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Twin Cities Campus

Human Resources and Industrial Relations Minor

Industrial Relations Center
Curtis L. Carlson School of Management
  • Program Type: Undergraduate minor related to major
  • Requirements for this program are current for Fall 2017
  • Required credits in this minor: 15
See major description for more information.
Program Delivery
This program is available:
  • via classroom (the majority of instruction is face-to-face)
Admission Requirements
For information about University of Minnesota admission requirements, visit the Office of Admissions website.
Required prerequisites
Human Resource Management
HRIR 3021 - Human Resource Management and Industrial Relations (3.0 cr)
or HRIR 3021H - Honors: Human Resource Management and Industrial Relations (3.0 cr)
or IBUS 3021 - Human Resources Management in Australia (4.0 cr)
Minor Requirements
This minor is only available to students pursuing a BSB degree in the Carlson School of Management or students pursuing the human resource development major in the College of Education and Human Development.
Minor
Required courses
Take 3 or more course(s) totaling 6 or more credit(s) from the following:
· HRIR 3031 - Staffing and Selection: Strategic and Operational Concerns (2.0 cr)
· HRIR 3051 - Compensation: Theory and Practice (2.0 cr)
· HRIR 3041 - The Individual in the Organization (2.0 cr)
· HRIR 3071 - Union Organizing and Labor Relations (2.0 cr)
Electives
Choose an additional 6 credits from the elective list below or required list above. HRD majors may not take HRIR 3032 or HRIR 5222 as part of the minor as they duplicate courses that are required in the HRD major.
Take 6 or more credit(s) from the following:
· HRIR 3032 - Training and Development (2.0 cr)
· HRIR 3042 - The Individual and Organizational Performance (2.0 cr)
· HRIR 3072 - Collective Bargaining and Dispute Resolution (2.0 cr)
· HRIR 5000 - Topics in HRIR (2.0 cr)
· HRIR 5222 - Managing Diversity (2.0 cr)
· HRIR 5252 - Employment and Labor Law for the HRIR Professional (2.0 cr)
· HRIR 5442 - Employee Performance Management: Strategies, Systems, and Skills (2.0 cr)
· HRIR 5443 - Principles of Effective Coaching (2.0 cr)
· HRIR 5654 {Inactive} (2.0 cr)
· HRIR 5655 - Public Policies on Work and Pay (3.0 cr)
· HRIR 5662 - Personnel Economics (2.0 cr)
· HRIR 4100W - HRIR Capstone: Personal and Organizational Leadership [WI] (4.0 cr)
· INS 4101 - Employee Benefits (2.0 cr)
· GCC 3014 - Grand Challenge: The Future of Work and Life in the 21st Century [TS] (3.0 cr)
 
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· Curtis L. Carlson School of Management


