In the HUMAN RESOURCES [08] dashboard you will see your company’s organizational chart (the main R&D functions) with the different departments, leaders/managers, average department engagement and department effectiveness scores.
By clicking on one of the departments you will get to a detailed department dashboard. You can always go back to the former dashboard/org-chart by clicking on the green “back button”. 
The Department Dashboard
In the department dashboard you will see in the left window data about your departments performance and KPIs (Key Performance Indicators). In the middle window you will see a detailed overview of the manager/leader of this department. In below example the department is Clinical Data Management and current leader is Roman Paul.
Department Details / KPIs:
In the department dashboard you will see on the left the Department KPIs: department engagement score and department effectiveness (see Appendix for further explanation) and the development of these KPIs in the last quarters.
You will also see the most important department specific KPI (e.g. for Clinical Data Management: Last Subject Last Visit to Database Lock) and see if this KPI is currently “Best in Class” (vs Industry Competitors) or not.
And you see the Business Model Setup (Operating/Sourcing and IT Model setup). By clicking on the different items, you can browse through different options and change e.g. the IT landscape settings or Sourcing decisions. You find a detailed description on the available sourcing models in the game under: Appendix – Operating and sourcing models.
MANAGER / LEADERSHIP SKILLS
In the middle window you see for the current department leader some CV details and the leaders actual leadership skill KPIs: MOTIVATIONAL-, ENTREPRENEURAL-, functional EXPERTISE-, TOXICITY, PRAGMATISM-, PEOPLE DEVELOPMENT-abilities. (Details on these KPIs can be found in the APPENDIX or using the help function in the game)
At the beginning of employment of a new leader/manager you will only see a potential KPI range (in this example: People Development-ability KPI is between 35-65). After working longer with the leader, you will get (quarter by quarter) more insights and see more precise leadership skill KPI scores.
By clicking on the “REPLACE” button you can search for another candidate that you can hire as a new leader/manager for this position.
You can scroll through the different candidates that are currently available for this position by clicking on the yellow arrows: 
Clicking ‘HIRE CANDIDATE’ will replace the current leader with your chosen candidate.
| Leadership is a critical determinant of a company’s success, fundamentally shaping employee engagement and motivation. The environment and culture leaders cultivate have a profound impact on how employees feel and perform. Effective leadership fosters a positive workplace where employees are motivated and empowered. This involves creating a pragmatic business structure that supports both growth and agility, prioritizing employee development, and ensuring people feel safe to speak up and share their ideas. Conversely, toxic leadership severely damages engagement, drives up turnover rates, and erodes organizational culture. The detrimental effects of this leadership style often persist long after the toxic individual has left. By recruiting and promoting like-minded people, these leaders create a self-perpetuating cycle of negativity, making the organizational recovery process lengthy and challenging. |