I. First Year Required Core (24 credits): A rigorous yet applied foundation for understanding the functions of HRIR and the critical intersections with business, economics, psychol-ogy, and law.

FallHRIR 8001 Business Principles for the HRIR

Professional (4 cr.) HRIR 8011 Using Data and Metrics in HRIR (4 cr.) HRIR 8031 Staffing, Training, and Development (4 cr.)

SpringHRIR 8141 Organizational Theory Foundations of

High-Impact HRIR (2 cr.)HRIR 8241 Organizational Behavior Foundations of

High-Impact HRIR (2 cr.)HRIR 8051 Compensation and Benefits (4 cr.)HRIR 8071 Labor Relations and Collective Bargaining

(4 cr.)

II. Second Year Electives (24 credits): Choose from a variety of cutting edge courses that put theory into practice and deliv-er the knowledge and skills for professional HRIR success.

A. Choose at least 12 credits from a rich array of HRIR offerings such as (this is a partial list):HRIR 5022 Managing Diversity (2 cr.)HRIR 5023 Employment and Labor Law for the HRIR

Professional (2 cr.)HRIR 5026 Innovative HR Leadership in the Context

of Change and Uncertainty (2 cr.)HRIR 8023 International Human Resource

Management (2 cr.)HRIR 8034 Employee Development: Creating a

Competitive Advantage (2 cr.)

HRIR 8044 Motivation and Work Behavior in Contemporary Organizations (2 cr.)

HRIR 8045 Organizational Development, HR Metrics, and the Balanced Scorecard (2 cr.)

HRIR 8073 Dispute Resolution: Labor Arbitration (2 cr.)

And many others.

B. Choose at least 2 credits to enhance your ability to analyze HRIR issues using economic concepts:HRIR 5054 Public Policy on Employee Benefits (2 cr.)HRIR 5061 Public Policies on Work and Pay (3 cr.)HRIR 5062 Personnel Economics (2 cr.)

C. Choose at least 8 credits from other University of Minnesota graduate programs to round out your knowledge. For students with limited business coursework, we strongly recommend tak-ing classes from the following:MBA 6030 Financial Accounting (3 cr.)

and at least two of these four coursesMBA 6220 Operations Management (3 cr.)MBA 6230 Financial Management (3 cr.)MBA 6210 Marketing Management (3 cr.)MCOM 5400 Managerial Communications (2 cr.)

D. Culminate your experience with a required capstone course to synthesize your academic experience and transition you into pro-fessional success and responsibility:HRIR 8101 HRIR in Practice: Strategy, Execution, and

Ethics (2 cr.)

Note: The evening degree requirements are the same, but the coursework is taken at your own pace.

Master of Arts in Human Resources and Industrial Relations (HRIR)

www.hrir.csom.umn.edu

Degree Requirements

In consultation with students, alumni, and the corporate and labor communities, the HRIR faculty at the University of Minnesota have revised the degree requirements for the HRIR M.A. degree to build upon our years of success while also keep-ing pace with changes in the contemporary world of work. Effective Fall 2005, the requirements are:

The field of Human Resources and Industrial Relations (HRIR) encompasses all aspects of the employment relation-ship, including human resource management, labor relations, and other areas. This is a vibrant and dynamic field of academ-ic study and professional practice. Important questions for both research and practice include:• How can organizations be successful in the global economy

of the 21st century by becoming learning organizations that successfully empower its employees and unleash their intel-lectual capital?

• How can human resources move beyond an administrative function to become a strategic business partner and how can the field of HRIR provide leadership as organizations reinvent themselves with a focus on core competencies?

• As the workplace of the future will be more diverse than ever, how can employment become more family-friendly, flexible, and responsive to diversity and information technol-ogies?

• What institutions and public policies are appropriate for balancing the sometimes competing interests of workers and employers in a global, competitive economy?Answering these and other central questions requires a

multi-disciplinary grounding in economics, psychology, business, law, and other disciplines, the ability to blend theory and prac-tice, the skills to balance multiple interests, and an apprecia-tion for human behavior and the broader economic, financial, technological, ethical, global, and cultural environment.

The Dynamic Field of HRIR

The Minnesota Model of HRIR Success

3/2005