Gamifikacja w procesie wprowadzania nowych technologii informatycznych do organizacji jako zadanie specjalistów HR

• Authors: Krzysztof Kania

Title variants

EN

Gamification in the Process of Introducing New Information Technologies into the Organization: A Task for HR Specialists

• Languages of publication: PL

Abstracts

PL

Analizując role menedżerów HR we współczesnych, innowacyjnych organizacjach, wskazuje się na potrzebę podjęcia przez nich funkcji innowatora procesów i propagatora nowych technologii. Nowe technologie informatyczno-komunikacyjne (NTIK) wpływają na charakter i sposoby realizacji zadań nie tylko pracowników organizacji, ale również – menedżerów HR. Wprowadzanie NTIK do organizacji jest zadaniem długotrwałym i złożonym, zlecanym dotychczas niemalże w całości informatykom. Tymczasem dotyka ono niemal wszystkich pracowników i choćby tylko z tego powodu musi ono również angażować pracowników HR. Celem artykułu jest zarysowanie nowej roli pracowników HR w realizacji zadania, jakim jest wprowadzenie NTIK do organizacji, a w tej perspektywie – wykorzystywania gamifikacji. W artykule, po przedstawieniu wpływu NTIK na organizację oraz zadania specjalistów HR, zaprezentowano gamifikację, jako jedno z perspektywicznych narzędzi specjalistów HR, użytecznych w implementacji NTIK do organizacji.

EN

Analysis of the roles of HR managers in contemporary, innovative organizations indicates their new emerging functions as process innovators and new technology propagators. New information and communication technologies (NICT) affect not only the nature of tasks and their performance by organization employees, but also of HR managers. The introduction of NICT to the organization is a long–term and complex task. To date it has almost completely been the responsibility of ICT specialists. However, the introduction of NICT affects almost all employees. If for no other reason, it must also involve HR specialists. The goal of this article is to outline the new role of HR specialists in the introduction of NICT into the organization, where gamification may be applied. After presenting the impact of NICT on the organization and on HR specialist tasks, gamification is presented as a potential tool for HR specialists, useful in implementing NICT in the organization.

Keywords

PL

nowe technologie informatyczno-komunikacyjne; zadania ZZL; gamifikacja

EN

new information technologies; the tasks of HRM; gamification

• Publisher: Institute of Labor and Social Studies, Warsaw
• Journal: Zarządzanie Zasobami Ludzkimi
• Year: 2018
• Issue: 5 (124) "Projektowanie i analiza komunuikacji w organizacji" [The design and analysis of communications in the organization]
• Pages: 27-44
• Document type: article

Dates

published

2018-10-15

Contributors

author

Krzysztof Kania

• Katedra Inżynierii Wiedzy, Instytut Zarządzania Wiedzą i Komunikacją, Uniwersytet Ekonomiczny w Katowicach

