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1 – 10 of 366
Article
Publication date: 1 August 2016

Carole Tansley, Ella Hafermalz and Kristine Dery

The purpose of this paper is to examine the relationship between the use of sophisticated talent selection processes such as gamification and training and development…

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Abstract

Purpose

The purpose of this paper is to examine the relationship between the use of sophisticated talent selection processes such as gamification and training and development interventions designed to ensure that candidates can successfully navigate the talent assessment process. Gamification is the application of game elements to non-game activities through the adoption of gaming tools, and little is known about how candidates (“talent”) struggle to learn about the structural mechanics of gamification as they engage with the hidden rules of talent selection, such as goals, rules, “levelling up”, feedback and engagement in competitive – collaborative activities. The term “talent development gamification” is coined and used as an analytical tool to consider how young talent are supported by development interventions in their inter-subjectivity as they learn how to survive and win in talent selection games.

Design/methodology/approach

Studying hidden dynamics in development processes inherent in gamified talent selection is challenging, so a cult work of fiction, “Ender’s Game”, is examined to address the questions: “How do candidates in talent selection programmes learn to make sense of the structural mechanics of gamification”, “How does this make the hidden rules of talent selection explicit to them?” and “What does this mean for talent development?”

Findings

Talent development in selection gamification processes is illustrated through nuanced theoretical accounts of how a multiplicity of shifting and competing developmental learning opportunities are played out as a form of “double-consciousness” by potential organizational talent for them to “win the selection game”.

Research limitations/implications

Using novels as an aid to understanding management and the organization of work is ontologically and epistemologically problematic. But analysing novels which are “good reads” also has educational value and can produce new knowledge from its analysis. In exploring how “Characters are made to live dangerously, to face predicaments that, as readers, we experience as vicarious pleasure. We imagine, for example, how a particular character may react or, more importantly, what we would do in similar circumstances” (Knights and Willmott, 1999, p. 5). This future-oriented fictional narrative is both illustrative and provides an analogy to illuminate current organisational development challenges.

Originality/value

The term “talent development gamification in selection processes” is coined to allow analysis and provide lessons for talent development practice in a little studied area. Our case study analysis identifies a number of areas for consideration by talent management/talent development specialists involved in developing talent assessment centres incorporating gamification. These include the importance of understanding and taking account of rites of passage through the assessment centre, in particular the role of liminal space, what talent development interventions might be of benefit and the necessity of appreciating and managing talent in developing the skill of double consciousness in game simulations.

Details

European Journal of Training and Development, vol. 40 no. 7
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 24 August 2018

Renu Dalal and Mesut Akdere

There is a critical need to understand current talent development (TD) practices as well as developing a contemporary paradigm that will support a radically different future for…

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Abstract

Purpose

There is a critical need to understand current talent development (TD) practices as well as developing a contemporary paradigm that will support a radically different future for TD. The purpose of this paper is to provide an overview of the existing literature on TD, explore the fundamental role of TD in organizations and identify gaps for future directions.

Design/methodology/approach

The paper reviews the literature on TD.

Findings

Following themes are identified in selected TD articles: varied TD definitions, theoretical perspective for investigating TD, TD practices and effects and implications on training and development. The literature review identifies two levels of TD practices: organizational level and individual level.

Practical implications

The field of TD is rapidly changing because of the accelerating integration of technology and information into daily work environment. There is a critical need to understand current TD practices as well as to develop a contemporary paradigm that will support a radically different future for TD. Scope and boundaries of TD need to be set, so that practitioners can apply the right practice at the right time.

Originality/value

The paper presents the conceptual boundaries of TD in the current existing literature and identifies the gaps.

Details

Industrial and Commercial Training, vol. 50 no. 6
Type: Research Article
ISSN: 0019-7858

Keywords

Open Access
Article
Publication date: 31 March 2022

Praveen Kulkarni, Prayag Gokhale, Y.M. Satish and Basavaraj Tigadi

This study aims to investigate gamification-based training program through the lens of self-determination theory and in the context of corporate training programs. It integrates…

3547

Abstract

Purpose

This study aims to investigate gamification-based training program through the lens of self-determination theory and in the context of corporate training programs. It integrates the self-determination theory, game elements and learning outcomes in gamified training programs to derive insights.

