student, 6301 or dept consent
HRIR 6444 - Employee Engagement and Wellbeing
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Spring
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. prereq: MHRIR student or dept consent
HRIR 6484 - Management of Teams
Credits: 2.0 [max 2.0]
Course Equivalencies: HRIR 6484/Mgmt 6084
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
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. prereq: HRIR grad student.
HRIR 6502 - Rewards Management Strategies
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Spring
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. prereq: 6501 or dept consent
HRIR 6503 - Employer-Sponsored Employee Benefit Programs
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Spring
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. prereq: 6501 or dept consent
HRIR 6504 - Executive Compensation
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically 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. prereq: A-F only; prereq MBA or HRIR MA student
MGMT 6465 - Leadership and Personal Development
Credits: 2.0 [max 2.0]
Course Equivalencies: HRIR 6025/Mgmt 6465
Grading Basis: A-F only
Typically offered: Every Fall & Spring
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. prereq: CSOM Grad student or dept consent
CSPH 5807 - Mindfulness in the Workplace: Pause, Practice, Perform
Credits: 2.0 [max 2.0]
Typically offered: Every Fall & Spring
Mindfulness in the Workplace is an experiential course designed to teach core mindfulness skills while also exploring specific applications to the workplace setting. The course explores key mindfulness traits and how they relate to essential workplace skills, such as resilience, task execution, critical analysis, intra/interpersonal growth, leadership, and other related topics. In addition, the course explores how corporate culture can be a barrier or a catalyst for adoption of mindfulness principles. By exploring the above topics from the perspective of the workplace and academic literature, students will gain an understanding of how to apply evidence-informed techniques to help them on the job. Prereq jr or sr or grad, or instructor consent
IDSC 6041 - Information Technology Management
Credits: 2.0 [max 2.0]
Course Equivalencies: IDSc 6040/MBA 6241
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
Management of information systems, information technology (IT) in global organization. Strategic uses of IT. Alignment of IT, organizational strategy, internet/Web technologies, e-commerce customer services. Integration of e-business applications, interorganizational systems, systems implementation. Management of information as resource. Lecture, case analysis, classroom discussion. Prereq MBA student.
IDSC 6471 - Knowledge Management
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall
Design, evaluation, use of knowledge in organizations. Leveraging knowledge in workers, structures, processes. Assessment of knowledge needs. Evaluation of key decision processes, information demands, usage patterns, content requirements. Behavioral/cultural barriers. Use of technology for knowledge management. prereq: MBA student
IDSC 6481 - Managerial Decision Making
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall
Frameworks for making decisions as a manager, knowledge worker, or individual. How policies area adopted. Poor decision making. Learning from mistakes. Bounded rationality, system thinking, concepts of learning. prereq: MBA student
LAW 6203 - Labor Law
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall
The Labor Law course focuses on workers? rights to engage in collective action, including through unionization and collective bargaining. In the private sector, the National Labor Relations Act (NLRA) is the main statute that governs relationships between unions, employers, and employees; it is administered and enforced by the federal National Labor Relations Board (NLRB). Major topics to be covered include the union representation process, including recognition outside of NLRB elections; the regulation of campaign conduct during an organizing effort; workplace activities that are (and are not) protected by the NLRA; retaliation on the basis of union activities or support, or on the basis of other concerted activities for the purpose of mutual aid or protection; the legal framework surrounding the process of collective bargaining between employers and unions; the use of economic action (e.g., strikes and picketing); and the labor relations issues surrounding corporate transactions or other organizational transitions. To the extent time allows, we will also discuss issues related to public sector workers' rights to bargain collectively.
LAW 6631 - Employment Discrimination
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall
Employment Discrimination. This course considers the principal statutory and constitutional prohibitions on employment discrimination. It focuses most prominently on Title VII of the 1964 Civil Rights Act, which prohibits employment discrimination based on “race, color, religion, sex, or national origin.” The course considers the basic frameworks for proving discrimination under Title VII and the jurisprudence defining Title VII’s protected classes. The course also investigates newer Title VII fields, such as the law of sexual harassment and pregnancy discrimination. Using Title VII as a basis for comparison, the course then examines the constitutional law of employment discrimination, Title I of the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and various state and local statutes addressing emerging issues in employment discrimination law, such as employment discrimination based on weight or attractiveness.
LAW 6632 - Employment Law
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Periodic Fall & Spring
This course explores the rapidly expanding body of law governing the workplace. The Employment Law course goes beyond the fields of Labor Law (which deals with workers? collective action rights) and Employment Discrimination to focus on the individual employment contract and the regulation of the workplace under various statutory schemes. Beginning with the common law regulation of the employment contract and the employment-at-will doctrine, the course explores topics such as wage and hour regulation, privacy in the workplace, freedom of expression and the employment contract, and occupational safety and health.
