In the People Analytics simulation, students take on the role of the Human Resources Director for a customer support call center with 500 agents and 25 team leaders. Over a five-to-seven-year period, they make a series of HR management decisions aimed at achieving the center’s strategic objectives—enhancing customer satisfaction while managing costs. Success in the achievement of these goals depends on maintaining a high-performing, engaged, and well-trained workforce.
Decisions are made in several areas, including HR policies, training, rewards, performance management, staffing, and recruitment. These choices are supported by data on employee engagement, efficiency, performance, and other HR metrics. An annual staffing and recruitment plan is generated based on projected workloads, and key decisions and assumptions that are entered by the student.
By analyzing historical HR decisions and performance metrics, students discover relationships between variables and apply these insights to their decision-making. Students must also react to significant changes in the external environment and technological advances that surface throughout the simulation.
Succeed and learn
By playing the HR Management Simulation: People Analytics, participants:
Experience the strategic and operational challenges and choices that HR managers need to make.
Use data and analytics to make HR management decisions, including decisions on organizational policies, training, rewards and staffing.
Associate Professor, University of Birmingham, Dubai
I used the HRM simulation with my Undergraduate and Postgraduate students. The buzz created during the class is incredible. It led to students working in teams and applying the knowledge they learnt during the semester. What stood out is how some of the quiet students started engaging with others. It was truly a game changer.
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