Recursos Humanos Públicos

The coordinator of the urban-control team of a fictional Colombian municipality runs one performance year (February 2027 to June 2028) inside the civil-service rules: 34 posts, 5 definitive vacancies, 9 provisional employees waiting for the merit competition of the national civil-service commission, 3 career employees who underperform, 520 new files a month and 2,100 in backlog, and pay nobody can change.

Decision 1: fill the vacancies with service contracts, with encargo and the merit route, or with names recommended by the mayor's office; what to tell the provisional employees about the competition; how to induct newcomers.

Decision 2: motivate without pay levers - overtime, employee of the month or team recognition in the incentive plan; central review, team goals or no goals; a course catalogue, no training or training tied to the competition. Decision 3: three underperformers - transfer, diagnose with an improvement plan, or isolate them; the performance record; what to do if one does not improve.

Decision 4: the list of eligible candidates arrives - knowledge transfer, how the provisional employees leave, and the 2028 staff plan (contractors, a technical workload study or no change). The model is deterministic and month by month: capacity from heads, newcomer ramps, work climate and resignations; a backlog queue gives the share of files answered in time; legal exposure and extra cost in millions of pesos.

The score combines the quality of each decision with service, climate, legal exposure and cost, and is capped when a decision breaks the civil-service rules. Spanish (primary, Colombia) and English.

Una simulación de nivel intermedio para participantes que ya conocen los conceptos básicos de la materia, pensada para programas de máster y MBA.