Since the MILR program develops excellent managers in the human resources and labor relations field, you'll find the two-year curriculum more structured than some graduate programs. You'll complete 48 credits, selecting six courses from one of four concentrations:

Human Resources and Organizations Labor Market Policy Collective Representation Dispute Resolution

In addition, you'll complete these six required core courses:

• Collective Bargaining
• Labor Relations Law and Legislation
• Statistical Methods for the Social Sciences
• Organizational Behavior and Analysis
• Labor Economics
• Personnel Management

You may be able to substitute one or more of these required courses if you can demonstrate competence in the area of study. In addition, you'll also take four or more electives within ILR and across the university. You can select from offerings in the departments of Economics, Government, History, Psychology, and Sociology, as well as the Law School and the Johnson Graduate School of Management. What follows are sample curricula designed by students who graduated from the MILR programs. In addition to the core requirements, students have selected electives to meet individual career goals.

For a full list of courses at ILR (and Cornell) see the Cornell Courses of Study website.

此主题相关图片如下：

ILRCB 300  Collective Bargaining

Fall and spring. 3 credits. M. Cook, H. Katz, S. Kuruvilla, L. Turner.

A comprehensive introduction to industrial relations and collective bargaining in the United States; the negotiation, scope, and day-to-day administration of contracts; the major substantive issues in bargaining, including their implication for public policy; industrial conflict; the major challenges facing unions and employers today; U.S. industrial relations in international and comparative perspective.

254  Labor Law

Fall or spring. 3 credits. Staff.

Examines the principles of labor law by looking at social philosophy and the historical context of federal labor legislation from the 1930s. Students concentrate on major provisions of the National Labor Relations Act, examining how the National Labor Relations Board and the federal courts have interpreted the national labor laws. Discussion includes new directions in labor legislation and interpretation with consideration given to the impact of labor law on workers, unions, and employers.

ILRCB 682  Seminar in Labor Relations Law and Legislation

Fall or spring. 3 credits. Limited enrollment. Prerequisite: permission of instructor. R. Lieberwitz.

This course covers legal problems in public employment and other areas of labor relations affecting the public interest

ILRST 510  Statistical Methods for the Social Sciences I

Fall, spring, and summer. 3 credits. J. Angellotti, M. Wells.

A first course in statistics for graduate students in the social sciences. Descriptive statistics, probability and sampling distributions, estimation, hypothesis testing, simple linear regression, and correlation are all covered. Students are instructed on the use of a statistics computer package at the beginning of the term and use it for weekly assignments.

ILRST 511  Statistical Methods for the Social Sciences II

Fall, spring, and summer. 3 credits. Prerequisite: ILRST 510 or equivalent introductory statistics course. J. Angellotti, D. Fink.

A second course in statistics that emphasizes applications to the social sciences. Topics include: simple linear regression; multiple linear regression (theory, model building, and model diagnostics); and the analysis of variance. Computer packages are used extensively.

ILROB 520  Organizational Behavior and Analysis

Fall or spring. 3 credits. Staff.

Survey of concepts, theories, and research from the fields of organizational and social psychology as these relate to the behavior of individuals and groups in organizations. Job attitudes, motivation, performance, leadership and power, group formation, perception, and organizational climate. A preliminary course for advanced work in organizational behavior.

ILRLE 540  Labor Economics

Fall. 3 credits. Prerequisites: ECON 101-102 or ECON 103 or equivalent. Required of M.I.L.R. candidates. G. Fields.

A course in labor market economics for prospective managers in the corporate, union, and governmental sectors. Begins with demand and supply in labor markets, presenting the tools of decision analysis for workers and firms. It then goes on to consider various topics for managers including deciding on the optimal mix of capital and labor to employ, attract, and retain talent; pay and productivity; hiring and training investments; and pensions and retirement. The final section of the course covers other important labor market issues including unemployment, discrimination, poverty and inequality, and analysis of public policies.

Personnel Management