Elective Courses

Professional Master of Industrial Relations (PMIR)

 

Elective choices may include some combination of: a. Elective courses b. three (3)  skills seminars, equal to one (1) elective course and c. A Master's Research Project (MIR-898) equal to two (2) courses.  

Skills Seminars are normally four (4) three-hour sessions focusing on a specific topic, often related to professional IR practice.  

Elective Courses

MIR 819 – Labour Arbitration

This skills seminar examines the process of grievance, arbitration and dispute settlement under collective agreements as well as the central role of arbitration in the collective bargaining relationship under Canadian labour statutes. Students will participate in mock arbitration hearings. The areas to be explored include, but are not limited to, pre-arbitration procedures, the arbitration tribunal, the jurisdiction of the arbitrator, the arbitration hearing, and selected issues in grievance determination.

 

MIR 825 - Human Rights Law

The focus of this course is to provide students with the tools required to create and maintain a culture of human rights in the workplace. Through the use of case studies, students will learn how to apply legal principles and law to develop practical solutions to the challenges they are sure to face.

 

MIR 826 - Advanced Topics in Labour Law

Throughout the world, workplace misconduct is a serious issue. Using examples and case studies, this course will examine the nature and scope of the problem, risk factors and mitigation strategies. This will take place against a review of relevant labor laws, domestic statutes, oversight mechanisms, international treaties, conventions and regulatory schemes.

 

MIR 841 - Labour Policy

This course provides a basic overview of the major purposes and elements of current Canadian labour policy and emerging challenges in the context of changing external and internal environments. The three major areas of labour policy studied include regulations related to labour relations, labour standards, and labour markets in both the public and the private sectors. Among key areas studied include legislation and programs related to labour relations, pay equity, occupational health and safety, employment standards, worker compensation, unemployment insurance, as well as broader policy programs such as the federal sectoral councils program for skills development and adjustment. Although the main focus of the course is on Canada, aspects of North American or global developments relevant to Canadian labour policy will also be reviewed.

 

MIR 851 - Relationships in Organizations

The purpose of this course is to create better understanding of the importance of relationships in organizations.  Using a socio-psychological approach, the course will focus on topics central to relationship formation including social perception and cognition, attitudes and persuasion as well as inter-personal attraction and influence.  Among the topics to be covered include attachment theory, social identity, social networks, organizational compassion, emotions, politics and influence tactics, diversity, harassment.

 

MIR 852 - Leadership

This course examines theories and research findings from the behavioral sciences that are relevant to leadership and the influence process in groups and organizations. Topics may include personality, situational factors, intergroup processes, interpersonal perception as well as the motivation to both lead and follow.  The course also explores the implications of leadership training, organization development, and action research.

 

MIR 870 - Advanced topics in Industrial Relations

An advanced topics seminar providing contemporary perspectives on industrial and labour relations. Specific topics may vary from year to year, as issues change and different instructors are involved. In past years, the course has focused on new developments in industrial relations and alternative approaches to workplace governance at the organizational level, and has made use of case studies and group experiences.

 

MIR 885 - Industrial Relations in the Global Economy

This course develops a critical appreciation of the role of industrial relations in a global economic environment. The emphasis is on providing an understanding of the nature and scope of adjustments and adaptations in labour-management institutions and relationships required to deal with international competitive pressures, focusing on strategic links between HR/LR and competitiveness, the Japanese challenge, evolving management approaches and strategies, union responses and the labour agenda, and restructuring experience in key Canadian industries.

 

MIR 886 - Negotiation and Conflict Resolution

The object of this course is to develop industrial relations and human resource expertise including negotiation, conflict resolution and facilitation skills for those who will be employed in line, staff, or union positions in the public or private sectors. The course deals specifically with negotiation strategy and behaviour, labour and management attitudes and relationships, conflict and cooperation, methods of conflict resolution and facilitation, workplace innovations, strategic choice in IR/HR policy, new directions in IR/HR, and in the new roles of staff and line management in the high performance workplace.
 

MIR 888 - Advanced Topics in Labour Relations

The course is an advanced topics seminar providing contemporary perspectives on labour relations. The course is intended to explore specific aspects of labour relations in depth. Private and public sector labour relations issues may be explored. Specific topics may vary from year to year, as issues change and different instructors are involved.

 

MIR 889 - Advanced Topics in Human Resource Management

HR professionals are frequently tasked with developing programs to teach employees new KSAOs. Not surprisingly then, training and development is a core HR function and represents a real opportunity for organizational advantage. Over the course of this class, we will learn how to design, administer, and evaluate organizational training and development programs. Moreover, we will focus some attention on understanding the psychology of employees who may be enrolled in such programs (e.g., who is ready for training, can we identify different learning styles, how do we motivate individuals to participate and ultimately use their knowledge, etc?).

 

MIR 891 - Directed Special Studies

The purpose of the directed special studies/reading course is to provide additional flexibility in the MIR program to enable students to pursue in-depth study of a topic/subject relating to industrial relations and human resources management that is not covered by existing course offerings. The scope of this course will be arranged by the student in consultation with the instructor. Although the exact course format and requirements will depend on the nature of the subject area and on the discretion of the instructor, the following guidelines may be helpful: the minimum workload for the course is the same as required for a normal course; the student is normally required to undertake a review of the literature, including an annotated bibliography of the subject covered by the course; the student is normally required to write at least one major paper (minimum 20 typed pages or 5000 words in length) as a requirement for the course. The course is available only under special circumstances and with the permission of the Director. This course may be taken in any one of the three terms, but it can only be taken once during the MIR program. 

 

Meet our Students

Benjamin Turner

Benjamin Turner

Masters of Industrial Relations FT

Master of Industrial Relations (MIR) Candidate 2017 at Queen's University

I am a bilingual Master of Industrial Relations candidate who is specifically interested in recruitment and talent acquisition. I believe that an organization's most valuable asset is its human capital. This value is realized when effective testing and selection methods are utilized in the recruitment process. My human capital approach to human resource management is aimed at acquiring new talents who are not only exceptional candidates but also are the most suited individuals to an organization. This results in both high employee retention and a boost in organizational productivity. Further, human capital management is reactive to the modern business complexity's trends, gaps and changes. Therefore, as a human resource professional I will act as an organization's sensor in order to allow the organization to continue to progress without interruption.

My capacity in talent acquisition and recruitment lies in my ability to super-connect. Super connectors are individuals who build close relationships with diverse people very quickly. As a super connector I can match people with opportunities and, in doing so, leave my connections with a positive opinion of myself and my own abilities. Moreover, I always strive to stay '​in the know'​. This way I know what each of my connections is capable of, who is in their network, and what my connections need or are looking for. This allows me to instantaneously connect people based on needs and abilities, while increasing their own value.

 

 

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