References

• Alcivar I., Abad A. (2016), Design and evaluation of a gamified system for ERP training, Computers in Human Behavior, vol. 58, maj.
• Anderson J. (2012), Gamification: Experts Expect 'Game Layers' to Expand in the Future, with Positive and Negative Results, PewResearchCenter, <http://www.pewinternet.org/~/media/Files/Reports/2012/PIP_Future_of_Internet_2012_Gamification.pdf>.
• Berdowska A. (2018), Chaterboty jako narzędzia wspomagające proces rekrutacji – analiza wybranych rozwiązań, w tym numerze.
• Bersin J. (2017), Talend Trends, HR Technology Disruptions for 2018, Productivity, Design, and Intelligence Reign, <http://marketing.bersin.com/rs/976-LMP-699/images/HRTech Disruptions2018-Report-100517.pdf>.
• Bersin J., Mariani J., Monahan K. (2016), Will IoT technology bring us the quantified employee?, The Internet of Things in human resources, Deloitte University Press, <https://www2.deloitte.com/content/dam/insights/us/articles/people-analytics-iot-human-resources/ER_3104_IoT_Human-capital_vFINAL.pdf>.
• Bondarouk T., Ruël H. (2008), HRM systems for successful information technology implementation: evidence from three case studies, European Management Journal, vol. 26, nr 3.
• Bondarouk T., Ruël H. (2013), The strategic value of e-HRM: results from an exploratory study in a governmental organization, International Journal of Human Resource Management, vol. 24 (2).
• Brenner F., Ortner T., Fay D. (2016), Asynchronous Video Interviewing as a New Technology in Personnel Selection: The Applicant’s Point of View, Frontiers in Psychology, vol. 7, art. 863, <https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4906051/pdf/fpsyg-07-00863.pdf>.
• Buzko I., Dyachenko Y., Petrova M., Nenkov N., Tuleninova D., Koeva K. (2016), Artificial Intelligence technologies in human resource development, Computer Model¬ling & New Technologies, vol. 20 (2).
• Charlier R., Kloppenburg S. (2017), Artifcial Intelligence in HR: a No-brainer, PWC report, <https://www.pwc.at/de/publikationen/verschiedenes/artificial-intelligence-in-hr-a-no-brainer.pdf>.
• Chou Y. (2015), Octalysis: Complete Gamification Framework, <http://yukaichou.com/gamification-examples/octalysis-complete-gamification-framework/>.
• Davenport T., Loucks J., Schatsky D. (2017), Bullish on the business value of cognitive, Leaders in cognitive and AI weigh in on what’s working and what’s next, The 2017 Deloitte State of Cognitive Survey, Deloitte white paper, dostęp sierpień 2018, <https://www2.deloitte.com/content/dam/Deloitte/us/Documents/deloitte-analytics/us-da-2017-deloitte-state-of-cognitive-survey.pdf>.
• Ferreira A., Araújo A., Gonçalves Fernandes S., Miguel I. (2017), Gamification in the Workplace: A Systematic Literature Review, w Advances in Intelligent Systems and Computing, nr 571, World Conference on Information Systems and Technologies.
• Fidelman M. (2016), 10 Facebook Messenger Bots You Need To Try Right Now, 19 maja, Forbes, <https://www.forbes.com/sites/markfidelman/2016/05/19/10-facebook-messenger-bots-you-need-to-try-right-now/#18e119dd325a>.
• Filipczyk B., Gołuchowski J. (2018), Menedżer HR jako innowator i mistrz zmiany procesów komunikowania się w organizacji, w tym numerze.
• Gartner (2017), Gartner Says by 2020, Artificial Intelligence Will Create More Jobs Than It Eliminates, komunikat Instytutu Gartnera, <https://www.gartner.com/newsroom/id/3837763>.
• Ghauri H. (2011), Mobile Applications for Human Resources, Workforce Solutions Review, czerwiec/lipiec, <http://www.oracle.com/us/products/applications/humair-ghauri-wsr-459297.pdf> .
• Goasduff L. (2017), Robobosses Enhance Management Capabilities, komunikat Instytutu Gartnera, <https://www.gartner.com/smarterwithgartner/robobosses-enhance-ma-nagement-capabilities/>.
