Volume 36, Issue 1 (Spring 2023)
JMDP 2023, 36(1): 31-57 |
Back to browse issues page
Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
Roozbeh M H, Mousakhani M, Rahmani H. Key Competencies for Selection and Promotion of Professional Managers in the Assessment Centers: Based on Gamification Tools. JMDP 2023; 36 (1) :31-57
URL: http://jmdp.ir/article-1-4548-en.html
URL: http://jmdp.ir/article-1-4548-en.html
1- Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran.
2- Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran. , Mousakhani@srbi.au.ac.ir
2- Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran. , Mousakhani@srbi.au.ac.ir
Abstract: (1083 Views)
Purpose: Identifying and developing employees' competencies is one of the most important measures to advance human resources management goals. Therefore, the current research was conducted to identify the advantages of the gamification tool for selecting and promoting professional managers in evaluation centers with the intention of investigating a new method to determine the competencies of managers.
Methodology: In terms of the purpose, this research was applied and regarding type, it was qualitative. It intended to investigate the degree of compatibility of the competencies indicated in the Executive Directives No. 1657363 on the selection and appointment of professional managers enacted by the State Employment and Administration Organization. The statistical population includes 5 experts and evaluators and 10 managers of Evaluation Centers. A survey including interviews and a Delphi questionnaire was used to collect data.
Findings: The findings of the research show that gamification can be used as a suitable tool to identify competencies such as analytical thinking and problem-solving among the existing Assessment Centers.
Methodology: In terms of the purpose, this research was applied and regarding type, it was qualitative. It intended to investigate the degree of compatibility of the competencies indicated in the Executive Directives No. 1657363 on the selection and appointment of professional managers enacted by the State Employment and Administration Organization. The statistical population includes 5 experts and evaluators and 10 managers of Evaluation Centers. A survey including interviews and a Delphi questionnaire was used to collect data.
Findings: The findings of the research show that gamification can be used as a suitable tool to identify competencies such as analytical thinking and problem-solving among the existing Assessment Centers.
Keywords: Key Competencies for Selection and Promotion of Professional Managers in the Assessment Centers, Based on Gamification Tools
Type of Study: Applicable |
Received: Oct 17 2022 | Accepted: Apr 29 2023 | ePublished: Sep 19 2023
Received: Oct 17 2022 | Accepted: Apr 29 2023 | ePublished: Sep 19 2023
References
1. Akbari, M., Fayyazi, M., & Jamshidi, H. (2016). Identification and Prioritization of the Problems of the Evaluation and Development Centers in Iran. Journal of Research in Human Resources Management, 8(1), 103-130. [In Farsi] [https://hrmj.ihu.ac.ir/article_19980.html?lang=en]
2. Athey, T. R., & Orth, M. S. (1999). Emerging Competency Methods for the Future. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 38(3), 215-225. [DOI:10.1002/(SICI)1099-050X(199923)38:33.0.CO;2-W]
3. Buil, I., Catalán, S., & Martínez, E. (2020). Understanding Applicants' Reactions to Gamified Recruitment. Journal of Business Research, 110(1), 41-50. [DOI:10.1016/j.jbusres.2019.12.041]
4. Cardador, M. T., Northcraft, G. B., & Whicker, J. (2017). A Theory of Work Gamification: Something Old, Something New, Something Borrowed, Something Cool? Human Resource Management Review, 27(2), 353-365. [DOI:10.1016/j.hrmr.2016.09.014]
5. Chow, S., & Chapman, D. (2013). Gamifying the Employee Recruitment Process. Paper Presented at the Proceedings of the First International Conference on Gameful Design, Research, and Applications. [DOI:10.1145/2583008.2583022]
6. Collings, D. G., Nyberg, A. J., Wright, P. M., & McMackin, J. (2021). Leading through Paradox in a COVID‐19 World: Human Resources Comes of Age. Human Resource Management Journal, 31(4), 819-833. [DOI:10.1111/1748-8583.12343]
7. Deterding, S., Dixon, D., Khaled, R., & Nacke, L. (2011). From Game Design Elements to Gamefulness: Defining Gamification. Paper Presented at the Proceedings of the 15th International Academic MindTrek Conference: Envisioning Future Media Environments. [DOI:10.1145/2181037.2181040]
8. Georgiou, K., Gouras, A., & Nikolaou, I. (2019). Gamification in Employee Selection: The Development of a Gamified Assessment. International Journal of Selection and Assessment, 27(2), 91-103. [DOI:10.1111/ijsa.12240]
9. Gholipor, R., & Hashemi, M. (2015). The Effect of Mentoring on Succession Planning: Focusing on Individual Development Plan. Journal of Research in Human Resources Management, 7(2), 25-52. [In Farsi] [https://hrmj.ihu.ac.ir/article_14359.html?lang=en]
10. Hamari, J., Koivisto, J., & Sarsa, H. (2014). Does Gamification Work?--A Literature Review of Empirical Studies on Gamification. Paper Presented at the 2014 47th Hawaii International Conference on System Sciences. [DOI:10.1109/HICSS.2014.377]
11. Khoshouei, M., Oreyzi, H., & Nouri, A. (2014). Designing and Implementing Managers' Promotional Evaluation Center. Journal of Research in Human Resources Management, 6(3), 27-47. [In Farsi] [https://hrmj.ihu.ac.ir/article_11748.html?lang=en]
12. Kuepper, D. M., Klein, K., & Voelckner, F. (2021). Gamifying Employer Branding: An Integrating Framework and Research Propositions for a New HRM Approach in the Digitized Economy. Human Resource Management Review, 31(1), 100686. [DOI:10.1016/j.hrmr.2019.04.002]
13. Larson, K. (2020). Serious Games and Gamification in the Corporate Training Environment: A Literature Review. TechTrends, 64(2), 319-328. [DOI:10.1007/s11528-019-00446-7]
