HR Simulation Incidents Reflection

Now that the HR Simulation has come to a close, I would like to reflect upon my experiences. I found that one of the most interesting sections for the HR Simulation was the individual incidents. This part of the simulation allowed for an even more realistic outlook on management. HR managers need to address similar incidents on a daily basis and it allowed me to put myself in their shoes. This part of the simulation also increased our group interaction. Group members expressed different opinions, and we had to compromise weekly, which is another aspect of management.

On a side note, it felt as if the computer program did not always read the incidents correctly. This became a problem because our team’s enthusiasm to complete the incidents began to fall. After speaking with other groups that were participating in the HR Simulation, I found that they could relate to this problem as well. It felt as if our opinions did not matter and it was just busy work.

Overall, the HR Simulation was a great hands on activity that allowed students to gain a more realistic approach to management.


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I think that it is interesting that you chose to focus your reflection on the incident part of the HR simulation.

I agree with you that the incidents made the simulation more relevant to a real life environmnent. I realize that the simulation is bound by a number of restrictions, but I think that it would be interesting to put a new 'critical thinking' category for this section of the project.

This new category, for example, could allow groups to provide their own solution to the problem at hand, and to provide a written document describing the reasoning behind their decision. I think that it would make the learning process through the simulation a more dynamic one.


Posted by: Ben Meck
Posted on: December 12, 2006 01:03 PM


I agree with both you and Svetlana! The incidents were certainly very interesting, but they could be improved upon. Svetlana's suggestion is a great one to make it more dynamic.

Our group thinks that the incidents were not read incorrectly, but assigned incorrectly. It appears that they were read in alphabetical order and we cannot understand why they were assigned in non-alphabetical order.

We had the same incident twice and put down the same decision both times, but received opposite feedback from our CEO.

Perhaps this could be looked into next semester as well.


I was thinking along the same lines as your critical thinking section for the HR Simulation. I think that if more open ended sections are connected with the simulation, the students would feel as if their thoughts actually more. At times, our group actually did not agree with any of the incident solutions, yet we had to pick one. A solution to this problem would be a section where the group can make their own solutions to the problems. The only drawback to this type of added section to the simulation would deal with the fact of manipulating the program in order for it to process such a task.


Our group had also come to the same solution about the incidents. On a good note, this sort of problem can be easily fixed by either the professor or the program developers. If I remember correctly, many students expressed this concern during the HR Simulation debrief and hopefully the concern will be handled accordingly. Nonetheless, it probably did not affect the industry by large because none of the groups were receiving positive results. Yet, I wonder how our individual group numbers would have changed if the correct incidents were inputted.

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