• Grey A. (2017), These charts will change how you see the rise of artificial intelligence, materiały World Economic Forum, <https://www.weforum.org/agenda/2017/12/charts-artificial-intelligence-ai-index/>.
• Hamari J. (2017), Do badges increase user activity? A field experiment on the effects of gamification, Computers in Human Behavior, nr 71.
• Hamari J., Koivisto J., Sarsa H. (2014), Does Gamification Work? – A Literature Review of Empirical Studies on Gamification, 47th Hawaii International Conference on System Sciences, Waikoloa.
• Hauk M. (2017), Grywalizacja w rekrutacji – pytania sytuacyjne w formie gry jako pomysł na urozmaicenie procesów selekcji kandydatów, Zarządzanie Zasobami Ludzkimi, nr 2 (115).
• Hays (2017), Look Who’s Talking, HAYS Journal, z. 14, <https://www.hays.pl/cs/groups/hays_common/documents/digitalasset/hays_2052613.pdf>.
• Herzig P., Ameling M., Wolf B., Schill A. (2015), Implementing Gamification: Requirements and Gamification Platforms, w Reiners T., Wood L. (red.), Gamification in Education and Business, Cham, Springer International Publishing.
• Herzig P., Strahringer S., Ameling M. (2012), Gamification of ERP Systems – Exploring Gamification Effects on User Acceptance Constructs, Multikonferenz Wirtschaftsinformatik 2012: Tagungsband der MKWI 2012, <http://www.digibib.tu-bs.de/?docid=00047485>.
• HRPA (2017), A New Age of Opportunities. What does Artificial Intelligence mean for HR Professionals, <https://www.hrpa.ca/Documents/Public/Thought-Leadership/HRPA-Report-Artificial-Intelligence-20171031.PDF>.
• Hurme P. (2005), Mobile Communication and Work Practices in Knowledge-Based Organizations, An Interdisciplinary Journal on Humans in ICT Environments, vol. 1 (1), kwiecień.
• IBM (2017), Extending expertise, How cognitive computing is transforming HR and the employee experience, IBM Institute for Business Value & IBM Smarter Workforce Institute whitepaper, <https://public.dhe.ibm.com/common/ssi/ecm/gb/en/gbe03789usen/global-business-services-global-business-services-gb-executive-brief-gbe03789usen-20171204.pdf>.
• IBM (2017a), IBM Watson Career Coach, <https://www.ibm.com/talent-management/career-coach>.
• IDC (2018), Worldwide Spending on Cognitive and Artificial Intelligence Systems Will Grow to $19.1 Billion in 2018, IDC Institute whitepaper, <https://www.idc.com/getdoc.jsp?containerId=prUS43662418>.
• Jarrahi, M. (2018), Artificial Intelligence and the Future of Work: Human AI Symbiosis in Organizational Decision Making, Business Horizons, vol. 61 (4).
• Kania K., Staś T. (2018), Wykorzystanie technologii Big Data i analizy danych we wspomaganiu procesów ZZL, Zarządzanie Zasobami Ludzkimi, nr 1 (120).
• Kong Yean Hwei, Amy (2017), Chatbots in HR, Improving the Employee Experience, Advanced Work Based Project Report, Hyper Island Singapore, <https://www.slideshare.net/Amy_Kong/awbp-combinedv4public-version>.
• Lessel P., Altmeyer M., Muller M., Wolff C., Kruger A. (2016), ,,Don’t Whip Me With Your Games” – Investigating ,,Bottom-Up” Gamification, CHI’16, May 07–12, 2016, San Jose, CA, USA, <materials.dagstuhl.de/files/17/17161/17161.SWM2.Slides.pdf>.
• Marlin D. (2018), Millennials, This Is How Artificial Intelligence Will Impact Your Job For Better And Worse, Forbes, styczeń 16, <https://www.forbes.com/sites/da¬nielmarlin/2018/01/16/millennials-this-is-how-artificial-intelligence->.
• Meyer J. (2008), Older Workers and the Adoption of New Technologies, discussion Paper No. 07-050, <http://ftp.zew.de/pub/zew-docs/dp/dp07050.pdf>.
• Milani L., Rahmati D., Nurakbarianti R., von Klitzing P. (2017), Exploring the Impact of Artificial Intelligence (AI) on Human Resource Management (HRM): A Cross-Industry Analysis, ORACLE white paper, <https://www.oracle.com/webfolder/s/delivery_production/docs/FY16h1/doc36/AC-20170121-OracleAI.pdf>.
