" This half semester class presents an introduction to macroeconomic modeling, focusing on the theory of economic growth and some of its applications. It will introduce a number of models of non-stochastic and stochastic macroeconomic equilibrium. It will use these models to shed light both on the process of economic growth at the world level and on sources of income and growth differences across countries."
In economics, the term 'labor' refers to workers. As a factor of production, labor earns wages for the services that it renders. As such, students of labor economics have traditionally set out to understand wage formation, the level of employment, and all elements that go into the making of a wage relationship. Over the years, the social and economic contexts in which labor markets operate have become increasingly complex; nowadays, labor economics is no longer limited to the study of wages. Modern labor economics instead seeks to understand the complex workings of the labor market by studying the dynamics between employers, employees, and their wage-, price-, and profit-making incentives. In other words, modern labor economics explores the outcomes of the labor market under the assumption that workers strive to maximize their wellbeing and firms strive to maximize profits. It also analyzes the behavior of employers and employees and studies their responses to changes in government policies and/or in the demographic composition of the labor force. Upon successful completion of this course, students will be able to: Demonstrate an understanding of basic labor economics theory, including labor market structures and wage determination; Apply their understanding of theoretical models to analyze trends in data pertaining to topics in labor economics; Apply their understanding of theoretical models to case studies presented in the course; Construct, defend, and analyze important labor policy issues; Comprehend, assess, and criticize existing empirical work in labor economics. (Economics 303)
Neoclassical analysis of the labor market and its institutions. A systematic development of the theory of labor supply, labor demand, and human capital theory. Topics discussed also include theories of wage and employment determination, turnover, search, unemployment, equalizing differences, and union behavior. Particular emphasis on the interaction of theoretical and empirical modeling. The aim of this course is to acquaint students with traditional topics in labor economics and to encourage the development of independent research interests. This course is taught in two parts: Fall term and then in the subsequent Fall term.
The aim of this course is to acquaint students with traditional topics in labor economics and to encourage the development of independent research interests. We will cover a systematic development of the theory of labor supply, labor demand, and human capital. Topics include wage and employment determination, turnover, search, immigration, unemployment, equalizing differences, and institutions in the labor market. There will be particular emphasis on the interaction between theoretical and empirical modeling.
" This course is an introduction to labor economics with an emphasis on applied microeconomic theory and empirical analysis. We are especially interested in the link between research and public policy. Topics to be covered include: labor supply and demand, taxes and transfers, minimum wages, immigration, human capital, education production, inequality, discrimination, unions and strikes, and unemployment."
Theory and evidence concerning the functioning of the labor market. Particular emphasis on the roles played by government and institutions. Topics include minimum wages, labor market effects of social insurance and welfare programs, the collective bargaining relationship, discrimination, human capital, and unemployment.
Models of economic growth, old and new. Half-term subject. Introduction to the theories of economic growth. Topics will include basic facts of economic growth and long-run economic development; brief overview of optimal control theory and dynamic programming; basic neoclassical growth model under a variety of market structures; human capital and economic growth; endogenous growth models; models with endogenous technology; models of directed technical change; competition, market structure and growth; financial and economic development; international trade and economic growth; institutions and economic development.
Managing Human Capital involves strategically allocating the most valuable resources and people to the right areas of a firm. This course will introduce relatively advanced topics in the field. Upon successful completion of this course, students will be able to: Demonstrate the ability to effectively manage human capital and properly assess knowledge, skills and abilities to find valuable resources (people); Identify key laws and legislation that shape how human capital decisions should be made; Develop a strategic understanding of why managing human capital is relevant for all managers in any organization; Define and conduct a job analysis and discuss the validity of an analysis in support of other key human capital functions; Understand and develop a personnel plan, creating successful strategies for recruiting and selecting valuable human capital; Identify and apply the concepts associated with employee safety and health in support of effectively managing human capital; Create strategies to support the training and development of human capital and understand the impact of career/succession planning; Identify and apply the concepts/issues associated with compensation and benefits to create an attractive environment that draws valuable resources to an organization; Explain the distinction between performance management and performance appraisals; Conceptualize HR strategies to improve overall organizational success; Identify the key elements and contexts of affirmative action and use that insight to support making informed decisions regarding diversity when managing human capital; Develop and refine the critical thinking skills necessary to identifying and implementing effective human capital strategies; Demonstrate an understanding of the impact that career/succession planning has on human capital; Define and apply the concepts of labor and employee relations and clearly define the relationship between the employer and the employee. (Business 301)
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