14. Marczewski, A. (2013). Gamification: A Simple Introduction and a Bit More: Kindle Edition.
15. Moazen Alavi, S. M., Tabarsa, G., & khorshidi, G. (2020). Designing A National Model for Human Resource Development. Management and Development Process, 33(2), 155-192. [In Farsi] [http://jmdp.ir/article-1-3797-fa.html] [DOI:10.52547/jmdp.33.2.155]
16. Mohammadi Moghadam, M., Mirfakhradini, S. H., & Nayebzadeh, S. (2021). Providing an Interactive Model of Performance Appraisal Indicators in the Banking Industry (Case Study: Refah Bank). Karafan Quarterly Scientific Journal, 18(2), 13-37. [In Farsi] [https://karafan.tvu.ac.ir/article_131913.html?lang=en]
17. Müller, R., & Turner, J. R. (2005). The Impact of Principal-Agent Relationship and Contract Type on Communication between Project Owner and Manager. International Journal of Project Management, 23(5), 398-403. [DOI:10.1016/j.ijproman.2005.03.001]
18. Murawski, L. (2021). Gamification in Human Resource Management-Status Quo and Quo Vadis. German Journal of Human Resource Management, 35(3), 337-355. [DOI:10.1177/2397002220961796]
19. Noe, R. A., & Steffy, B. D. (1987). The Influence of Individual Characteristics and Assessment Center Evaluation on Career Exploration Behavior and Job Involvement. Journal of Vocational Behavior, 30(2), 187-202. [DOI:10.1016/0001-8791(87)90018-2]
20. Perinot, C. (2016). Gamification in the Field of Human Resource Management. Gamified Solutions for Recruitment. (Master's Degree). Università Ca' Foscari Venezia.
21. Prasad, K., Mangipudi, D. M. R., & Vaidya, D. R. (2019). Gamification and Resource Pooling for Improving Operational Efficiency and Effective Management of Human Resources: A Case Study with an E-Commerce Company. International Journal of Management, 10(6), 76-87. [DOI:10.34218/IJM.10.6.2019.008]
22. Richard, E. B. (1982). The Competent Manager: A Model for Effective Performance. Retrieved August, 6, 2008.
23. Sadraei, S., Zolfaghari Zaferani, R., & Vedadi, A. (2020). Communication Competency Model for Human Resource Managers of Banking Industry. Management and Development Process, 32(4), 59-91. [In Farsi] [http://jmdp.ir/article-1-3715-fa.html] [DOI:10.29252/jmdp.32.4.59]
24. Sands, F. (2013). Case Study: Gamification as a Strategic Human Resource Tool to Gain Organisational Competitive Advantage via Increased Employee Engagement. Dublin, National College of Ireland.
25. Scholz, T., & Uebach, C. (2022). Making Gameful Work Work: The Gamification of Strategic Human Resource Management. [DOI:10.24251/HICSS.2022.844]
26. Shree, S., & Singh, A. S. (2019). Exploring Gamification for Recruitment through Actor Network Theory. South Asian Journal of Human Resources Management, 6(2), 242-257. [DOI:10.1177/2322093719863912]
27. Silic, M., Marzi, G., Caputo, A., & Bal, P. M. (2020). The Effects of a Gamified Human Resource Management System on Job Satisfaction and Engagement. Human Resource Management Journal, 30(2), 260-277. [DOI:10.1111/1748-8583.12272]
28. Thornton III, G. C., & Rupp, D. E. (2006). Assessment Centers in Human Resource Management: Strategies for Prediction, Diagnosis, and Development: Psychology Press. [DOI:10.4324/9781410617170]
29. Vajir, L., & Bi Bi Fayyazi, M. (2015). The Pathology of the Assessment and Developmental Centers of Iran: An Improvement Suggestion. Iranian Journal of Management Sciences, 10(37), 103-126. [http://journal.iams.ir/article_205.html?lang=en]
30. Van Der Heijde, C. M., & Van Der Heijden, B. I. (2006). A Competence‐Based and Multidimensional Operationalization and Measurement of Employability. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 45(3), 449-476. [DOI:10.1002/hrm.20119]
| Rights and permissions | |
 |
This work is licensed under a Creative Commons Attribution 4.0 International License. |
