Carlson School of Management – University of Minnesota
Minneapolis, Minnesota
OVERVIEW
The University of Minnesota is the state’s major university. The Twin Cities campus has more than 35,000 students and offers nearly 200 graduate fields of study. With a host of nationally recognized, highly ranked programs, the Twin Cities campus provides a world-class setting for learning and opportunities for collaboration with faculty members in pacesetting research and professional development. Faculty members and students at the University of Minnesota have been studying work and human resources for more than fifty years.
The graduate HRIR programs attract individuals from throughout the United States and the world. Minnesota’s HRIR M.A. program is one of the largest in the country with 140 full-time and 80 part-time students. There is a strong commitment to diversity, and 15 percent of the students in the full-time M.A. program are members of minority groups. The Ph.D. program generally has 15–20 students. Entering HRIR students have undergraduate degrees in many subjects that range from fine arts to engineering. Common majors include psychology, economics, business, and political science. Previous work experience is desirable but not required.
Employment opportunities for Minnesota HRIR alumni are excellent. In the last three years, the placement rate has been more than 90 percent, with average salaries around $60,000. Companies that have hired recent graduates include Anheuser-Busch, Bristol-Myers Squibb, Chevron, Citigroup, ExxonMobil, Ford, General Electric, General Mills, Hewlett-Packard, Honeywell, IBM, Merck, Microsoft, Pepsi Bottling, Pfizer, and Target. Many graduates enter HR leadership development programs or become HR generalists, compensation analysts, staffing specialists, or labor relations representatives. Full-time students generally have an internship between the first and second years of study. The Ph.D. program focuses on academic/university placements, and recent graduates are at the University of Florida, Ohio State University, Rutgers University, and the University of Northern Iowa.
THE LOCATION AND COMMUNITY
The HRIR graduate programs are located in the Carlson School of Management, minutes from downtown Minneapolis. The Carlson School is a gateway between the academic and business worlds. Location in a vibrant business community and in a leading business school means that Minnesota HRIR students benefit from a blending of a rigorous education and practical experience found in few HRIR programs. The Twin Cities of Minneapolis and St. Paul are clean, safe, and affordable. The Twin Cities are home to nationally renowned theaters, orchestras, and museums as well as professional and collegiate sports teams. Numerous parks, lakes, and rivers provide ample recreational opportunities. A major airport facilitates convenient national travel and job interviewing.
PROGRAMS OF STUDY AND DEGREE REQUIREMENTS
The University of Minnesota’s Industrial Relations Center (IRC) offers nationally recognized M.A. and Ph.D. Graduate Programs in Human Resources and Industrial Relations (HRIR). Minnesota’s HRIR graduate degree programs are structured around the core HRIR areas of staffing, training, and development; compensation and benefits; and labor relations and collective bargaining and are rooted in key concepts from the social and behavioral sciences and business, such as organizational behavior and theory, labor market analysis, leadership, and strategy. Research methods and quantitative analysis of employment problems and issues are also included. As part of the Carlson School of Management and the University of Minnesota, HRIR students have the resources of a leading business school and a world-class research university.
The M.A. is a professional degree program that prepares individuals for private- and public-sector careers in human resource management, labor relations, and related fields. Students receive a rigorous education in the major areas of HRIR and can also take M.B.A. and law courses. The M.A. degree is generally completed in two years on a full-time basis or three or more years on a part-time basis. Unlike programs taught by practitioners, Minnesota course work relates contemporary practices and the conceptual basis and analytical framework for a successful career of leadership. HRIR graduate students also have access to semester-length and short-term study-abroad programs. Recent HRIR graduate students have studied in France, Italy, Switzerland, Spain, Japan, Australia, New Zealand, and elsewhere.
The Ph.D. is a full-time research degree program that prepares individuals for academic careers in teaching and conducting research. Specialization in two areas of HRIR is required for Ph.D. candidates as is intensive course work in quantitative methods. A master’s degree is not required, and the Ph.D. degree is generally completed in four to five years.
FACILITIES AND RESOURCES
Minnesota HRIR students benefit from state-of-the-art classroom, computing, and library facilities. The Industrial Relations Center Reference Room is one of a small number of comprehensive reference libraries specializing in HRIR. The Carlson School’s Business Career Center assists students in their job searches across the country and around the world and manages on-campus interviewing.
EXPENSES
For the 2006–07 academic year, annual tuition for full-time students
was $11,694 for residents of Minnesota, Wisconsin, North Dakota, South
Dakota, and Manitoba and was $21,320 for nonresidents. Technology and
student services fees are approximately $1000 per year. Evening
students pay by the credit ($680 per credit in 2006–07). Ph.D. students
supported by assistantships receive full tuition waivers.
