Investing In Human Capital: Achieving Organizational Competitiveness Through Gamification

Paul J. Walls
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引用次数: 6

Abstract

To achieve success for companies starting in gamification, the first design point is to motivate players to achieve their goals – and those goals should overlap with the business goals. – Brian Burke (2013). Human capital is the key to organizational competitiveness. Human resource management is concerned with the management of people within organizations. The field is primarily concerned with the selection, training and development and leadership of human resources. Human Resource Management is a science because experimental and field studies are conducted to explore how best to utilize human resources as a competitive advantage. In his book, Competitive Advantage Through People, Jeffrey Pfeiffer (1994) explains that organizations can gain a competitive advantage through their employees by ensuring that they use the best talent management strategies to identify, promote and sustain top talent within the organization. Pfeiffer argues that organizations have become complacent about the impact of employees on organizational effectiveness and that organizations need to be aware that one of the biggest assets they have is through the people who work for them; this leverage of people provides organizations with a competitive advantage. Human Resources professionals act as consultants to organizations to help them create effective systems that leverage this talent. For example, an HR consultant can provide organizations with strategic performance appraisal systems that allow organizations to provide feedback to all employees and to also identify top employees in order to reward them through compensation and promotion.
人力资本投资:通过游戏化实现组织竞争力
为了让游戏化的公司取得成功,第一个设计要点是激励玩家实现他们的目标——这些目标应该与商业目标重叠。——布莱恩·伯克(2013)。人力资本是组织竞争力的关键。人力资源管理涉及组织内人员的管理。该领域主要涉及人力资源的选择、培训、发展和领导。人力资源管理是一门科学,因为进行实验和实地研究是为了探索如何最好地利用人力资源作为竞争优势。杰弗里·菲佛(Jeffrey Pfeiffer, 1994)在其著作《通过人获得竞争优势》(Competitive Advantage Through People)中解释说,组织可以通过确保使用最佳的人才管理策略来识别、提升和维持组织内的顶尖人才,从而通过员工获得竞争优势。法伊弗认为,企业对于员工对组织效率的影响已经变得自满,企业需要意识到,他们拥有的最大资产之一是通过为他们工作的人;人员的这种杠杆作用为组织提供了竞争优势。人力资源专业人员充当组织的顾问,帮助他们创建有效的系统来利用这些人才。例如,人力资源顾问可以为组织提供战略绩效评估系统,允许组织向所有员工提供反馈,并确定优秀员工,以便通过薪酬和晋升来奖励他们。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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