LAW 6833 - Alternative Dispute Resolution
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall & Spring
This course examines dispute resolution processes outside of, or supplemental to, the civil trial system with particular emphasis on negotiation, mediation, and arbitration as dispute resolution mechanisms. This examination includes a study of the procedures and dynamics associated with each mechanism as well as an overview of the pertinent legal framework. A particular focus is on the skills dimension, and students will participate in a number of simulation exercises designed to assist in the development of the lawyering skills associated with each process.
MBA 6031 - Financial Accounting
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
Basic principles of financial accounting, involving the consecution/interpretation of corporate financial statements. prereq: MBA or Mgmt Sci MBA Student
MBA 6211 - Marketing Management
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
Management of the marketing function; understanding the basic foundational marketing concepts and skills in strategy development and planning of operational and strategic levels pertaining to product offering decisions, distribution channels, pricing and communication. prereq: MBA student
MBA 6221 - Supply Chain & Operations
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
Supply chain and operations are at the core of how organizations deliver value to their customers. Effectively matching supply and demand is key to the success of any organization and world-class operations can lead to a significant and enduring competitive advantage. In contrast, poorly managed operations and supply chains can result in low customer satisfaction and diminished profit margins, ultimately leading to company failure in the long run. Beyond generating profits, companies around the world are also facing increasing pressure to perform well on the other two dimensions that constitute the ?triple bottom line?, namely people and the planet. By taking an ?end-to-end? view, we will explore a variety of topics related to managing today?s global supply chains, including environmental and social responsibility. The specific questions this course will address include: How can supply chain and operations help firms succeed? What are the issues and trade-offs confronting supply chain and operations managers? What tools and frameworks can managers use to tackle these challenges and develop and sustain a competitive advantage? What are the emergent environmental and social responsibility challenges facing supply chain managers and how should they address them? Topics covered: operations strategy, process analysis, statistical process control, lean operations, forecasting, inventory management under certain demand, sourcing, environmental and social responsibility in supply chains prereq: MBA student
MBA 6231 - Financial Management
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
This course is required for all MBA students because of the financial implications of decisions across all departments and disciplines in business. Managerial decisions can be broken down into two main categories: how to raise capital and how to employ capital. The decisions managers make in this context can add or destroy value. With this context in mind, the course provides students with an understanding of financial markets and the main types of securities that are issued by corporations. The course will leverage basic statistics in understanding of risk of a security as a stand-alone investment and as part of a well-diversified portfolio to provide an understanding of how risk affects required returns of investors. The course emphasizes the concept of time value of money as a basis for decision making. Managers make decisions that affect the cash flows of the firm; the course provides students with a context for thinking about forecasting cash flows, discounting cash flows, and assessing whether the decisions they are considering are value-added for the firm. prereq: MBA 6031 (equiv. is also MBA 6030 before course number change in Fall 2022), MBA student
MBA 6301 - Strategic Management
Credits: 3.0 [max 3.0]
Grading Basis: A-F only
Typically offered: Every Fall & Spring
This course focuses on the competitive strategy of the firm, examining how firms achieve and maintain superior profitability relative to their competitors in the long run, and the firm's role in building a more just and sustainable world. Starting from overall industry analysis, we cover how firms position themselves to succeed in various competitive contexts based on their resources and capabilities. We then analyze how firms innovate and adapt their capabilities over time, especially in the digital age. We extend our analysis to the scope choices of the firm and discuss how firms can successfully compete across multiple countries and businesses. Throughout the course, case discussions examine and simulate the process through which strategic decisions are made and carried out. Students are placed in the role of decision-makers and frequently asked to analyze the key choices they must make to define, reinforce, and successfully implement the firm's strategy. prereq: MBA or Mgmt Sci MBA student
MBA 6315 - The Ethical Environment of Business
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
