游戏化测评技术在人才选拔中的应用
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摘要
游戏化测评技术是伴随着"互联网+"、大数据时代的发展而出现的一个新兴交叉研究领域,"游戏化+测评"的创造性结合正逐渐成为未来人才测评的一个重要趋势。通过对游戏化测评技术这一创新性人才测评技术进行文献分析,探讨游戏化测评技术的两大理论基础——S-R-T理论和心流理论,梳理游戏化测评技术应用于人才选拔中的主要方式及科学设计思路,并总结其相较于传统技术的优势与不足。在此基础上,得出游戏化测评技术对我国人才测评发展的启示,如结合岗位需求有选择地使用与评价游戏化测评技术;应用游戏或游戏元素对组织进行真实表征;注重公平性问题;重视游戏化测评技术的设计者与测评者能力素质水平的提升;与传统人才测评技术结合使用;等等。
Gamification assessment technology is an emerging cross-field of research under the background of the development of "Internet +" and big data. The creative combination of "gamification +assessment" is progressively becoming a significant trend of talent assessment in the future. By the literature analysis of the gamification assessment, as an innovative talent assessment technology, two fundamental theories of gamification assessment, namely the S-R-T Theory and the Flow Theory, are discussed. And then the specific application methods of gamification assessment in the talent selection are explained, including the main ways and scientific design ideas. Moreover, its advantages and disadvantages, compared with the traditional talent assessment technology, are summarized. On the basis of this, the enlightenments of it on the development of talent assessment in China are presented, such as using and evaluating the gamification assessment technology based on job requirements, applying game or game elements to truly represent organizations, concentrating on the problem of fairness, emphasising on improving the competence and quality of its designers and testers, combining it with the traditional one,etc.
Gamification assessment technology is an emerging cross-field of research under the background of the development of "Internet +" and big data. The creative combination of "gamification +assessment" is progressively becoming a significant trend of talent assessment in the future. By the literature analysis of the gamification assessment, as an innovative talent assessment technology, two fundamental theories of gamification assessment, namely the S-R-T Theory and the Flow Theory, are discussed. And then the specific application methods of gamification assessment in the talent selection are explained, including the main ways and scientific design ideas. Moreover, its advantages and disadvantages, compared with the traditional talent assessment technology, are summarized. On the basis of this, the enlightenments of it on the development of talent assessment in China are presented, such as using and evaluating the gamification assessment technology based on job requirements, applying game or game elements to truly represent organizations, concentrating on the problem of fairness, emphasising on improving the competence and quality of its designers and testers, combining it with the traditional one,etc.
引文
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[9]李志,李红.社交媒体评估在人员甄选中的应用[J].外国经济与管理,2017(12):100-111.
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[16]JAIN N.Big data and predictive snalytics:a facilitator for talent management[J].Data Science Landscape,2018,38(3):199-204.
[17]DARNOLD T C,RYNES S L.Recruitment and job choice research:same as it ever was?[J].Handbook of Psychology,2012,12(2):102-142.
[18]LANDERS R N,AUER E M,COLLMUS AB,et al.gamification science,its history and future:definitions and a research agenda[J].Simulation&Gaming,2018,49(3):315-337.
[19]MAINEMELIS C,RONSON S.Ideas are born in fields of play:towards a theory of play and creativity in organizational settings[J].Research in Organizational Behavior,2006,27(1):81-131.
[20]MERIAC J P,HOFFMAN B J,WOEHR D J.A conceptual and empirical review of the structure of assessment center dimensions[J].Journal of Management,2014,40(5):1269-1296.
[21]RUSSELL C,BENNETT N.Big data and talent management:Using hard data to make the soft stuff easy[J].Business Horizons,2015,58(3):237-242.
[22]VEENMAN M V J,BAVELAAR L,DEWOLFL,et al.The on-line assessment of metacognitive skills in a computerized learning environment[J].Learning&Individual Differences,2014,29(29):123-130.
[2]LOWMAN G H.Moving beyond identification:using gamification to attract and retain talent[J].Industrial and Organizational Psychology,2016,9(3):677-682.
[3]宁昌会,奚楠楠.国外游戏化营销研究综述与展望[J].外国经济与管理,2017(10):72-85.
[4]杨振芳,孙贻文.游戏化招聘:人才选拔的新途径[J].中国人力资源开发,2015(24):45-50.
[5]HAFERMALZ E,DERY K.Gamification as an assessment tool:why play the game?[M].Sydney:Disrupt,2014.
[6]ARMSTRONG M B,FERRELL J Z,COLLMUSA B,et al.Correcting misconceptions about gamification of assessment:more than SJTs and Badges[J].Industrial&Organizational Psychology,2016(3):671-677.
[7]赵宜萱,赵曙明.全球化视野的中国企业发展新要素:一个国际会议综述[J].改革,2017(8):141-148.
[8]孙鑫,黎坚,符植煜.利用游戏log-file预测学生推理能力和数学成绩---机器学习的应用[J].心理学报,2018(7):761-770.
[9]李志,李红.社交媒体评估在人员甄选中的应用[J].外国经济与管理,2017(12):100-111.
[10]CHOW S.A novel approach to employee recruitment:gamification[D].Canada:University of Calgary,2014:45-53.
[11]CSIKSZENTMIHALYI M.Beyond boredom and anxiety[J].Book Reviews,1975,6(2):703-707.
[12]卢秀玲,张侃.线索有效性对动作游戏玩家返回抑制的影响[J].心理科学,2017(2):258-262.
[13]MORGESON F P,SPITZMULLER M,GARZAA S,et al.Pay attention!The liabilities of respondent experience and carelessness when making job analysis judgments[J].Journal of Management,2016,42(1):1904-1933.
[14]FURR R M,BACHARACH V R.Psychometrics:An introduction[M].America:Sage Publications,2012.
[15]JANSZ J,TANIS M.Appeal of playing online first person shooter games[J].Cyberpsychol Behavior,2007,10(1):133-136.
[16]JAIN N.Big data and predictive snalytics:a facilitator for talent management[J].Data Science Landscape,2018,38(3):199-204.
[17]DARNOLD T C,RYNES S L.Recruitment and job choice research:same as it ever was?[J].Handbook of Psychology,2012,12(2):102-142.
[18]LANDERS R N,AUER E M,COLLMUS AB,et al.gamification science,its history and future:definitions and a research agenda[J].Simulation&Gaming,2018,49(3):315-337.
[19]MAINEMELIS C,RONSON S.Ideas are born in fields of play:towards a theory of play and creativity in organizational settings[J].Research in Organizational Behavior,2006,27(1):81-131.
[20]MERIAC J P,HOFFMAN B J,WOEHR D J.A conceptual and empirical review of the structure of assessment center dimensions[J].Journal of Management,2014,40(5):1269-1296.
[21]RUSSELL C,BENNETT N.Big data and talent management:Using hard data to make the soft stuff easy[J].Business Horizons,2015,58(3):237-242.
[22]VEENMAN M V J,BAVELAAR L,DEWOLFL,et al.The on-line assessment of metacognitive skills in a computerized learning environment[J].Learning&Individual Differences,2014,29(29):123-130.