FINANCIAL AID
HRIR graduate assistantships, fellowships, and tuition waivers are
awarded on a competitive basis. M.A. assistantships usually require 10
hours of work per week assisting with faculty members’ research
projects or with library reference services. Many M.A. students also
find part-time internships with local companies during the school year,
especially in their second year of study. Ph.D. students are supported
with research and teaching assistantships and summer research funds so
that they can pursue their degree on a full-time basis.
HOW TO APPLY
The application deadline for M.A. students to enter in the fall is June 15, and the spring deadline is October 15. To be considered for financial aid, students must apply by February 1. Ph.D. students who wish to begin in the fall must submit their application by January 1. Applicants must submit three letters of recommendations, a complete set of transcripts, a resume, GRE scores, and a clearly written statement of career interests, goals, and objectives. M.A. applicants may substitute GMAT scores for GRE scores.
You can request an application here:
http://www.legacy-irc.csom.umn.edu/hrir/admissions/requestinfo.asp
WHO TO CONTACT
Laura Simpson, Admissions Coordinator
Industrial Relations Center
3-300 Carlson School of Management
University of Minnesota
321 19th Avenue South
Minneapolis, Minnesota 55455-0438
612-624-5704
E-mail: lsimpson@csom.umn.edu
http://www.irc.csom.umn.edu
FACULTY AND MAJOR RESEARCH INTERESTS
• Richard Arvey, Professor; Ph.D., Minnesota. Staffing, training and development, organizational behavior.
• Ross Azevedo, Associate Professor; Ph.D., Cornell. Compensation systems, human resource planning and skills, collective bargaining and negotiation.
• Avner Ben-Ner, Professor and Director; Ph.D., SUNY at Stony Brook. Organization theory, employee ownership, nonprofit organizations, transition economics.
• Mario Bognanno, Professor; Ph.D., Iowa. Labor economics and policy, collective bargaining, conflict resolution, international industrial relations.
• Joyce Bono, Assistant Professor of Psychology; Ph.D., Iowa. Leadership and the influence process, personality and individual differences, conflict, affective experiences at work.
• John Budd, Professor; Ph.D., Princeton. Collective bargaining, labor economics, and labor policy.
• John Campbell, Professor of Psychology; Ph.D., Minnesota. Psychometrics, intra-inter group processes, individual differences.
• Zvi Eckstein, Professor of Economics; Ph.D., Minnesota. Immigrants and their transition to a new labor market, labor search models, labor market discrimination.
• John Fossum, Professor; Ph.D., Michigan State. Compensation, organizational demography.
• Theresa Glomb, Associate Professor; Ph.D., Illinois. Workplace aggression and emotions in organizations, sexual harassment, contingent workers, job attitudes and behaviors.
• Maria Hanratty, Associate Professor of Public Affairs; Ph.D., Harvard. Economics of poverty, health economics.
• Jo-Ida Hansen, Professor of Psychology; Ph.D., Minnesota. Counseling, vocational interest inventory construction, career development, cross-cultural interest measurement.
• Morris Kleiner, Professor of Public Affairs; Ph.D., Illinois. Labor economics, collective bargaining.
• Stephanie Lluis, Assistant Professor; Ph.D., Montreal. Wage dynamics and workers’ occupational mobility, impact of organizational changes and HR practices on wage dispersion.
• Brian McCall, Professor; Ph.D., Princeton. Applied econometrics, labor economics, economics of information.
• Jeylan Mortimer, Professor of Sociology. Occupational choice, work and family linkages.
• John Remington, Professor; Ph.D., Michigan. Collective bargaining, organizational research and planning, labor arbitration, labor education/labor studies.
• Paul Sackett, Professor of Psychology; Ph.D., Ohio State. Personnel decision making, fairness in employment testing, counterproductivitiy in the workplace.
• James Scoville, Professor; Ph.D., Harvard. International and comparative industrial relations, labor markets in developing countries.
• Connie Wanberg, Professor; Ph.D., Iowa State. Unemployment, job-seeking behavior, career indecision, mentoring.
• Yijang Wang, Professor; Ph.D., Harvard. Organization theory, Industrial organization economics, comparative economics, Chinese economic reform, Japanese management.
• Mahmood Zaidi, Professor; Ph.D., California. Labor market analysis, wage-price inflation and incomes policies, international human resource management.