Frequently asked questions for HRManagement

HRManagement is an online, team-based simulation from Interpretive Simulations that puts students in the role of Human Resource Director for a growing, mid-sized organization. Students make quarterly decisions related to staffing, compensation, training, employee relations, diversity, and budgeting, and see how those decisions affect outcomes such as turnover, morale, productivity, and costs.

HRManagement is commonly used in undergraduate and graduate courses in Human Resource Management and HR Strategy. It works well in face-to-face, online, and hybrid formats.

No. The simulation is intentionally industry-neutral. Instructors can frame the organization as manufacturing, service, for-profit, or nonprofit, depending on course objectives.

HRManagement is based on established HR research and practice. The model reflects real-world tradeoffs between cost control and workforce outcomes such as morale, productivity, and turnover, rather than rewarding any single “correct” strategy.

Unlike static cases, HRManagement allows students to experiment, make mistakes, and see consequences over time. This reinforces systems thinking and helps students connect HR theory to real managerial outcomes.

Yes. Many instructors use HRManagement alongside standard HRM textbooks to reinforce core concepts through applied decision-making.

Most instructors use HRManagement in teams of 3–4 students, which encourages collaboration and discussion around tradeoffs and priorities. Individual play is often used for practice rounds or smaller classes.

The simulation typically runs for 8 or 12 decision periods (simulated quarters). Each period represents one quarter of business activity, allowing students to see both short-term and long-term effects of HR decisions.

Yes. Instructors can customize:

• Number of periods
• Team size
• Competition type (direct or benchmark)
• Incidents and assignments
• Practice rounds

Absolutely. HRManagement is widely used in asynchronous and synchronous online courses. Team communication, assignments, and reporting tools support remote collaboration.

Instructors set the schedule, choose assignments and incidents, and facilitate discussion, but Interpretive manages the simulation logistics and handles student technical support. This allows instructors to focus on teaching rather than administration.

HRManagement supports flexible grading. Instructors often use a combination of:

• Quizzes (case and concepts)
• Individual and team assignments
• Simulation performance metrics
• Peer evaluations

Students make decisions in areas such as:

• Hiring, promotions, and layoffs
• Wage and benefit levels
• Training investments
• HR programs and policies
• Budget allocation across HR functions

These decisions are constrained by an annual HR budget and labor market conditions.

Incidents are short, scenario-based mini-cases that introduce real-world HR challenges (e.g., harassment policies, remote work, safety issues). Students must respond to these issues in addition to making their regular HR decisions.

No. The simulation is designed for students who are new to HR concepts. The case, student manual, built-in analysis tools, and instructor-selected assignments guide students step-by-step through the experience.

The learning curve is moderate but manageable. Most instructors use a short practice round to help students become comfortable with the interface and decision logic before competitive play begins.

No. Simply increasing wages, benefits, or training does not guarantee better outcomes. Students must weigh costs against returns and justify decisions within a limited budget, reinforcing strategic thinking.

Teams often struggle when they:

• Ignore workforce planning and future staffing needs
• Over- or under-invest in compensation and training
• Fail to address morale or turnover issues
• Make inconsistent decisions that don’t align with stated goals

These challenges become valuable teaching moments.

After each period, students receive detailed department and environment reports that link decisions to outcomes. Built-in analysis tools help them identify patterns and diagnose problems.

Yes. The simulation includes workforce demographics, diversity-related incidents, and assignments that encourage students to think critically about equitable hiring, promotion, and policy decisions.

Students frequently report a better understanding of:

• Creating and managing HR budgets
• The cost of turnover
• The complexity of HR tradeoffs
• The link between HR policies and organizational performance
• The strategic role of HR within the firm

Each instructor is paired with an Interpretive Customer Relationship Manager who assists with setup, scheduling, and best practices. Interpretive also provides manuals, teaching notes, sample syllabi, and assignment guides.

Interpretive provides technical support directly to students, answering access and platform questions so instructors are not burdened with troubleshooting.

To adopt HRManagement, instructors contact Interpretive to set up a course site, select options, and schedule the simulation. Interpretive handles the setup and onboarding process from there.