政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/75403

政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/75403

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政大機構典藏 > 商學院 > 資訊管理學系 > 學位論文 > Item 140.119/75403

請使用永久網址來引用或連結此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/75403

題名:	人力資源教育訓練遊戲化學習成效之研究 Research into Learning Effectiveness of Gamified Human Resource Training Program
作者:	高翊瑄 Kao, Yi Hsuan
貢獻者:	姜國輝 Chiang, Kuo Huie 高翊瑄 Kao, Yi Hsuan
關鍵詞:	教育訓練遊戲化冒險遊戲學習成效 Human Resource Training Gamification Adventure Game Learning Effectiveness
日期:	2014
上傳時間:	2015-06-01 11:01:42 (UTC+8)
摘要:	教育訓練對於企業的營運是很重要的，但是一般教育訓練的內容有時並不是很有趣，而且當教育訓練的內容是傾向沒有唯一解答的主題時，企業也不容易透過傳統上課、閱讀教材或考試等方法了解員工是否真的理解教育訓練所要傳達的觀念。本研究希望以一種新的教育訓練模式提升員工參與教育訓練的動機和意願，並同時達到一定程度的學習成效，因此本研究在企業教育訓練之中加入遊戲化 (gamification)和冒險遊戲 (adventure game)的要素，將員工玩遊戲的動機轉化為學習的動力。而為了了解這種新的教育訓練模式的學習成效，本研究以人壽業T公司的遊戲化教育訓練課程為例，收集T公司員工實際進行課程的學習紀錄進行分析。經過資料分析之後，本研究認為員工對於這種新的教育訓練模式有一定程度的參與意願和完成課程的動機之外，同時也能夠達到和傳統教育訓練差不多的學習成效。而且，與一般傳統的教育訓練方法相較，這種新的教育訓練模式可以以相對較少的時間與力氣實施員工的學習難點分析，能夠幫助企業快速找到員工需要加強的部分，進而實施更符合員工特性的相關課程內容或宣導活動。 Human resource training programs are important to enterprises, but the contents of these training programs are sometimes not very interested to employees. On the other hand, when the contents of training programs have characteristics of high flexibility, it is hard for managers to evaluate whether employees really understand the concepts of training programs by traditional methods such as lectures, reading materials or exams. This research aims to propose a new human resource training method to increase employees’ motivation and willingness to join training programs, and to achieve a certain level of learning effectiveness as well. In this new training method, skills of gamification and adventure game are applied. To examine the learning effectiveness of this new training method, a gamified human resource training program of Company T is studied. Data from employees of Company T, who have been actually joining this gamified training program, is collected and analyzed. This study addresses that the employees are willing to join this gamified training program, and are motivated to complete the program. At the same time, the learning effectiveness of the program is equivalent to that of traditional training programs. Moreover, compared to traditional training programs, gamified training program enables managers to easily analyze learning weak points of their employees, which is helpful for enterprises as they implement further training programs or campaign that are more suitable for their employees.
參考文獻:	4Gamer. (2013). イシイジロウ氏ら第一線で活躍するクリエイターがアドベンチャーゲームを語り尽くす！――「弟切草」「かまいたちの夜」から始まった僕らのアドベンチャーゲーム開発史（前編）. 擷取自 4Gamer.net: http://www.4gamer.net/games/074/G007427/20131108107/ Adams, E., & Rollings, A. (2006). Fundamentals of Game Design. Prentice Hall. Amory, A. (2001). Building an Educational Adventure Game: Theory, Design, and Lessons. Journal of Interactive Learning Research, 12(2/3), 249-263. Arbaugh, J. B., & Hiltz, S. R. (2004). Improving Quantitative Research on ALN Effectiveness. In S. R. Hiltz, & R. Goldman (Eds.), Learning Together Online: Research on Asynchronous Learning Networks (pp. 72-94). Routledge. Classroom Aid Inc. (無日期). 基於遊戲的學習. 擷取自數位學習無國界: http://chinese.classroom-aid.com/p/blog-page_2/ Deterding, S., Dixon, D., Khaled, R., & Nacke, L. (2011). From Game Design Elements to Gamefulness: Defining “Gamification”. Proceedings of the 15th International Academic MindTrek Conference: Envisioning Future Media Environments (MindTrek `11) (pp. 9-15). Tampere, Finland: ACM. eHow. (n.d.). Definition of Hands-on Training. Retrieved from eHow: http://www.ehow.com/about_5076464_definition-handson-training.html Gamification World Congress. (2014). Nick Pelling: The Gamification Inception. Retrieved from Gamification World Congress: http://www.gamificationworldcongress.com/2014/05/09/nick-pelling-the-gamification-inception/ Hamari, J., Koivisto, J., & Sarsa, H. (2014). Does Gamification Work? — A Literature Review of Empirical Studies on Gamification. Proceedings of the 47th Annual Hawaii International Conference on System Sciences (HICSS 2014) (pp. 3025-3034). Hawaii: IEEE. Herger, M. (2013). Enterprise Gamification — Exploiting people by letting them have fun. Retrieved from IEEE-USA: http://www.ieeeusa.org/careers/webinars/2013/files/Enterprise_Gamification_1-page.pdf Huang, W. H., & Soman, D. (2013). A Practitioner’s Guide To Gamification Of Education. Toronto, Canada: Rotman School of Management. Huotari, K., & Hamari, J. (2011). “Gamification” from the perspective of service marketing. Gamification: Using Game Design Elements in Non-Gaming Contexts. Vancouver, Canada. Retrieved from http://gamification-research.org/chi2011/papers/ International Organization for Standardization. (2010). Ergonomics of human-system interaction — Part 210: Human-centred design for interactive systems (ISO 9241-210). International Organization for Standardization. Lazzaro, N. (2008). The Four Fun Keys. In K. Isbister, & N. Schaffer, Game Usability: Advice from the Experts for Advancing the Player Experience (pp. 317-343). Morgan Kaufmann. Moore, J. C. (2002). Elements of Quality: The Sloan-C™ Framework. Needham: Sloan Consortium. Swan, K. (2003). Learning Effectiveness: What the Research Tells Us. In J. Bourne, & J. C. Moore (Eds.), Elements of Quality Online Education: Practice and Direction (pp. 13-45). Needham: Sloan Consortium. Terrill, B. (2008). My Coverage of Lobby of the Social Gaming Summit. Retrieved from Bret on Social Games: http://www.bretterrill.com/2008/06/my-coverage-of-lobby-of-social-gaming.html Trybus, J. (n.d.). Game-Based Learning: What it is, Why it Works, and Where it`s Going. Retrieved from New Media Institute: http://www.newmedia.org/game-based-learning--what-it-is-why-it-works-and-where-its-going.html Wikipedia. (2014). Dialog tree. Retrieved from Wikipedia: http://en.wikipedia.org/wiki/Dialog_tree Zichermann, G., & Cunningham, C. (2011). Gamification by Design: Implementing Game Mechanics in Web and Mobile Apps. O`Reilly Media. 江佩珊. (2014). 於行動平台之多媒體學習遊戲化之研究（未出版之碩士論文）. 台北市: 國立政治大學. 國家教育研究院. (2000). Extrinsic Motivation - 外在動機. 擷取自雙語詞彙、學術名詞暨辭書資訊網: http://terms.naer.edu.tw/detail/1303809/
描述:	碩士國立政治大學資訊管理研究所 101356004 103
資料來源:	http://thesis.lib.nccu.edu.tw/record/#G0101356004
資料類型:	thesis
顯示於類別:	[資訊管理學系] 學位論文

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