• Miller S., McRobbie G., Begg C. (2016), Business intelligence tools: Should they be ‘gamified’? Project ‘GamBIT’: Evaluating user engagement, SAI Computing Conference (SAI), London.
• Mloza-Banda C., Scholtz B. (2017), A gamified system for learning enterprise resource planning systems: Investigating the user experience, 1st International Conference on Next Generation Computing Applications, Mauritius, 19–21 czerwca.
• Morschheuser B., Hassan L., Werder K., Hamari J. (2017), How to design gamification? A method for engineering gamified software, Information and Software Technology, in press, <doi:https://doi.org/10.1016/j.infsof.2017.10.015>.
• Morschheuser B., Werder K., Hamari J., Abe J. (2017a), How to gamify? A method for designing gamification, Proceedings of the 50th Hawaii International Conference on System Sciences (HICSS 2017).
• Nicastro D. (2017), 8 Examples of Artificial Intelligence (AI) in the Workplace, CMS Wire, <https://www.cmswire.com/digital-workplace/8-examples-of-artificial-intelligence-ai-in-the-workplace/>.
• Nicastro D. (2018), 7 Ways Artificial Intelligence is Reinventing Human Resources, CMS Wire, <https://www.cmswire.com/digital-workplace/7-ways-artificial-intelligence-is-reinventing-human-resources/>.
• Paharia R. (2014), Lojalność 3.0, Warszawa, MT Biznes Ltd.
• Pyszka A., Hoffmann-Burdzińska K. (2017), Wyzwania w obszarze zarządzania zasobami ludzkimi w kontekście rozwoju technologii informatycznej – wyniki badań, w Jędralska K., Dyduch W. (red.), Nauki o zarządzaniu: dokonania, trendy, wyzwania, Prace Naukowe Uniwersytetu Ekonomicznego w Katowicach.
• Rajanen M., Rajanen D. (2017), Usability Benefits in Gamification, conference paper, GamiFIN Conference, Pori, Finland, 9–10 maja.
• Rasipuram S., Rao P., Jayagopi D. (2016), Asynchronous video interviews vs. face-to-face interviews for communication skill measurement: a systematic study, conference paper, ICMI’16, 12–16 listopada, Tokyo, Japan.
• Richards C., Thompson C., Graham N. (2014), Beyond Designing for Motivation: The Importance of Context in Gamification, Proceedings of the First ACM SIGCHI Annual Symposium on Computer-Human Interaction in Play.
• Riddell W. C., Xueda Song (2011), The Role of Education in Technology Use and Adoption: Evidence from the Canadian Workplace and Employee Survey, Canadian Labour Market and Skills Researcher Network, Working Paper, nr 83, <http://www.clsrn.econ.ubc.ca/workingpapers/CLSRN%20Working%20Paper%20no.%2083%20-%20Riddell%20and%20Song.pdf>.
• Rodrigues L., Costa C., Oliveira A. (2016), Gamification: A framework for designing software in e-banking, Computers in Human Behavior, vol. 62.
• Sailer M., Hense J., Mayr S., Mandl H. (2017), How gamification motivates: An experimental study of the effects of specific game design elements on psychological need satisfaction, Computers in Human Behavior, vol. 69.
• Scholtz B., Raga L., Baxter G. (2016), Design and evaluation of a „gamified” system for improving career knowledge in computing sciences, The African Journal of Information and Communication, vol. 18.
• Shah N., Irani Z., Sharif A. (2017), Big data in an HR context: Exploring organizational change readiness, employee attitudes and behaviors, Journal of Business Research, vol. 70.
• Shewan D. (2018), 10 of the Most Innovative Chatbots on the Web, <https://www.word¬stream.com/blog/ws/2017/10/04/chatbots>.
• Shimmin B. (2017), Can Smart Chatbots Humanize Human Resources?, GlobalData whitepaper, June, <https://dzone.com/articles/why-chatbots-will-transform-hr-and-the-employee-ex>.
