Managing Human Resource Simulation In Health Administration


Page 324 - Developments in Business Simulation and Experiential Learning, Volume 43, 2016 

 

ABSTRACT  
 

The name of the game is Managing Human Resources Simula-
tion in Health Administration.  This simulation is a set of con-
nected case studies situated within the Human Resources func-
tion, and occurring over time in a Health Administration envi-
ronment of a hospital.  This approach corresponds to the learn-
er-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 in Health Administration, a capstone integra-
tion of an Health Administration major or minor, or a graduate 
course that surveys HRM in Health Administration.  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 discov-

ery learning which is based on learning by doing and then re-
flecting about what was observed and experienced.  Conse-
quently, 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 ob-
jectives: 

 

 Increase understanding of the relationships among HRM 
practices and organizational outcomes in a hospital envi-
ronment.  

 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 HR in Health Admin-
istration Management practices. 

 Experience managerial decision-making for HR members 
in a Health Administration environment. 

 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 in Health 
Administration environments. 

 

Time Required 
 
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 I Provide 

 
I bring a laptop. Hand outs of work forms and briefing in-

formation.  I can run the entire game from this machine with no 
other materials needed by players.  
 
Equipment Players Need 

 
Internet connection. 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. 
 
Other relevant information 
 

Time beyond the hour suggested could be used to run addi-
tional quarters of the game.  

Managing Human Resource Simulation In Health Administration 
 

David R. Rahn 
California State University, Chico 

drahn@csuchico.edu