HR Cycle Simulation Game
Inquiry Framework
Question Framework
Driving Question
The overarching question that guides the entire project.How can we design an engaging HR simulation game that accurately reflects the complexities of the HR cycle, from recruitment to performance monitoring, while preparing students for emerging trends in the future of work?Essential Questions
Supporting questions that break down major concepts.- How can a simulation game effectively teach the complexities of the HR cycle?
- What are the key stages of the HR cycle, and how can they be realistically represented in a game environment?
- How do recruitment, interviewing, and onboarding processes contribute to successful employee integration?
- What strategies can be used to assess candidates effectively during the selection process?
- How does performance monitoring impact employee development and organizational success?
- What are some emerging trends in HR, and how can they be incorporated into the simulation to prepare students for the future of work?
Standards & Learning Goals
Learning Goals
By the end of this project, students will be able to:- Understand the entire HR cycle.
- Simulate recruitment, interviewing, and onboarding processes.
- Assess candidates effectively using various strategies.
- Understand performance monitoring and its impact.
- Incorporate emerging trends in HR into the simulation.
Entry Events
Events that will be used to introduce the project to studentsThe HR Challenge: A Company in Crisis
Students are presented with a fictional company facing a major HR crisis (e.g., high turnover, discrimination lawsuit). They must use their HR knowledge to solve the crisis within the simulation, immediately highlighting the importance and impact of effective HR practices.Portfolio Activities
Portfolio Activities
These activities progressively build towards your learning goals, with each submission contributing to the student's final portfolio.HR Cycle Navigator: Recruitment Roadmap
Students will map out the initial stages of the HR cycle, focusing on recruitment processes. This activity sets the foundation for understanding how to attract and select the right candidates.Steps
Here is some basic scaffolding to help students complete the activity.Final Product
What students will submit as the final product of the activityA detailed recruitment process flowchart with defined roles and responsibilities for HR professionals.Alignment
How this activity aligns with the learning objectives & standardsAddresses the learning goal: Simulate recruitment... processes. Covers understanding the initial stages of the HR cycle.Interview Architect: Crafting the Candidate Conversation
Students design interview questions and assessment strategies to evaluate candidates effectively. This activity emphasizes the importance of structured interviews in identifying top talent.Steps
Here is some basic scaffolding to help students complete the activity.Final Product
What students will submit as the final product of the activityA structured interview guide with a scoring rubric for candidate evaluation.Alignment
How this activity aligns with the learning objectives & standardsAddresses the learning goal: Assess candidates effectively using various strategies. Covers interview and assessment strategies.Selection Strategist: The Final Decision Matrix
Students create a decision matrix to analyze candidate data and make informed hiring decisions. This activity underscores the need for objective and data-driven selection processes.Steps
Here is some basic scaffolding to help students complete the activity.Final Product
What students will submit as the final product of the activityA completed decision matrix justifying the selection of a candidate based on weighted criteria.Alignment
How this activity aligns with the learning objectives & standardsAddresses the learning goal: Simulate... onboarding processes. Covers the final selection process.Performance Pathfinder: Monitoring for Growth
Students create a performance monitoring system to track employee progress and identify areas for improvement. This activity stresses the importance of regular feedback and development opportunities.Steps
Here is some basic scaffolding to help students complete the activity.Final Product
What students will submit as the final product of the activityA performance monitoring system with feedback mechanisms and development plans.Alignment
How this activity aligns with the learning objectives & standardsAddresses the learning goal: Understand performance monitoring and its impact. Covers performance monitoring.HR Futurist: Adapting to Tomorrow's Workplace
Students research emerging trends in HR and propose innovative solutions to address future challenges. This activity prepares students for the evolving landscape of human resources.Steps
Here is some basic scaffolding to help students complete the activity.Final Product
What students will submit as the final product of the activityA report on emerging trends in HR with proposed strategies and policies for the future.Alignment
How this activity aligns with the learning objectives & standardsAddresses the learning goal: Incorporate emerging trends in HR into the simulation. Covers emerging trends.Rubric & Reflection
Portfolio Rubric
Grading criteria for assessing the overall project portfolioHR Process Simulation Game Assessment Rubric
Understanding of HR Recruitment Cycle
Assessment of students' ability to comprehensively map the recruitment process and identify HR roles.Recruitment Flowchart Detail
The detail and accuracy of the recruitment process flowchart created by students, highlighting decision points and potential bottlenecks.