Understanding the ethical environment within which business and managers operate. Focus is on the ethical expectations surrounding organizational activities, firm responsibilities to shareholders and stakeholders, and providing a comprehensive framework for ethical decision-making by individuals. The goal of the class is two-fold. First, to help people in business find a voice and advance a point of view as they go forward with their career. Second, to prepare managers to successfully navigate and manage this critical component of a firm?s competitive environment. prereq: MBA student
MCOM 5400 - Presentation Skills and Storytelling for Business
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall & Spring
Memo writing, oral presentations, and team communication required of HR professional. Emphasizes hands-on, experiential learning, including videotaping. prereq: HRIR student
MCOM 5515 - Persuasive Writing in Business
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Periodic Fall
Writing to motivate/affect change. Form/content. Techniques of persuasion. Producing polished text. Writing with power. prereq: MBA student
MCOM 5535 - Strategies and Skills for Managerial Presentations
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Periodic Fall
Delivering key messages with clarity/confidence, regardless of audience or setting. Maximizing impact as a speaker, seated/standing. Personal communication style and audience. Tailoring message. Handling questions/answers. Using audio/visual tools. Presenting as a team. prereq: MBA or Mgmt Science MBA student
MGMT 6004 - Negotiation Strategies
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
At its core, negotiation is the art and science of getting what you want in a world of innumerable interests, possibilities, and standards of fairness---a world in which we must often compete or cooperate with others to do anything from picking a restaurant to transforming markets. The objective of this course is to equip students with a simple, ready-to-use framework from which we can prepare for and engage in negotiations. Topics include interest-based bargaining, psychological biases, multiparty negotiations, and hard tactics. Regular cases and exercises reinforce our negotiation framework and provide students a safe forum to thoughtfully reflect on their experiences and improve. prereq: MBA or Mgmt Sci MBA student
MGMT 6033 - Strategy Implementation
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Periodic Fall & Spring
This course focuses on strategy execution at both the organizational and functional levels. Specific topics include the relationships between strategy formulation and execution, and between implementation and change. The course goes into depth on the systemic and structural problems that make most of these efforts difficult and often unsuccessful, along with various methods to minimize these problems. prereq: MBA or Mgmt Sci MBA student
MGMT 6035 - Complex and Cross-Cultural Negotiations
Credits: 2.0 [max 2.0]
Grading Basis: A-F or Aud
Typically offered: Periodic Fall & Spring
Principles, role play of multi-party/-issue, team-based negotiations/conflicts. How to structure ambiguous situations, bridge national/organizational cultures (e.g., alliances, mergers), functions (R&D, finance), and institutional contexts (regulators, interest groups). prereq: [MGMT 6004, MBA or Mgmt Sci MBA student] or instr consent
MGMT 6041 - Competing Globally
Credits: 2.0 [max 2.0]
Course Equivalencies: Mgmt 6040/MGMT 6041
Grading Basis: A-F only
Typically offered: Every Fall & Spring
Dealing with enormous complexity in competitive environment, in strategy, and in organizations. Focuses on strategic/organizational issues in managing across borders. prereq: MBA or Mgmt Sci MBA student
MGMT 6055 - Management of Innovation and Change
Credits: 2.0 [max 2.0]
Course Equivalencies: Mgmt 6050/Mgmt6055
Grading Basis: A-F only
Typically offered: Every Fall & Spring
How organizations innovate/change. Focuses on innovation in wide variety of new technologies, products, programs, and services. What paths likely to lead to success/failure. prereq: MBA or Mgmt Sci MBA student
MILI 6992 - Healthcare Delivery Innovations:Optimizing Cost and Quality
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall
Understand stakeholders that impact healthcare delivery including providers, payers, employers and patients and how they are trying to transform this unique value chain to improve care while reducing cost.
MSBA 6250 - Analytics for Competitive Advantage
Credits: 3.0 [max 1.5]
Grading Basis: A-F only
Typically offered: Every Summer
Case/discussion-based introduction to variety of analytics-related issues/examples in business. Business value, impact, benefits/limitations, as well as ethical, legal, privacy issues. Use of case studies, examples, guest speakers.
OLPD 5033 - Foundations of Individual/Organizational Career Development
Credits: 3.0 [max 3.0]
Typically offered: Every Spring
Introduction to individual and organizational career development theory and practice. Examines critical issues in work patterns, work values, and workplaces in a changing global society, with implications for career planning, development, and transitions, emphasizing personal and organizational change. For nonmajors: serves students in adult ed, HRD, IR, college student advising, and other related fields.
OLPD 5048 - Cross-Cultural Perspectives on Leadership
Credits: 3.0 [max 3.0]
Typically offered: Every Fall & Summer
Introduction to cultural variables of leadership that influence functioning of cross-cultural groups. Lectures, case studies, discussion, problem-solving, simulations. Intensive workshop.
