When you reply to two your classmates' posts, respectfully agree/disagree to the post and explain why, while offering an opinion with an example to support it with citations and references. Be sure to do one or more of the following:

• Agree and explain why you agree.
• Respectfully disagree and explain why you disagree.
• Offer an opinion with an example to support it.
• Propose an idea or a suggestion.
• Tell a related personal story.
• Respond to the classmates' or the instructor's questions.
• Pose a question and be sure to include your own answer as an example.
• Explain how the discussion question connects to real-life experiences.

Classmate 1:

Simulation modeling is a research method developed to imitate real-life systems within a digital environment to create statistical results (Solberg, 2021). Simulation modeling is commonly utilized for analyzing and enhancing systems. This typically involves adjusting the virtual model to test for potential improvements before implementing changes in the real world, which serves as an effective tool for supporting decision-making and reducing risks (Solberg, 2021).

The procedure for performing data analysis simulations may differ based on the specific objectives, dataset, and techniques used. It typically involves the following steps: identifying the problem, identifying the variables that need comparison, data collection techniques, selecting a simulation model and algorithm, running the simulations, examining the outcomes, developing recommendations for change, implementing the change and ongoing review (AcqNotes, n.d.).

Here are the steps the HR Manager should take to run the simulation:

Define the Problem

As an HR manager at a big university, the issue of an imbalanced distribution of full professors compared to assistant and associate professors has been identified as a concern. The first step is to define the problem clearly and understand the factors contributing to this imbalance. This includes analyzing the university's current promotion, hiring, firing, and retirement policies, as well as any other potential influencing factors.

Identify Variables and Parameters

In order to create a simulation model, the key variables and parameters that impact the distribution of professors at different levels need to be identified. This may include factors such as the number of full professors, assistant professors, and associate professors currently employed, the promotion rates of progression amongst these positions, the hiring rates for each level, the firing rates, and the retirement rates.

Collect Data

Collect data on the current distribution of professors at different levels within the university, as well as historical data on promotions, hirings, firings, and retirements. This data will serve as the basis for the simulation model and will help identify any trends or patterns that may be contributing to the imbalance.

Develop the Simulation Model

Using the data collected, develop a simulation model that represents the current state of the university in terms of the distribution of professors at different levels. This model should incorporate the variables and parameters identified in step 2, as well as any upcoming changes to promotion, hiring, firing, and retirement policies.

Run Simulations

Once the simulation model is developed, run multiple simulations to study the impact of different scenarios on the distribution of professors at different levels. This may include simulations with variations in promotion rates, hiring rates, firing rates, and retirement policies to assess how these changes impact the imbalance.

Analyze Results

Analyze the results of the simulations looking for any identified trends attributing to the imbalance of professors at different levels within the university. This analysis may help uncover potential areas for improvement in current policies and practices.

Develop Recommendations

Based on the findings from the simulation model, develop recommendations for potential policy changes that impact promotions, hiring, firing, and retirement that could help address the imbalance moving forward.

Implement Changes

Implement the recommended changes within the university. Monitor the impact of these changes over time and continue to use the simulation model to assess the effectiveness of these new policies in addressing the imbalance of professors at different levels.

Ongoing Review and Adjustments

Regularly review and adjust the simulation model based on new data and feedback to ensure that it remains an accurate representation of the distribution of professors at different levels within the university.

References:

Solberg, T. (2021). A practical introduction to simulation modelling for data scientists. Medium. https://towardsdatascience.com/a-practical-introduction-to-simulation-modelling-for-data-scientists-a5e32cec0304Links to an external site.

AcqNotes. (n.d.). Modeling & Simulation. https://acqnotes.com/acqnote/tasks/simulation-modeling-steps

Classmate 2:

To address the imbalance in the distribution of professors across the university, we can use simulation modeling to determine the potential reasoning behind it. "Modeling and simulation constitute a powerful method for designing and evaluating complex systems and processes, and knowledge of modeling and simulation principles is essential to APL's many analysts and project managers as they engage in state-of-the-art research and development" (Menner, 1995). There are seven possible steps needed to take to get to a conclusion.

Step 1: Collect Data & Analysis it

Step 2: Identify Variables

Step 3: Build a Stimulation Model on the Software

Step 4: Validate

Step 5: Analysis of the issue

Step 6: Review the HR Policy

Step 7: Decision Making

The first step is one of the most important ones to collect data and analyze to understand the trends over the past few years, such as promotions, hiring, retirements, etc. The second step is to identify the critical variables influencing the outcome, such as the hiring practice use, the promotional qualifications, etc. These variables would be the ones used within the simulation model. The third step is building the stimulation, using program software like Python, Node, and Swift to help create a replicate of the University HR system to analyze the occurring issue. After the software is made, the validation is performed to see if it works appropriately and reflects accurate data. Then, we continue with scenario analysis, which involves adjusting different HR policies to explore other options for the reasoning behind everything. Then, the sixth step would be to review the HR policy to determine which policies need to be changed or can be effective in the imbalance in professors. Then, the final step is to simulate resultsanddecide about the policies and strategies to make a balanced distribution among the professors. From then on, pleasecontinue monitoring and adjusting the policies accordingly.

Reference:

Menner, W. A. (1995b). Introduction to modeling and Simulation. https://secwww.jhuapl.edu/techdigest/Content/techdigest/pdf/V16-N01/16-01-Menner.pdf