Managing Human Resources Simulation


 

Page 396 - Developments in Business Simulation and Experiential Learning, volume 41, 2014 

MANAGING HUMAN RESOURCES SIMULATION 
 

David Rahn 

California State University Chico 

DRahn@csuchico.edu  

ABSTRACT 

 
The name of the game is Managing Human Resources 

Simulation. This simulation is a set of connected case 

studies situated within the Human Resources function, and 

occurring over time. This approach corresponds to the 

learner-centered model referred to as “Problem-Based 

Learning” or PBL. Participants learn to analyze 

information, solve problems by applying what they’ve 

learned in the course, and then assess their results. This 

means that while they are making decisions and analyzing 

outcomes, participants are “discovering” the cause and 

effect relationships that are true for HRM and the 

organization in the simulated company. 

This simulation may be used effectively in a university 

course that surveys HRM, a capstone integration of an 

HRM major or minor, a graduate course that surveys 

HRM, or an organizational training program on human 

capital decision-making. The game can be played in-class, 

entirely online, or with a combination of in-class and 

online approaches. 

 

PARTICIPANT OUTCOMES 

 
The purpose of the simulation is problem-based or 

discovery learning which is based on learning by doing and 

then reflecting about what was observed and experienced. 

Consequently, the learning objectives emphasize the 

application of learning from other sources, and the practice 

of skills already or about to be acquired. Here is a list of 

participant learning objectives: 

 

 Increase understanding of the relationships among 

HRM practices and organizational outcomes.  

 Practice analytical reasoning and critical thinking. 

 Practice working with data and basing decisions on it. 

 Develop a more strategic focus for decision-making by 

linking key results to decisions about practices. 

 Experience managerial decision-making. 

 Stay within a budget and balance competing priorities. 

 Practice team project management with multiple, 

complex projects. 

 Develop reports and presentations that analyze and 

explain results.  

 Apply what participants have learned in their readings. 

 Supplement knowledge of current issues in HRM. 

Requirements 

The game can be played for 1 to 8 quarters. In order to 

accomplish the basic learning objectives, at least one 

quarter must be played and analyzed. Being conservative 

with allotting time I would suggest a 1 hour slot allotted as 

follows: 

 

 15 minutes for Introduction 

 15 minutes for team decisions 

 15 minutes for analysis 

 15 minutes for debriefing 

 

Minimum Number of Players 

The game can be played by as few as one player. In the 

classroom this game can be played by up to 15 teams with 

any number of players. For this conference I would suggest 

that 8 teams with 3 to 4 players would be a realistic 

maximum. 

 

Equipment Players Need 

None, although it would help if any had laptops with 

Internet connections. This would speed up entering 

decisions.  

 

Room Configuration 

It would be nice to have tables for teams to place 

reading material and decision forms which I provide.  

mailto:DRahn@csuchico.edu