OLPD 5201 - Strategies for Teaching Adults
Credits: 3.0 [max 3.0]
Grading Basis: A-F or Aud
Typically offered: Periodic Fall, Spring & Summer
Psychological theories of adult learning; learning styles and personality types; teaching styles; group and team learning; moderating and study circles; teaching technologies and distance learning; gender, race, and cultural communication. Applications of strategies. prereq: Grad student only
OLPD 5202 - Perspectives of Adult Learning and Development
Credits: 3.0 [max 3.0]
Typically offered: Periodic Fall, Spring & Summer
Emphasis on major adult development theorists, theories, and current applications. Transformative learning, self-directed learning, experiential learning, and cooperative learning provide theoretical framework for exploring physiological, psychological, sociological, and cultural aspects of adult development through the life span.
OLPD 5501 - Principles and Methods of Evaluation
Credits: 3.0 [max 3.0]
Course Equivalencies: OLPD 5501/EPsy 5243
Typically offered: Every Fall, Spring & Summer
Introduction to program evaluation. Planning an evaluation study, collecting and analyzing information, reporting results; evaluation strategies; overview of the field of program evaluation.
OLPD 5611 - Facilitation and Meeting Skills
Credits: 1.0 [max 1.0]
Typically offered: Every Fall, Spring & Summer
Introduction to the disciplines of planning and running effective meetings. Tools and methods for meeting management and evaluation are presented within the context of organization development.
OLPD 5616 - Instructional Design for e-Learning
Credits: 3.0 [max 3.0]
Typically offered: Periodic Fall, Spring & Summer
Major concepts, skills, and techniques for giving and receiving training on the Internet. prereq: Grad student only
OLPD 5619 - Planning and Decision-Making Skills
Credits: 1.0 [max 1.0]
Typically offered: Every Fall, Spring & Summer
Introduction to the disciplines of planning and decision making typically used in process improvement interventions. Tools and methods for facilitating group decisions and problem solving.
PA 5251 - Strategic Planning and Management
Credits: 3.0 [max 3.0]
Grading Basis: OPT No Aud
Typically offered: Periodic Fall
Theory and practice of strategic planning and management for public and nonprofit organizations and networks. Strategic planning process, management systems; stakeholder analyses. Tools and techniques such as purpose expansions, SWOT analyses, oval mapping, portfolio analyses, and logic models.
PA 5401 - Poverty, Inequality, and Public Policy
Credits: 3.0 [max 3.0]
Typically offered: Every Fall
Nature/extent of poverty/inequality in the United States, causes/consequences, impact of government programs/policies. Extent/causes of poverty/inequality in other developed/developing countries. prereq: Grad or instr consent
PUBH 6102 - Issues in Environmental Health
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
Current issues, principles, and methods of environmental/occupational health practice. prereq: Public health [MPH or MHA or certificate] student or health journalism MA major or nursing MS student or instr consent
PUBH 6120 - Injury Prevention in the Workplace, Community, and Home
Credits: 2.0 [max 2.0]
Typically offered: Every Spring
Injury epidemiology: analyses of major injury problems affecting the public in the workplace, community, and home using epidemiologic model and conceptual framework; emphasis on strategies/program development for prevention and control.
PUBH 6170 - Introduction to Occupational Health and Safety
Credits: 3.0 [max 3.0]
Course Equivalencies: Nurs/PubH 5170
Typically offered: Every Fall & Summer
Concepts/issues in occupational health/safety. Application of public health principles/decision-making process in preventing injury/disease, promoting health of adults, protecting worker populations from environmental hazards. Observational visit to manufacturing facility. prereq: Environmental health major or instr consent
PUBH 6542 - Management of Health Care Organizations
Credits: 3.0 [max 3.0]
Grading Basis: A-F or Aud
Typically offered: Every Fall & Spring
Role of hospital in health services delivery. Relationships with other systems and the community. Emphasizes governance, medical staff, and role of administrator. Lectures, on-site visits to health services organizations. prereq: MHA student or permission of instructor
SCO 6041 - Project Management
Credits: 2.0 [max 2.0]
Grading Basis: A-F only
Typically offered: Every Fall & Spring
Companies in a wide-range of industries (such as agri-business, aerospace, construction, manufacturing, and medical technology) use Project Management for New Product Development, implementing strategic initiatives, and other business objectives. In the course of your career, those in business, government, and even non-profit organizations will spend a significant amount of their professional career either participating in, or leading projects. While every project is by definition unique in scope, some concepts and tools are considered industry best practices and are internationally recognized via the certification programs of the Project Management Institute. The course will focus on scheduling and critical path analysis, time management, cost estimating, resource utilization, and risk management. Specific tools will include Earned Value Management and the quantitative techniques for estimating schedule risk. The latter will include estimating task durations and the probabilities for project completion by specific time periods. The course will conclude an introduction of Agile Methodologies and Scrum.