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· Human Resources and Industrial Relations Minor
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HRIR 3021 - Human Resource Management and Industrial Relations
Credits: 3.0 [max 3.0]
Course Equivalencies: 00064 - HRIR 3021/HRIR 3021H/HRIR 3201
Grading Basis: A-F only
Typically offered: Every Fall, Spring & Summer
Role of human resource management in organizations. Labor markets, recruitment, selection, training, compensation, labor relations, performance management. Evolution of work. Discrimination in employment. Work performance, its reward. Effects of changing technology. prereq: ECON 1101, ECON 1102, PSY 1001
HRIR 3021H - Honors: Human Resource Management and Industrial Relations
Credits: 3.0 [max 3.0]
Course Equivalencies: 00064 - HRIR 3021/HRIR 3021H/IBUS 3021
Grading Basis: A-F only
Typically offered: Every Spring
Role of human resource management in organizations. Labor markets, recruitment, selection, training, compensation, labor relations, performance management. Evolution of work. Discrimination in employment. Work performance, its reward. Effects of changing technology. prereq: ECON 1101, ECON 1102, PSY 1001
IBUS 3021 - Human Resources Management in Australia
Credits: 4.0 [max 4.0]
Course Equivalencies: 00064 - HRIR 3021/HRIR 3021H/IBUS 3021
Grading Basis: A-F only
Typically offered: Every Spring
Role of human resource management in organizations. Labor markets, recruitment, selection, training, compensation, labor relations, performance management. Evolution of work. Discrimination in employment. Work performance, its reward. Effects of changing technology. prereq: ECON 1101, ECON 1102, PSY 1001
HRIR 3031 - Staffing and Selection: Strategic and Operational Concerns
Credits: 2.0 [max 2.0]
Typically offered: Every Spring
Introduction to theory/practice of staffing decisions. Recruitment, selection, promotion, demotion, transfer, dismissal, layoff, retirement. Staffing analyzed from strategic/operational perspectives. Legal issues.
HRIR 3051 - Compensation: Theory and Practice
Credits: 2.0 [max 2.0]
Typically offered: Every Fall
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 3041 - The Individual in the Organization
Credits: 2.0 [max 2.0]
Typically offered: Every Fall
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 3071 - Union Organizing and Labor Relations
Credits: 2.0 [max 2.0]
Typically offered: Every Spring
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 3032 - Training and Development
Credits: 2.0 [max 2.0]
Typically offered: Every Spring
Introduction to theory/research/practice of design/implementation/evaluation of employee training/development programs. Training as process for influencing individual/organizational outcomes.
HRIR 3042 - The Individual and Organizational Performance
Credits: 2.0 [max 2.0]
Typically offered: Every Fall
Factors influencing group, team, and organizational performance. Systems that drive organizational success. Job design/organization structure, organization effectiveness measures, culture, group dynamics, teamwork. Power/influence.
HRIR 3072 - Collective Bargaining and Dispute Resolution
Credits: 2.0 [max 2.0]
Typically offered: Every Spring
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 5000 - Topics in HRIR
Credits: 2.0 [max 8.0]
Typically offered: Every Fall, Spring & Summer
Topics in human resources/industrial relations.
HRIR 5222 - Managing Diversity
Credits: 2.0 [max 2.0]
Typically offered: Every Fall & Spring
How to manage diverse workforce. Human resource practices examined with respect to diversity. How to incorporate diversity into decision making to enhance organizational performance. 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: Strategies, Systems, and Skills
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: HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or dept consent]
HRIR 5443 - Principles of Effective Coaching
Credits: 2.0 [max 2.0]
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, 3021, [CSOM or HRD junior or senior or dept consent]
HRIR 5655 - Public Policies on Work and Pay
Credits: 3.0 [max 3.0]
Course Equivalencies: 01861
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 4100W - HRIR Capstone: Personal and Organizational Leadership (WI)
Credits: 4.0 [max 4.0]
Grading Basis: A-F only
Typically offered: Every Spring
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. prereq: 3021, 6 HRIR credits, [CSOM or HRD junior or senior or dept consent]
INS 4101 - Employee Benefits
Credits: 2.0 [max 2.0]
Typically offered: Every Fall
Design/administration of employee benefit plans/pension. Health insurance, disability plans. Salary reduction/deferred compensation programs. Multiple employer trusts. Alternative funding methods, including self-insurance. Ethical issues, legal liability, compliance.
GCC 3014 - Grand Challenge: The Future of Work and Life in the 21st Century (TS)
Credits: 3.0 [max 3.0]
Course Equivalencies: 02265
Grading Basis: A-F only
Typically offered: Periodic Spring
This course seeks solutions to the technological, demographic, and economic forces that challenge taken-for-granted mindsets and existing policies around work, careers, and life. Students will consider positive and negative impacts of the forces that render the conventional education/work/retirement lockstep obsolete. What do these changes mean for men and women of different ages and backgrounds? What are alternative, sustainable ways of working and living in the 21st century? These questions reflect global challenges that touch the lives of people everywhere. Students will work in teams to begin to address these realities and formulate innovative solutions to better transform learning, working, caring, and community-building in the 21st century.