ILRHR 260	Human Resource Management
ILRHR 266	Personal Computer Basics
ILRHR 360	Human Resource Economics and Public Policy
ILRHR 362	Career Development: Theory and Practice
ILRHR 367	Employee Training and Development
ILRHR 456	International Human Resource Management
ILRHR 460	Human Resource Strategies for Entrepreneurial Firms
ILRHR 461	Working in the New Economy
ILRHR 462	Staffing and Organizations
ILRHR 463	Diversity and Employee Relations
ILRHR 464	Business Strategy
ILRHR 465	The Globalization of Services
ILRHR 468	Human Resources Management Simulation
ILRHR 469	Immigration and the American Labor Force
ILRHR 495	Honors Program
ILRHR 497-498	Internship
ILRHR 499	Directed Studies
ILRHR 560	Human Resource Management
ILRHR 564	Human Resources Management in Effective Organizations
ILRHR 653	Research on Education Reform and Human Resource Policy
ILRHR 660	HR Leadership: View from the Top
ILRHR 661	Applied Personal and Organization Development
ILRHR 662	The Agile Enterprise: Exploring the Dynamics of Marketplace and Organizational Agility
ILRHR 664	e-HR: Human Resource Management and the WEB in the Information Age
ILRHR 665	Business Strategy and Human Resources
ILRHR 666	Strategic HR Metrics
ILRHR 667	Diversity and Inclusion in Organizations
ILRHR 668	Staffing Organizations
ILRHR 669	Managing Compensation
ILRHR 690	Comparative Human Resource Management
ILRHR 692	Training the Displaced and Disadvantaged
ILRHR 693	Training and Development in Organizations
ILRHR 694	Competing in Services
ILRHR 695	Education, Technology, and Productivity
ILRHR 696	Knowledge Management
ILRHR 697	Special Topics in Resource Studies
ILRHR 698	International Human Resource Policies and Institutions
ILRHR 699	Advanced Desktop Applications
ILRHR 760	Seminar in Human Resource Studies
ILRHR 763	Interdisciplinary Perspectives on the Organization of Work
ILRHR 765	International Compensation
ILRHR 769	Topics in International Compensation Theory and Research
ILRHR 790	ILR M.P.S. Program
ILRHR 798	Internship
ILRHR 799	Directed Studies
ILRHR 960	Workshop in Human Resource Studies
ILRHR 961	Doctoral Research Seminar in Human Resource Management
ILRHR 962	Doctoral Research Seminar in Strategic Human Resource Management
ILRHR 963	Research Methods in HRM/Strategic Human Resource Management -- Not Offered This Year

ILRHR 260  Human Resource Management

Fall. 3 credits. Open only to ILR students; others by permission. Staff.

Intended to introduce students to the field of human resource management (HRM). Students learn theories and applications involved in effectively managing people in organizations. In addition, this course covers current topics in HRM that have resulted from environmental and organizational challenges--e.g., technology, globalization, legislation, restructuring, work/life balance, changing labor markets, and so on. Emphasis is placed on developing relevant problem solving and critical thinking skills, as the basic concepts of HRM and the skills developed in this course are applicable to all types of organizations and jobs in which students will eventually work.

ILRHR 266  Personal Computer Basics

Fall, spring, and summer. 2 credits. Limited. C. Homrighouse.

Provides basic skills in the use of personal computers using the Windows environment. Course covers the basics of Lexis Nexis, Windows, Microsoft Excel, Access, and Powerpoint. Emphasis is placed on hands-on experience using examples demonstrating human resource issues and PC-based solutions. This course is a prerequisite to several advanced Human Resource Management electives.

ILRHR 360  Human Resource Economics and Public Policy

Fall and spring. 3 credits. Open to sophomores, juniors, and seniors. V. Briggs, J. Bishop.

A review of labor-market trends, data collection systems, and theories pertaining to public efforts to develop the employment potential of the nation's human resources and to combat unemployment. The major segments of the nation's educational training enterprise (e.g., public education, higher education, employer-provided training, apprenticeship, and special training programs for the economically disadvantaged) are examined. The course explores programmatic issues pertaining to such groups as youth, disabled, and rural workers. It also covers policies issues pertaining to welfare reform, direct job creation, worker relocation, economic development, targeted tax credits, and prices operating in those regions.

ILRHR 362  Career Development: Theory and Practice

Fall, spring. 2 credits. 7 weeks. Limited to 30. S-U only. L. Gasser.

Covers the components of career management, individual factors and organizational realities in the development of both careers and organized programs for career management. Two complementary learning tasks are required, information-gathering for career decision making based on self-assessment activities, and comprehension of organizational circumstances and practices encountered as careers develop. Grades are based on short writing assignments and a research paper.

ILRHR 367  Employee Training and Development

Fall. 3 credits. Prerequisite: ILRHR 260. B. Bell.

Faced with increasing competition, globalization, technological complexities, and dynamic labor markets, firms are increasingly struggling to determine the best approaches to training and developing their workforces. This course provides an introduction to the issues, concepts, and processes with which they are wrestling, as well as specifics on planning, designing, implementing, and evaluating training and development programs. After completing this course, participants should be able to conduct a needs assessment, evaluate employee readiness, evaluate the strengths and weaknesses of various training and development techniques, solve transfer of learning problems, and design evaluation procedures.

ILRHR 456  International Human Resource Management

Fall. 3 credits. Prerequisite: ILRHR 260 or equivalent. L. Nishii.

Provides an examination of international human resource management issues in multinational enterprises. The course has two major objectives: to enhance understanding of key strategic and functional issues related to IHRM and to develop analysis of practical IHRM issues in multinational enterprises. Includes topics such as strategic issues for IHRM cross-cultural management issues, coordination issues, and expatriate management.

ILRHR 460  Human Resource Strategies for Entrepreneurial Firms

Spring. 3 credits. Open to juniors and seniors. Prerequisites: ILR 260 or permission of instructor. C. Collins.

Explores the human resource problems and solutions specific to start-up firms and growing entrepreneurial organizations. Over the course of the semester, students integrate their knowledge of the functional areas of human resource management with general management, business strategy, entrepreneurship, accounting/finance, marketing, public relations, and small business management. Course material and creative solutions to problems are communicated to the class through lectures, case studies, class and group discussions, and formal presentations. The emphasis for the course is on the integration of concepts, application to real-life business situations, and the acquisition of general management skills and knowledge.

ILRHR 461  Working in the New Economy

Spring. 3 credits. R. Batt.

Draws on qualitative studies of the workplace to examine how workers and managers are affected by changes in technologies, business strategies, labor markets, and other external factors. What dilemmas and conflicts emerge, how are they managed, and what are their outcomes? Readings cover firsthand accounts of people's experiences in a wide range of occupations and industries, including professional, service, and factory workers.

ILRHR 462  Staffing and Organizations

Spring. 3 credits. C. Collins.

Seminar designed to provide an overview of the processes by which organizations staff positions with both internal and external applicants. Through a combination of lectures, cases, and projects, the course will cover theory, research, and legal foundations that inform organizational staffing actions. Topics covered in this course include staffing strategy and context, measurement of staffing effectiveness, job/competency analysis, human resource planning, recruitment and job choice, retention, and internal and external selection practices.