Exemplary
4 PointsThe flowchart is comprehensive, accurately mapping all stages with clear decision points and potential bottlenecks, and is presented in a highly organized and visually appealing manner.
Proficient
3 PointsThe flowchart accurately maps most stages of the recruitment process, includes decision points, but minor details or visual organization can be improved.
Developing
2 PointsThe flowchart covers some stages of the recruitment process, includes limited decision points, and lacks clarity in presentation.
Beginning
1 PointsThe flowchart is incomplete, missing key stages and decision points, with poor organization.
Roles and Responsibilities Clarity
Clarity in defining the roles and responsibilities of HR professionals within the recruitment stages.
Exemplary
4 PointsRoles and responsibilities are thoroughly and clearly defined for each stage, demonstrating deep understanding.
Proficient
3 PointsMost roles and responsibilities are clearly defined with few ambiguities.
Developing
2 PointsRoles and responsibilities are partially defined, with several ambiguities.
Beginning
1 PointsLimited roles and responsibilities are defined, mostly unclear.
Design of Interview Assessment Tools
Evaluation of students' skills in crafting effective interview questions and assessment rubrics.Range and Relevance of Interview Questions
Diversity and relevance of interview questions designed by students to assess candidate skills and attributes.
Exemplary
4 PointsInterview questions are diverse, relevant, and customized to the job role, covering all necessary skill areas.
Proficient
3 PointsInterview questions cover most necessary skills with reasonable diversity, relevant to the job role.
Developing
2 PointsInterview questions show limited diversity and relevance to the job role.
Beginning
1 PointsInterview questions lack diversity and are mostly irrelevant to the job role.
Effectiveness of Candidate Evaluation Rubric
The thoroughness and applicability of the evaluation rubric or scoring system created for interviews.
Exemplary
4 PointsThe rubric is comprehensive, with clear, applicable criteria that effectively distinguish candidate performance.
Proficient
3 PointsThe rubric is clear and applicable but could include more nuanced criteria.
Developing
2 PointsThe rubric includes basic criteria with limited clarity and differentiation.
Beginning
1 PointsThe rubric lacks clarity and does not effectively differentiate between candidates.
Use of Data in Candidate Selection
Assessment of students' ability to use data and decision matrices to make informed hiring decisions.Decision Matrix Design
The design of the decision matrix and use of weighted criteria to rank candidates.
Exemplary
4 PointsThe decision matrix is designed with well-weighted, relevant criteria, clearly supporting informed hiring decisions.
Proficient
3 PointsThe decision matrix incorporates weighted criteria with some effectiveness in supporting decisions.
Developing
2 PointsThe decision matrix has some criteria and limited weighting effectiveness.
Beginning
1 PointsThe decision matrix lacks relevant criteria and clear weighting, not supporting informed decisions.
Performance Monitoring Systems
Assessment of students' ability to design effective performance monitoring systems.Performance System Design
The design and practicality of the performance monitoring system tailored to a specific job role.
Exemplary
4 PointsThe system is highly practical and effectively tailored, providing clear pathways for feedback and development.
Proficient
3 PointsThe system is practical and tailored but could enhance pathways for feedback.
Developing
2 PointsThe system is basic with limited tailoring and pathways for feedback.
Beginning
1 PointsThe system lacks practicality and does not support feedback effectively.
Integration of Emerging HR Trends
Evaluation of students' ability to research and propose solutions for emerging HR trends.Trend Analysis and Strategy Proposal
The depth of analysis on HR trends and the creativity of proposed strategies.
Exemplary
4 PointsAnalysis is in-depth with innovative and feasible strategies that address future challenges effectively.
Proficient
3 PointsAnalysis is thorough with practical strategies that address future challenges.
Developing
2 PointsAnalysis covers basic trends with limited creativity in strategies.
Beginning
1 PointsAnalysis lacks depth and creativity in strategy proposal.