An Overview of the Use of Gamification on Enterprises to Motivate Human Resources

2022 ◽  
pp. 14-27
Author(s):  
Igor Fernandes ◽  
Pedro Branco ◽  
Carlos Filipe Portela
Keyword(s):  
Human Resources ◽  
Swot Analysis ◽  
Human Resources Management ◽  
Team Building ◽  
Employee Motivation ◽  
Resources Management ◽  
Motivation And Engagement ◽  
Training Team ◽  
Game Elements

Organizations are concerned about how they can increase the motivation and engagement of their employees. Gamification arises in this context as an opportunity to address this issue. Thus, gamification has attracted greater attention from companies. The idea of using game elements to solve problems in their processes is starting to be seen as a solution. This study aims to analyse the gamification concept and its benefits and explain how it can be applied in human resources management. This mechanism can help companies to solve employee motivation and engagement problems in different areas of human resources. This chapter analysed eight studies in the areas of recruitment, training, team building, and administrative processes. So a SWOT analysis able to help understand the different models of gamification applied in human resources, its objectives, and its ability to create advantages for companies and their employees was constructed.

Including Client Opinion and Employee Engagement in the Strategic Human Resource Management

2015 ◽  
Vol 6 (3) ◽  
pp. 20-33 ◽  
Author(s):  
Rachid Belhaj ◽  
Mohamed Tkiouat
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Employee Engagement ◽  
Swot Analysis ◽  
Fuzzy Inference ◽  
Human Resources Management ◽  
Strategic Human Resource Management ◽  
Inference System ◽  
Resources Management ◽  
Strategic Human Resources

The trend in the Human Resources Management is to enhance it to the strategic level, this paper intends to provide an advanced decision making tool in the field of the Strategic Human Resources Management applying a combination of an augmented SWOT analysis approach to evaluate and to rank strategies and a Fuzzy Inference System (FIS) to eliminate the vagueness in the expressed opinions. The version of SWOT utilized here includes the client opinion and employee engagement besides to the traditional experts' assessment, while the FIS is an instrument that treats the data coming from SWOT analysis with the goal of avoiding the uncertainty that may come from the opinions expressed in the SWOT analysis and so to improve the ranking of the strategies. The results show improvements in prioritization of strategies in the way that besides knowing the decision to make for each, the model shows us also what to do regarding every strategy (what to maximize and what to minimize while talking about strengths, weaknesses, opportunities and threat).The proposed model can be applied for strategies prioritization and decision making problems in all fields.

DEVELOPMENT OF A PROCESS MODEL OF HUMAN RESOURCES MANAGEMENT IN THE QUALITY MANAGEMENT SYSTEM OF THE ORGANIZATION

2020 ◽  
pp. 43-50
Author(s):  
T. P. Mozhaeva
Keyword(s):  
Quality Management ◽  
Human Resources ◽  
Management System ◽  
Process Model ◽  
Swot Analysis ◽  
Quality Management System ◽  
Human Resources Management ◽  
International Standards ◽  
Dual Nature ◽  
Resources Management

The article describes an approach to the development of a model of human resources management in the quality management system (QMS) of the organization on the basis of their dual nature and process approach in the interpretation of international standards ISO 9000:2015.The analysis of scientific views on the specifics of human resources. The ambiguity of the nature of human resources and in this regard the heterogeneity of personnel processes. The expediency of design of personnel processes on the basis of integration of such tools as methodology IDEF0, functional cost analysis (FSA), PDCA cycle is proved. In the context of risk-based thinking, an algorithm of personnel risk management based on SWOT analysis and statistical justification of the results is proposed. The application of the proposed approach will ensure the correct modeling of human resources management processes in the QMS.

Including Client Opinion and Employee Engagement in the Strategic Human Resource Management

Fuzzy Systems ◽  
2017 ◽  
pp. 647-662
Author(s):  
Rachid Belhaj ◽  
Mohamed Tkiouat
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Employee Engagement ◽  
Swot Analysis ◽  
Fuzzy Inference ◽  
Human Resources Management ◽  
Strategic Human Resource Management ◽  
Resources Management ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management

The trend in the Human Resources Management is to enhance it to the strategic level, this paper intends to provide an advanced decision making tool in the field of the Strategic Human Resources Management applying a combination of an augmented SWOT analysis approach to evaluate and to rank strategies and a Fuzzy Inference System (FIS) to eliminate the vagueness in the expressed opinions. The version of SWOT utilized here includes the client opinion and employee engagement besides to the traditional experts' assessment, while the FIS is an instrument that treats the data coming from SWOT analysis with the goal of avoiding the uncertainty that may come from the opinions expressed in the SWOT analysis and so to improve the ranking of the strategies. The results show improvements in prioritization of strategies in the way that besides knowing the decision to make for each, the model shows us also what to do regarding every strategy (what to maximize and what to minimize while talking about strengths, weaknesses, opportunities and threat).The proposed model can be applied for strategies prioritization and decision making problems in all fields.