• Smolarek M., red. (2016), Technologie informatyczne w zarządzaniu kapitałem ludzkim w organizacji, Katowice, Wydawnictwo Uniwersytetu Ekonomicznego w Katowicach.
• Stokes L., Bryson A., Bewley H., Forth J. (2017), Older workers and the workplace, Evidence from the Workplace Employment Relations Survey, Research Report, of the National Institute of Economic and Social Research, nr 939, <https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/584727/older-workers-and-the-workplace.pdf>.
• Stone D., Deadrick D., Lukaszewski K., Johnson R. (2015), The influence of technology on the future of Human Resource Management, Human Resource Management Review, vol. 25, z. 2.
• Strohmeier S., Piazza F. (2015), Artificial Intelligence Techniques in Human Resource Management—A Conceptual Exploration, w Kahraman C., Çevik Onar S. (red.) Intelligent Techniques in Engineering Management. Intelligent Systems Reference Library, vol. 87.
• Summers J., Young A. (2016), Gamification and Brand Engagement on Facebook: An Exploratory Case Study, 22nd Americas Conference on Information Systems, San Diego.
• Tandon L., Parikshit J., Rastogi R. (2017), Understanding the scope of artificial intelligence in human resource management processes – a theoretical perspective, International Journal of Business and Administration Research Review, vol. 1, z. 19, <http://www.ijbarr.com/downloads/0509201711.pdf>.
• Tawadrous M., Antiado D., Castillo F. (2016), Mobile Platform in the Workplace: The Next Generation Practice in Human Resource, Procedia – Social and Behavioral Sciences, nr 219.
• Tondello G., Orji R., Vella K., Johnson D., van Dooren M., Nacke L., red. (2017), Proceedings of the Positive Gaming: Workshop on Gamification and Games for Wellbeing, Amsterdam, Holandia, 15 października, <http://ceur-ws.org/Vol-2055/>.
• Torres E., Gregory A. (2018), Hiring manager’s evaluations of asynchronous video interviews: The role of candidate competencies, aesthetics, and resume placement, International Journal of Hospitality Management, vol. 75.
• Ulrich D. (2017), The 2017 HR Competency Study & What It Means For You, w Ulrich D., Kryscynski D., Ulrich M., Brockbank W., Victory Through Organization, <https://tucana-global.com/2017/10/27/dave-ulrich-the-2017-hr-competency-study-what-it-means-for-you/>.
• Ulrich D., Younger J., Brockbank W., Ulrich M. (2011), The State of the HR Profession, The RBL White paper series, <https://rbl.net/images/uploads/rbl_programs/HRCS_HRMJ_State_12.10.2011.pdf>.
• Ulrich D., Younger J., Brockbank W., Ulrich M. (2012), HR from the outside in: the next era of human resources transformation, New York, McGraw-Hill Publishing Company.
• Werbach K. (2014), (Re)defining gamification: A process approach, w Spagnolli A., Chittaro L., Gamberini L. (red.), Persuasive Technology, vol. 8462, wiosna, 10.1007/978-3-319-07127-5_23.
• Werbach K., Hunter D. (2012), For the Win: How Game Thinking Can Revolutionize Your Business, Philadelphia, PA, Wharton Digital Press.
• Winnicka-Wejs A. (2015), Motywowanie do rozwoju z zastosowaniem grywalizacji, Zarządzanie Zasobami Ludzkimi, nr 3–4 (104–105).
• Woodcock J., Johnson M. (2017), Gamification: What it is, and how to fight it, The Sociological Review, vol. 1, nr 17.
• Woźniak J. (2015), Grywalizacja w zarządzaniu ludźmi, Zarządzanie Zasobami Ludzkimi, nr 2 (103).
• WWW1, <https://www.learndash.com/mobile-learning-versus-elearning/>.
• WWW2, <https://deepmind.com/blog/alphago-zero-learning-scratch/>.
• WWW3 , <https://chatbotsmagazine.com/7-ways-chatbots-and-ai-are-disrupting-hr-3989ad1c1fed>.
• WWW4 <, https://www.predictiveanalyticstoday.com/top-intelligent-personal-assistants-automated-personal-assistants/>.
• WWW5, <https://mroads.com/product>.
• WWW6, <https://harver.com/blog/uses-ai-in-recruitment/>.

Identifiers

EISSN

2543-4411