Design/methodology/approach

Data is sourced from software development companies operating in the city of Bangalore in India. It applies the partial least square structural equation modeling to investigate the relationship between the self-determination learning theory and game elements and the impact it has on learning outcomes.

Findings

As a precursor to the development of a game-like learning ecosystem, the authors study the perception of trainers and human resource managers toward game-based training programs in the organization. The authors find that game-based learning makes training more engaging, immersive and contextual for the learners.

Research limitations/implications

The study is based on a specific sector, i.e. software development companies, and so the results may lack in generalizability. Future research, therefore, may consider other industrial sectors such as manufacturing, banking and telecom to understand the relationship between the constructs.

Practical implications

This study provides insights for the trainers, human resource managers and academicians on the effectiveness of gamification-based training programs. It also provides information on how the learning theory can be leveraged to understand gamification-based training programs.

Social implications

This work fulfills an identified need of the training industry to understand new methods of training with an aim to improve the learning outcomes among the learners.

Originality/value

This study provides a deep understanding on the effectiveness of training tools such as gamified training programs in enhancing and improving the learning outcomes among the learners.

Details

Organization Management Journal, vol. 19 no. 5
Type: Research Article
ISSN: 1541-6518

Keywords

Content available
Book part
Publication date: 23 August 2017

Marian Thunnissen and Eva Gallardo-Gallardo

Abstract

Details

Talent Management in Practice
Type: Book
ISBN: 978-1-78714-597-9

Article
Publication date: 6 April 2017

Agnessa Shpakova, Viktor Dörfler and Jill MacBryde

This exploratory paper investigates gamification as a medium for knowledge workers to interact with each other. The purpose of this paper is to open the discussion around the…

Abstract

Purpose

This exploratory paper investigates gamification as a medium for knowledge workers to interact with each other. The purpose of this paper is to open the discussion around the sustaining impact that gamification might have on knowledge management (KM).

Design/methodology/approach

The paper employs an exploratory literature review investigating the current state of the art in relation to KM and gamification; this literature review serves as the starting point of subsequent theorizing.

Findings

Based on the literature review the authors theorize that the use of gamification in KM can go far beyond the motivational aspects. To name just a few uses of gamification, it can help in: supporting flexibility, facilitating transparency and therefore improving trust, visualizing skills and competences as well as generating requirements for new competences and promoting a collaborative environment among the knowledge workers.

Research limitations/implications

This paper opens the discussion around KM and gamification and suggests a wide range of areas for further research.

Practical implications

In this paper the authors argue that by looking at gamification as more than just a set of tools for improving motivation and engagement a company can address some pitfalls of a particular type of knowledge workers.

Originality/value

Gamification is a new, but increasingly popular approach, which has been shown to be powerful in many areas. This paper is novel in that it initiates a dialogue around the impact that gamification might have on KM.

Details

World Journal of Science, Technology and Sustainable Development, vol. 14 no. 2/3
Type: Research Article
ISSN: 2042-5945

Keywords

Article
Publication date: 30 May 2023

Rebecca Parkerson

The purpose of this paper is to inform readers about the use of gamification and active learning as effective learning methods, particularly in hybrid, diverse and global…

162

Abstract

Purpose

The purpose of this paper is to inform readers about the use of gamification and active learning as effective learning methods, particularly in hybrid, diverse and global organisations.

Design/methodology/approach

This study takes an advisory approach based upon experienced delivery of blended learning and gamification in an human resources (HR), training and development environment.

Findings

The introduction of gamification and blended learning is like any other method of development. It is only as good as the planning. Gamification as a novel way of learning will not last the distance without setting objectives, planning how to reach them, evaluation and ongoing support for behavioural change.

Originality/value

To the best of the authors’ knowledge, this paper is the viewpoint of the author and has not been published elsewhere.