A “hotel within a hotel” in Bangkok

2012 ◽  
Vol 2 (8) ◽  
pp. 1-9 ◽  
Author(s):  
Robert Alan Lewis ◽  
Ewa Maria Mottier
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Hotel Industry ◽  
Well Being ◽  
Employee Motivation ◽  
Urban Setting ◽  
Content Type ◽  
Resources Management ◽  
Hotel Employees ◽  
Luxury Hotel

Subject area Human resources management, international human resources management. Study level/applicability The case is suitable for undergraduate or graduate/training programmes specialised in international dimensions of HRM. Case overview The study aims to evaluate the experiences of hotel employees at the Mandarin Oriental Bangkok's new employee centre. This centre, called the “O-Zone”, is an example of the hotel's commitment to the well-being of its staff. On a larger scale, it is an illustration of a method to maintain employee motivation and commitment in the luxury hotel industry. The case is particularly useful to investigate as the hotel has created a unique approach to employee well-being in a large urban setting where employees experience a stressful living environment, including long commutes. This is supported by studies in the literature which reveal that burnout and stress are important factors to consider for hotel employees. Expected learning outcomes The case study allows students to discover the following key learning points: an example of a well-being initiative for employees of a luxury hotel in the Thai context; an investigation of the need for employers in luxury hotels in Thailand to attract and retain talent; and an understanding of the use of incentives at work for employee motivation in the Thai luxury hotel industry. Supplementary materials Teaching notes are available; please consult your librarian for access.

scholarly journals Enhancing Motivation through Work Meaningfulness

EDIS ◽  
2019 ◽  
Vol 2019 (1) ◽  
Author(s):  
Jarred Shellhouse ◽  
Hannah S Carter ◽  
Matt P Benge
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Employee Motivation ◽  
Extension Agents ◽  
Resources Management ◽  
Work Meaningfulness ◽  
Organizational Leader

Proper human resources management can strengthen an organization through strategic talent recruitment and adequate benfits, but employee motivation is also needed to limit absenteeism and ensure an organization is reaching its fullest potential. Research shows various methods that an organizational leader can take to motivate employees by connecting them closer to the meaning of their work. Using a case from former president John F. Kennedy and his relationship to NASA, this article illustrates one way work meaningfulness can be adapted to improve employee motivation for Extension agents.

LEZATNYA SAYUR ARES BERBAHAN DASAR BATANG PISANG SEBAGAI MAKANAN KHAS SUKU SASAK DI KABUPATEN LOMBOK BARAT NUSA TENGGARA BARAT

2018 ◽  
Vol 12 (01) ◽  
pp. 1-14
Author(s):  
Oentoeng Soebyanto ◽  
Baiq Anggita Sekarwati ◽  
Dwiyono Rudi Susanto
Keyword(s):  
Human Resources ◽  
Research Method ◽  
Swot Analysis ◽  
Human Resources Management ◽  
Descriptive Analysis ◽  
Resources Management ◽  
Research Interviews

The purpose of this research was to determine strategies in preserving and to introduce sayur ares. This research method using cualitative descriptive analysis and SWOT analysis, which means writing the result of analysis in facts and do the research, interviews, and documented it. To preserve sayur ares, some points need to be improved to increase human resources, management, and promotion in order sayur ares be known by tourists. Keywords: Sayur Ares, Sasak, Culinary, Promotion

scholarly journals THE ROLE OF EMPLOYEE MOTIVATION ON THE RELATIONSHIP BETWEEN HRM PRACTICES AND SERVICE QUALITY IN HEALTHCARE ORGANIZATION

2018 ◽  
Vol 15 (01) ◽  
pp. 1
Author(s):  
Totok Sasongko
Keyword(s):  
Service Quality ◽  
Human Resources ◽  
Management Practices ◽  
Human Resources Management ◽  
Employee Motivation ◽  
Quantitative Methodology ◽  
Quality Performance ◽  
Resources Management ◽  
Hrm Practices ◽  
The Relationship

The human resources management in the healthcare institution is essential to enable the delivery of efficient and effective medical services. This study conducted to investigate how HRM practices  can enhance service quality and proposes an integrated framework in which perceived HRM practices are related to employee commitment, which in turn related to perceived service quality performance. Five HRM practices was selected. A questionnaire was constructed. The quantitative methodology was applied to collect and analyze data. Data was collected from 270 employees (including nurse and doctor) and bottom manager in  Dr. Radjiman Wediodiningrat in Indonesia. The result shows that the selected HRM practices all significantly and meaningfully can predicted the employee motivation, in which feedback and recogniton was the most effective practices. The result also shows that employee motivation is an effective predictor of service quality performance. Lastly, employee motivation has a role as mediator effect toward the relationship between HRM practice and service quality. This research suggests that HRM departement need to chooses human resources management practices properly that can increase employe motivation and their service quality performances.

scholarly journals Nonprofit And Public Sector Human Resources Management: A Comparative Analysis

2013 ◽  
Vol 17 (3) ◽  
pp. 135
Author(s):  
Benjamin S. Bingle ◽  
C. Kenneth Meyer ◽  
Ann Taylor
Keyword(s):  
Human Resources ◽  
Nonprofit Organizations ◽  
Local Governments ◽  
Management Practices ◽  
Human Resources Management ◽  
Nonprofit Sector ◽  
Employee Motivation ◽  
Federal State ◽  
Resources Management ◽  
State And Local

Centralto this paper is the task of identifying and understanding what differentiatesnonprofit human resources management from that practiced in public sectoragencies (e.g., federal, state, and local governments). The key differences highlighted here arevolunteer employment, the presence and role of a board of directors, and theemphasis nonprofit organizations place on strategic planning. Understanding these unique areas is arguablyvaluable if it leads to more effective human resource management practices,enhanced techniques, and uniquely tailored approaches to the administration ofnonprofit organizations. The analysisincludes an overview and discussion of topics (e.g., strategic human resourcesmanagement, employee motivation, and compensation) essential to enhancing ourunderstanding of human resources management in the nonprofit sector. Finally, existing literature is surveyed toidentify current trends and inform our discussion of future considerations fornonprofit human resources management.

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