Exploring Gamification for Recruitment through Actor Network Theory

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2019-08-28 DOI:10.1177/2322093719863912

S. Shree, Ardhendu Shekhar Singh

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引用次数: 6

Abstract

Abstract This article examines the benefits of applying gamification in the recruitment process. It highlights how it can be effectively leveraged with the right design by involving various stakeholders at varied stages. The Actor Network Theory (ANT) as a theoretical ground has been used as a reference point to take a more detailed look at the ways in which gamification can be effectively deployed for recruitment by organizations. We refer to ANT and the interaction between the human and non-human elements, here, the applicants, the other stakeholders, and the gamification tools, to serve the greater organizational purpose. Questions that interrogate between rules and practices arise, viz. can the game be effectively customized to achieve sophisticated and enhanced selection outcomes. By applying gamification as the reference point within the Actor Network Theory, their associated potential for further research and applications is achieved. A valuable perspective in gaining insights for further understanding of this theory in today’s technologically progressive environment has also been discussed for further reflection.

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运用行动者网络理论探讨招聘的游戏化

本文探讨了在招聘过程中应用游戏化的好处。它强调了如何通过在不同阶段涉及不同的利益相关者来有效地利用正确的设计。行动者网络理论(ANT)作为一个理论基础，已经被用作一个参考点，以更详细地了解游戏化可以有效地部署到组织招聘的方式。我们指的是ANT和人与非人元素之间的交互，这里指的是申请人、其他利益相关者和游戏化工具，以服务于更大的组织目标。规则和实践之间的问题出现了，即游戏是否可以有效地定制以实现复杂和增强的选择结果。通过将游戏化作为行动者网络理论中的参考点，实现了它们进一步研究和应用的相关潜力。在今天技术进步的环境中，我们还讨论了一个有价值的观点，以获得对这一理论的进一步理解。

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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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.