不同人資實務經驗者於數位遊戲式訓練之成效
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Date
2021
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Abstract
本研究開發一款數位遊戲模擬真實職場情境，比較有人資工作經驗的社會人士（在職組）與無人資工作經驗的學生（學生組）之遊戲體驗與學習成效是否有所差異，並進一步透過在遊戲系統中留下的log資料，分析兩組受試者的行為模式，希望能盡量減少理論與實務的落差。研究結果發現受試者透過遊玩這款模擬職場的數位遊戲後，兩組受試者在學習成效上有所提升。在行為方面，學生組行為較單一，偏好直接解決問題；在職組行為較複雜，解決問題的同時會四處蒐集有用資訊。另外，兩組受試者皆認為研究者開發的數位遊戲具有遊戲性，在遊玩遊戲時也可獲得一定程度的成就感，且遊戲在設計上有良好的引導。
The study develops a digital game which simulates the real working environment of HR department. The differences of game experiences and learning effectiveness between participants with and without practical HR working experience are compared. Also, the study further analyzes the behavioral patterns of the two groups through the log data left in the game system in order to minimize the gap between HR theory and practice.The result showed that the learning effectiveness of two groups has improved after playing digital games which simulates the real working environment designed by researcher. In terms of behavior patterns, the students’ behavior is relatively simple and prefer to solving problems directly. On the contrary, the behavior patterns of the HR staff group are relatively complicated and prefer to collecting information while solving problems. In addition, both groups agree that the digital game developed by the researcher is playful, and they can also get a certain sense of accomplishment when playing the game, and the game is designed well in guidance.
The study develops a digital game which simulates the real working environment of HR department. The differences of game experiences and learning effectiveness between participants with and without practical HR working experience are compared. Also, the study further analyzes the behavioral patterns of the two groups through the log data left in the game system in order to minimize the gap between HR theory and practice.The result showed that the learning effectiveness of two groups has improved after playing digital games which simulates the real working environment designed by researcher. In terms of behavior patterns, the students’ behavior is relatively simple and prefer to solving problems directly. On the contrary, the behavior patterns of the HR staff group are relatively complicated and prefer to collecting information while solving problems. In addition, both groups agree that the digital game developed by the researcher is playful, and they can also get a certain sense of accomplishment when playing the game, and the game is designed well in guidance.
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數位遊戲式學習, 教育訓練, 體驗式學習, Digital game-based learning, Employee training, Experiential learning