Details

Strategic HR Review, vol. 22 no. 4
Type: Research Article
ISSN: 1475-4398

Keywords

Book part
Publication date: 10 February 2023

V. R. Uma, Ilango Velchamy and Deepika Upadhyay

Introduction: Traditional recruitment system relied heavily on the applicants’ curriculum vitae (CV). This system, besides becoming redundant, has proved to be a futile exercise…

Abstract

Introduction: Traditional recruitment system relied heavily on the applicants’ curriculum vitae (CV). This system, besides becoming redundant, has proved to be a futile exercise leading to the hiring of candidates that eventually turn out to be ‘misfits’. CVs were the only source of candidates’ data available for the recruiters a few years back. Face-to-face interviews was considered to be the ultimate solution for hiring suitable candidates. However, evidence suggests that interview scores and job performances do not complement each other. Advancement in artificial intelligence (AI) has introduced several techniques in the recruitment process.

Purpose: This chapter underscores the drawbacks of the traditional recruitment process. Evidence suggests that the traditional recruitment process is prone to subjectivity and is time-consuming. Surprisingly, despite the disadvantages, the integration of AI into the recruitment process is still slow. This chapter highlights the need to harness AI and the advantage technology could bring to the recruitment process. Some of the techniques that are garnering attention and widely used by organisations, such as chatbots, gamification, virtual employment interviews, and resume screening are described to enable the readers to understand with less effort. Chatbots and gamification techniques are described through process flow charts. We also describe the various types of interviews that could be conducted through virtual platforms and the modality by which the resume screening technique operates. Today, we are at a juncture wherein it is pertinent to acknowledge the superiority of technology-driven processes over traditional ones. This chapter will help the readers to understand the modus operandi to implement chatbots, gamification, virtual interviews and online resume screening techniques besides their advantages.

Scope: Although chatbots, resume screening, virtual interviews, and gamification are used in other areas, too, such as training and development, marketing, etc., in this chapter, we restrict solely to employee recruitment processes.

Methodology: Scoping review is used to examine the existing literature from various databases such as Google Scholar, IEEE, Proquest, Emerald, Elsevier, and JSTOR databases are used for extracting relevant articles.

Findings: Automation and analytics in recruitment and selection remove bias which is otherwise increasingly found in manual hiring processes. Also, previous studies have observed that candidates engage in impression management tactics in traditional face-to-face interviews. However, through automated recruitment processes, the influence of these tactics can be eliminated. AI-based virtual interviews reduce human bias. It also helps recruiters to hire talents across the globe. Gamification improves the candidate’s perception of the work and work environments. Through gamified techniques, the recruiters can understand whether a candidate possesses the required job skills. Chatbots are an interactive technique that can respond to interviewees’ queries. Resume screening techniques can save the recruiter’s time by screening and selecting the most appropriate candidates from a large pool. Hence, the chosen candidates alone can be referred to the next stage of the recruitment cycle. AI improves the efficiency of the recruitment process. It reduces mundane tasks. It saves time for the human resources (HR) team.

Details

The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part A
Type: Book
ISBN: 978-1-80382-027-9

Keywords

Article
Publication date: 31 August 2023

Ayodeji Emmanuel Oke, John Aliu, Erastus Misheng'u M. Mwanaumo, Timilehin Abayomi and Charles Kahanji

This article aims to investigate the various applications of gamification practices in the construction industry, with a focus on improving safety and quality, project management…

Abstract

Purpose

This article aims to investigate the various applications of gamification practices in the construction industry, with a focus on improving safety and quality, project management, innovation and productivity and workforce development.

Design/methodology/approach

A comprehensive literature review was conducted to identify several construction areas where gamification can be employed, which helped in formulating a questionnaire survey. The survey was disseminated to construction professionals in the Nigerian construction industry using a convenience sampling technique. The collected data were analyzed using a variety of statistical tools such as percentages, frequencies, mean item scores and exploratory factor analyses. Additionally, cluster analysis was performed to obtain a more comprehensive analysis of these application areas.

