HR Strategizer is a Serious Business Simulation "Game" and a Predictive Modelling Tool

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HR Strategizer is designed to test an HR professional's ability to think strategically and anticipate how the company's workforce will react, individually or collectively, to common HR events and provide the right advice to management.

It is all about earning a seat at the "table"

The game offers participants strategic options to choose from and measures the impact of their decisions on the company's Profit & Loss Statement.

The HR Strategizer game application is now adaptable as an HR PREDICTIVE MODEL. The knowledge base used to construct the conetent of this "game" can be validated and used to predict future financial outcomes from HR strategic decisions.

 

The Adaptability of HR Strategizer

The HR Strategizer "game" can be adapted for the followiing uses:

  • A serious business simulation “game” for universities and colleges
  • An aptitude testing method for the recruitment process
  • A set of scenarios for mentors to use to transfer HR knowledge to their mentees. 
  • An online learning tool that can be integrated into a course
  • A method for testing internal candidates for promotion, not just in HR but for people management roles.
  • A knowledge management tool to document and use for knowledge transfer
  • A means to change the culture of the HR department to a more professional technology based service provider
  • Finally, as a predictive modelling tool for HR executives with the potential to improve company strategic HR decisions and contribute to company profitability

The Simulated Business Activity

The game is about a SIMULATED ACTIVITY (group collaboration to recommend HR strategy) to achieve a GAME RESULT (financial perform measured in the company's Profit & Loss statement). See the process flow diagram

The Benefits of Participating in the HR Business Simulation Games

HR Strategizer is a serious game for HR and people managers. The business benefits and learning objectives are:

To acquire experience dealing with situations in a game environment so that participants are better prepared to deal with similar situations in their professional life

To identify the kind of HR metrics management need to make the right business decisions

To learn the financial impact of decision making or strategic advice offered

To understand the difference between a short term tactical solution and a longer term strategic goal

To achieve the learning objectives the HR Strategizer game simulates real world business activities.

Earn a "Seat at the Table"

Management look to HR to provide advice and guidance on the best strategy and action to take where the company’s workforce is involved in issues that impact the company’s profitability. The advice could be related to every-day events (tactical decisions), or longer term issues that will impact operations in the future and require a strategic response.
HR believes strategic advice to the Company Board, or top executive team, warrants a “seat at the table”.  The HR Strategizer “game” introduces HR professionals to the kind of issues that would require advice from HR.

To provide quality advice HR needs:

Access to the right workforce information: An HR technology platform with a unified database capable of storing information from multiple sources is essential to produce HR metrics and dashboard displays.

Experience in similar situations: Most HR professionals would not encounter the kind of events simulated during the HR Strategizer “game” unless they spent 20 years in the job. HR Strategizer compresses those 20 years into 10 financial cycles and translates the HR advice into the measurable impact the decisions will have on the company’s Profit and Loss Statement.

Develop an HR PREDICTIVE MODEL for management presentation

Predictive modelling has long been the Holy Grail for HR professionals. Some of the obstacles that stood in the way included poor data quality, complex and expensive software to produce a visual representation of predicted outcomes, lack of understanding of data, lack of integration between systems to produce a unified and structured data set, reliance on fragile spreadsheet data, costly data warehouses to bring in external data, and finally lack of management confidence in HR’s ability to provide a reliable model for critical decision making.

Now, with BIG DATA opening up new opportunities for advanced business intelligence the need for predictive analytics and modelling has never been greater. The good news is organisations can now build their own custom application on new HR platform technology.

Content in the HR Strategizer game mirrors the real world and once validated can be used to predict future outcomes from strategic decisons. The diagram below is an example of how a predictive model can be constructed to display the financial impact of a decision:

 

Real-World Implementation of an HR Metrics Platform

Management no longer expects a “gut feel” response by HR to important workforce issues. Management expects advice to be made on experience and analysis of information extracted from their HR database. The right information requires the right data to be collected from the appropriate sources and processed for presentation. The challenge is for companies to have immediate access to reliable quality data. The right technology today is a Cloud-Based HR platform with an “open” database to support integrated HR business applications and information reporting tools.

In the “real world” HR Cloud Solutions can help clients develop appropriate metrics and collect all of the data needed through their custom application solutions on an HR Cloud-Based platform. The HR Cloud Solutions library of metrics are grouped according to the impact they will have on the business operation and company’s Profit and Loss Statement. The same groups of metrics are used throughout the HR Strategizer game to simulate information provided to management, as part of a periodic Board Report, and then to answer questions from the Board minutes.

The six HR metric categories used by HR Strategizer are:

1. Risk Avoidance,

2. Employee and Organisation Effectiveness,

3. Talent Acquisition,

4. Talent Retention,

5. Talent Enhancement, and

6. Improved Productivity and Service Delivery.

By providing HR metrics to illustrate trends in the six categories (see the HR Cloud Solutions Wiki  for more details and a full list of HR metrics) HR can focus on what management should be concerned with, interpret statistical information, and respond to questions about the trends and what should be done to rectify or avoid adverse impacts on the company’s financial performance. HR Strategizer provides examples of the type of questions likely to emerge from management meetings where HR metrics are presented. In practice management would be looking to HR for the wisdom and experience acquired from dealing with similar issues in the past to help guide them through potentially dangerous situations.

Applying Game Experience to the Real World

By participating in the HR Strategizer game it is hoped that players will gain an insight into the importance of quality and accurate workforce information to support decision making and to understand and identify trends illustrated by HR metrics to help executives manage the company’s financial performance. Underpinning the metrics used in the HR Strategizer game is the existence of a robust, reliable and flexible database.

New technology now enables HR to build their own custom solution without relying on HR software vendors to provide their solution and idea of best practice. Every company is different and require their own set of data for today’s purposes and must have the ability to change in the future without vendor lock-in. The solution is the new HR platform technology. Contact HR Cloud Solutions for more information on the best infrastructure or info@hrstrategizer.com for moe details on how to build a similar application on the Force.com platform