Findings

Four key clusters of gamification areas of application in the Nigerian construction industry were identified – safety and quality, project management, innovation and efficiency and workforce development. By integrating game elements into these critical areas, construction organizations in Nigeria can enhance worker engagement, increase productivity and improve safety, ultimately leading to better project outcomes.

Practical implications

The identification and evaluation of the gamification areas of application in the construction industry would help construction organizations and stakeholders make informed decisions regarding the integration of game elements into critical areas such as safety and quality, project management, innovation and efficiency and workforce development.

Originality/value

The study provides valuable information for construction organizations and stakeholders looking to enhance worker engagement, increase productivity and improve safety in their projects through gamification. It also adds to the growing body of research on the use of gamification in various industries and provides a foundation for further studies in this area.

Details

Built Environment Project and Asset Management, vol. 13 no. 6
Type: Research Article
ISSN: 2044-124X

Keywords

Article
Publication date: 15 March 2022

Juliet Eyore Ikhide, Ahmet Tarik Timur and Oluwatobi A. Ogunmokun

Rather than overstating the favorable effects of gamification on work outcomes, the purpose of this paper is to present a more balanced perspective into the effects a gamified…

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Abstract

Purpose

Rather than overstating the favorable effects of gamification on work outcomes, the purpose of this paper is to present a more balanced perspective into the effects a gamified human resource management (HRM) system may have on creativity at work. This conceptual paper explores and delineates how employees' interaction with gamification features within a gamified HRM system enables and particularly undermines employees' motivation for workplace creative performance.

Design/methodology/approach

The cross-disciplinary nature of this paper necessitates the reliance on theoretical principles, the explanatory and predictive capacities of theories central to human-computer interaction, employee motivation and creativity fields. Thus, the tenets of affordance, self-determination and dynamic componential theory were utilized to analyze the affordance of a gamified HRM system for employees' creative outcomes.

Findings

It is discovered that augmenting the HRM system with gamification affordance is crucial amid global market change and increasing digitization. However, incorporating game design elements into work systems does not necessarily guarantee an increase in creative outcomes. On the contrary, the system may equally undermine employees' motivation, which in turn hampers their creative outcomes.

Originality/value

Many gamification papers have more often than not touted the positive effects of such a system on the targeted outcome. Based on the affordance theory which shows that a user's interaction with gamification properties could produce different outcomes (not only favorable ones) and considering the intricacies of employees' motivation and behavioral outcomes at work, this paper takes a more balanced perspective to examine how gamification could generate intended as well as unintended consequences for employees' creativity, which is crucial to overall job performance.

Details

Personnel Review, vol. 52 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 25 January 2019

José L. Ruiz-Alba, Anabela Soares, Miguel Angel Rodríguez-Molina and Arnaud Banoun

The purpose of this paper is to investigate how gamification can influence entrepreneurial intentions (EI) of a group of users of an online platform provided by a private company.

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Abstract

Purpose

The purpose of this paper is to investigate how gamification can influence entrepreneurial intentions (EI) of a group of users of an online platform provided by a private company.

Design/methodology/approach

A quantitative research strategy was used with a sample of 220 respondents. These respondents were tested before and after the gamification experience.

Findings

Main findings support literature suggesting a clear effect of attitudes towards behaviour and perceived behavioural control on EI, in line with the theory of planned behaviour (TPB). Once the basic assumptions of TPB were confirmed, the authors tested the effects of gamification comparing before and after results. Main findings highlight an increase of these effects after the gamification experience, aligned with the self-determination theory.

Practical implications

These findings suggest that gamification is able to influence entrepreneurial behaviours. This contributes to both companies and educators’ knowledge on training for EI with gamification and the use of online platforms to this effect. Recommendations are provided.

Originality/value

This is the first study that investigates the impact of gamification on EI and how gamification can influence the different relationships between the antecedents of EI.

Details

Journal of Small Business and Enterprise Development, vol. 26 no. 5
Type: Research Article
ISSN: 1462-6004

Keywords

1 – 10 of 366